Effects of Technology on the Hr Function

1. Purpose: The purpose of this information paper is to explain the criticality of HR Information Systems.

1. Purpose: The HR systems allow us to do our jobs, and process administrative actions

Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business

Changes in technology: Workplaces are change of new and advance technology, technology inventions and improvements to be introduce.

     A manager who focuses not on the structural aspect of technology but on the human resource implications would also see much positive value in the increased communication and networking. Framing the company as a family, the human resource approach would see technology as fulfilling the need for relationships and belonging that according to Maslow’s hierarchy need to be met prior to self-esteem needs and self-actualization. People will be most productive and happy when they feel interconnected in a web of relationships and communication. The principal trap of technology is that it can put an end to face-to-face meetings. This is important to avoid, and keeping people informed and involved in the decision making process requires both technological interfaces and traditional means. Still, technology is one very important tool, particularly in connecting geographically diverse

In this essay will be examined three of the major external factors with which organizations have to face everytime and ,accordingly, these determine how it is shaped their HR agenda. It is a well-known fact that a company for its economic processes and to achieve its aims has to adapt itself assiduously to the changing conditions of the environment in which acts. The external contexts that will be evaluated in this paper are the economic, the political and the technological.

Technology can also help with developing a systemic job analysis tool which can be resourceful to help with useful information for HRM practices. A systemic job analysis will provide useful plans for coordination, for example, determining job qualifications for recruitment purposes, developing training programs, developing performance appraisals rating forms, determining pay rate factors, and performance standards for productivity improvement to name a few. All in all, technology can only get better with time by utilizing these tools within the workforce by complying with compliances and avoid lawsuits and

Furthermore, the innovative HR strategy will provide the workforces a platform where they can express their opinion, thoughts, recommendations, and perspectives for the conception of a more productive workplace. The workforces can also share their views on how to create a supportive organizational culture. The personnel will likewise share their ideas and recommendations on improving processes, cutting expenditure, reducing waste etc. The Availability of such platform will improve employee satisfaction, create a sense of ownership, involve employees in decision making, and motivate employees to achieve their individual as well as organizational objectives. (Dessler, 2013)

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

Technology has changed the role of the HRD professional, yet given its complexities and limitations, it is not foreseeable that the computer will entirely replace the human element required in the design, delivery and evaluation of training. The HRD professional is still required to ensure that e-learning is used effectively and in alignment with organisational goals and individual needs. Thus, the most successful approaches to using technology have incorporated a blend of self-paced e-learning and traditional face-to-face instruction. More importantly, the analysis, the design and the evaluation of training relies on the expertise of HRD staff. E-learning raises more questions than it does solutions, and it will be the role of the HRD professional to bring the necessary human element and organisational perspective to the equation.

In today’s society when technology and management come together to better an organization’s performance, improvement is always supported by technology. There is new HR technology applications that come into the market place. When it comes to the new introduction of technology, it always means change, like simple applications that can solve one problem, and complex applications that cam fix multiple challenges.

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

The impact of computer technology in the workplace has been enormous within the past decade, both positive and negative. Distant communication through the use of computers and mobile devices have overhauled the office setting completely. Email, social networking sites and the world of the Internet have opened a whole new avenue of communication. Technology has changed the entire workplace environment, the relationships, and how things get done.

INTRODUCTION 4 1.1. METHODOLOGY 4 2. RESPONDENT DETAILS 6 3. HR ISSUES 15 4. HR KNOWLEDGE AND SKILLS 17 5.

Thesis Statement: Advances in technology along with shifts in the nations’ social structure heavily impact the workplace environment, creating a need for new management models in Human Resources.