Research
 

Technology in Human Resource Management

According to the Business Dictionary, “Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization” (Dictionary). The duties of this profession includes conducting job analysis, recruiting, training, managing wages, settling disputes, etc.  Human Resource Management has been thought of as a nontechnical profession. Most individuals and organizations deal with HR through training programs and seminars; the technological side is kept in the dark. The side that organizations fail to see include, “System development, compensation, administration and many more technological aspects. All these activities require extensive computational resource support” (Bennette, Townsend 361). In the field of Human Resource Management, one must be skilled with past and present technologies.

According to a peer reviewed article in the Journal of Labor Research James Bennette and Anthony Townsend explain that, “The quantitative complexity of the profession, requires responsibility for enormous record-keeping, has made the HR function an early adopter of information technologies” (Bennette, Townsend 361). Bennette and Townsends explain that HR professionals not only need to be skilled in training and development but as well as Information Technology. In the early years of business, some of the first installations of computers were designated specifically for Human Resource Management. According to Bennette and Townsend, “HR, often to the exclusion of "profit-generating" areas of the enterprise (along with accounting) frequently has the longest history of information technology experience in an organization. HR continues to be a leader in the execution and use of Information Technology.” (361).

            In a peer reviewed article written by Mark Lengnick-Hall and Steve Moritz, they offer an overview of how technology such as e-HR affects businesses. “E-HR is a, system designed by Human Resources, that will allow managers to access relevant information and data to conduct analysis’s and make decisions to communicate with others”(Lengnick-Hall, Moritz 365). For example, a manager who wants to make a merit pay decision may access data files that contain information about his or her employees. With a click of a mouse decisions can be made and departments can be notified immediately. This system not only reduces hours of processing but avoids extraneous paperwork. This system serves an important role not only in minor decisions, but the growth of a company as a whole.

In a peer reviewed article, “The Effects of Information Technology on Recruitment”, the authors; Parbudy Singh and Dale Finn, explain how information technologies affect personal recruitment. Before the ages of the computer, recruitment was limited to newspaper ads, and word of mouth. With advancements in technology over the years, recruitment has now shifted to the internet era. According to Singh and Finn, “There are several advantages of using advanced information technology (Finn, Singh 397).” The authors continue to explain, an HR survey conducted, “311 HR managers and 244 independent recruiters, identified the following as the most beneficial reasons to continue to use advanced information technology. ‘Access to more candidates; improved ability to target specific audience; cost of placing job posting; speed; absence of middlemen; convenience; wide distribution of postings; quality of candidates; less paperwork; better résumé and better service (397-398).” This has not only made recruiting for HR easier but more efficient because of higher competition between job candidates.

The final article that will be examined is found in The Society of Training and Development. This peer reviewed article was written by Linda David. The focus of this article is a survey conducted by Towers Watson, a global professional service company. This survey included, 1048 organizations and spanning to 45 counties. The purpose of this survey was to determine if the HR process should be re- designed, improve managers, promoting employees, and refocusing the roles of HR business partners. After reviewing the survey results, the top priority was to re-design the HR process. “With re-designing, organizations are focusing more on increasing technology by improving data, analytics, portals and payroll”(David 22). With the improvements in the process, HR functions are empowering their organizations in three key ways: making smart investments, balancing efforts, and managing change effectively” (David 22).  Human Resource Managements is continuing to make efforts to improve the internal factors within organizations.

Technology in HR has come a long way since the days of paperwork and newspaper ads. With these advancements, the HR profession has become more efficient and more effective. Human Resource Management is a growing profession with increasing opportunities and improved standards thanks to technology.

References

Bennette, James T., and Anthony M. Townsend. "Human Resources and Information Technology." Journal of Labor Research 24.3 (2003): n. pag. Academic OneFile. Web. 29 Nov. 2014.

David, Linda. "Key HR Initiatives in 2014." T+D 68.10 (2014): 22. Academic OneFile. Web. 29 Nov. 2014.

Singh, Parbudy, and Dale Finn. "The Impact of E-HR on the Human Resource Management Function." Journal of Labor Research 24.3 (2003): 365. Academic OneFile. Web. 29 Nov. 2014.