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Key Topics
Requirement
Prepare a report on "The role of IT in HR Efficiency".
Solution
Introduction
The gradual shift in the technological advancement has led to the change in the way business used to function. The advent of technology into the business functions has made it mandatory for the sustainability of the businesses. The impact can be visualised in almost all the business functions, from marketing to human resource management. The change in technology brought about the parallel change in the way businesses used to work. This led to the increased competitive environment and needed for improvement in the current methods of application.
The industries’ demand for better human resource management led to the transformation in the way HR used to function. Now, the HR practitioners have embraced the benefits of information technology that has fast-tracked most of their activities (Boroughs, 2008). The responsible factors are a change in the business environment, demand for service improvement, increased diversification in the workforce, and development of technology. The change in HR function has brought two structural changes. On one hand where most of the HR activities are now outsourced to the external companies, on the other, line managers and the employees are being included in handling staffing issues on the work floor. Mentioned below are the various activities of Human Resource Management and the way information technology has impacted the same.
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Impact on Recruitment
Instead of relying on print media, now the human resource department can utilise various online recruitment sites and services to reach directly to the candidates (Luftma and Xadeh, 2011). Even candidates can directly contact to the companies from the comfort of home for any new opportunities. Moreover, recruiters can scan the social profiles and activities of the candidate to gain more insight into the candidature of any prospect.
Impact on Training
Instead of face to face training sessions, now the HR professionals can train their employees through video calls and other online mediums. This has helped them in providing instant training to the overseas hires without spending companies’ time and cost (Haines and Lafleur, 2008). The advancement in the virtual classroom has reduced the need for face to face interaction. However, face to face training is a necessary part of the training, but not imperative for imparting training.
Impact on Data Storage and Retrieval
The online storage facilities have reduced the effort of keeping unnecessary bundles of papers. It has saved time that was spent on arranging and rearranging the thick pile of papers and conducting paperwork time and again. Now the data can be stored in the electronic form and can be accessed from anywhere in the world without any hassle.
Impact on Performance Management
Now the employees’ performance can be assessed through the use of information technology. Moreover, they can receive feedback from the employees instantly that can help in building the organizational environment. The development of different software to measure employee performance has become quite handy for organizations with different numbers of employees.
Conclusion
The advancement in the technology has led to significant growth in the efficiency of the human resource function. This has helped the organizations in improving their work culture and the way they handle employees.
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Boroughs, Allan, Les Palmer, and Ian Hunter. HR Transformation Technology. Farnham: Ashgate Pub., 2008. Print.
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Haines, Victor Y., and Geneviève Lafleur. "Information Technology Usage And Human Resource Roles And Effectiveness". Human Resource Management 47.3 (2008): 525-540. Web.
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Luftman, Jerry, and Hossein S Zadeh. "Key Information Technology And Management Issues 2010–11: An International Study". J Inf Technol 26.3 (2011): 193-204. Web.
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