What is the impact of technology on the practices of an Human resources manager in your organisation?

Definately, Information technology is expected to improve the performance of Human Resource Management (HRM) by shifting its focus from administration or personnel management to strategic HRM. The strategic role of HRM is supposed to add value to the HR function, and leads the essence of HR function to transform (Yu Long, 2009). 

The competition among the companies is actually the competition of human resources, as the market reveals. A company, as a profit-pursuing organization, is always under the pressure of delivering new products to win market share. Without high quality human resources and its effective functioning, a company can hardly endure the profit pressure and pursue its long term business strategy. The past decades has witnessed the transition of employee becoming the most precious capital in the company and the ascent of Human Resource Management (HRM) (Schuler, 1990). The strengthened management of human resources is now the very essence of a successful business story.

Nowadays, business world is undergoing a substantial change: the employee turn-over rate becomes high, and both the organization structure and management pattern change as well. The traditional HRM style fails to catch up with such rapid changes: the traditional style mainly focuses on supportive personnel activities for a company, for example, collecting employee information, monitoring individual performance, and implementing organization policies. It is a passive, submissive execution, without self-motivated participation into strategic issue to foresee the challenges of tomorrow. Therefore, there comes a demand for the new HRM that should understand the business strategy, formulate the corresponding management strategy on human resources to improve delivered service, and act as a strategy partner with top management team (Beer, 1997; Mohrman & Lawer, 1997).

To meet the demand, there is an increasing pressure on HRM to support strategic objectives and to focus on value-adding activities, which consequently leads to the change in the job content and the expectations on Human Resource (HR) professionals. Shrivastava et al. (2003) and Stone et al. (2006) note that one of such changes is that the wide, contemporary use of Information Technology (IT) in supporting various HR activities. Moreover, the researchers expect that the increasing use of Human Resource Information Technology (HRIT) can improve the performance of HR professionals and makes them involved in the company internal consulting activities (Albers et al. 1997). In addition, Ulrich (1997) mentions that the use of HRIT provides value to the organization and raise HR professionals’ status in the organization.

By the introduction of Human Resources Management Information System (HRMIS) a software technology which have revolutionized Performance Excellence (PEX) system in our company.

As now all levels of employees are answerable for their own pre defined Key Performance Index (KPI's). Salary review ,Promotion etc are tagged with KPI's.

Entire company is working on "One goal one team" to achieve Billion in 

This is Impact on all employees now all of them are striving to do more & more for personal ,professional & Business goals.

Real time situation in paper less environment can be seen by the click of computer button.

Hence I can say the impact of technology on the practices of an Human resources manager in my organization is very positive.

His job is now  become simple/smart/impartial/open & accurate.

Recruitment: This has been aided by e-recruitment web portals were employers post positions and qualifications needed for a specific job. Then the job seeker will select their field of expertise and apply for that particular position online. Now days, these portals have even made e-recruitment visual, by enabling Job seekers post videos describing what they can do as well show case some of their potential. There also other medias were these job postings can be found for example social media sites. Many people have been recruited through social networks like facebook. A business simply posts a job position on its facebook page and its fans will apply, if any of them qualifies for the position they will get that job. This process has also made human resource management more social than ever.

•Training & development: After the process of recruiting is finished, human resources manager will have to use technology to train new employees. Even though they qualify for the position, their some things which the human resource manager has to put clear before new employees take their positions. Technology will allow the team to access required documents on every specific position via a decentralized computer ”Database” and they will read through to understand every aspect. If illustrations are required, the human resource manager can use a visual illustration to explain some points in details. This saves time and makes the process easier. 

•Performance management: Human resource manager can use technology to monitor the performance of employees. With the help of tools like CPM (Computerized performance monitoring) , the manager can know how much work has been accomplished by each employee per a given period of time. Also the same software can help in the flow of information about employee performance across the organization. At the end of the day every thing is transparent and production is guaranteed because humans once monitored, they will do their best to look good.

I side with Ghada on this too.

Thanks

I support your answer Mrs. Ghada

Agree with your detailed explanation.

Enrollment: This has been supported by e-enlistment web gateways were bosses post positions and capabilities required for a particular employment. At that point the employment seeker will choose their field of skill and apply for that specific position on the web. Presently days, these entries have even made e-enlistment visual, by empowering Occupation seekers post recordings portraying what they can do too demonstrate case some of their potential. There likewise different medias were these employment postings can be found for instance online networking locales. Numerous individuals have been selected through interpersonal organizations like facebook. A business basically posts a vocation position on its facebook page and its fans will apply, if any of them meets all requirements for the position they will land that position. This procedure has likewise made human asset administration more social than any time in recent memory. 

•Training and advancement: After the way toward selecting is done, HR chief will need to utilize innovation to prepare new workers. Despite the fact that they meet all requirements for the position, their a few things which the human asset supervisor needs to put clear before new representatives take their positions. Innovation will permit the group to get to required records on each particular position by means of a decentralized PC "Database" and they will read through to see each angle. In the event that representations are required, the human asset administrator can utilize a visual outline to clarify a few focuses in points of interest. This spares time and makes the procedure simpler. 

•Performance administration: Human asset administrator can utilize innovation to screen the execution of representatives. With the assistance of instruments like CPM (Electronic execution checking) , the administrator can know the amount of work has been proficient by every worker per a given timeframe. Likewise the same programming can help in the stream of data about worker execution over the association. Toward the day's end everything is straightforward and generation is ensured in light of the fact that people once checked, they will do their best to look great.

HR managers are always overloaded with the amount of data especially in the "Recruitment Season" in large enterprises, so a cutting edge combination of Software/Hardware technology could assist them to evaluate and present data in a good shape that enables an HR manager to choose the perfect candidate. For example, a well developed ERP solution that has a good user friendly recruitment module,with a matching hardware power, would enable an HR to sort and classify qualifications of users in a manner to choose very easily.