Technology in HRM

8/3/2019 Technology in HRM

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Technologyin HRM


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Team Members

Ankita Sehgal A-07

Ankita Shah A-08

Anshul Sood A-12

Ayush Agrawal A-17

Carl Louis Ward A-19

Devika Prakash A-23

Dhimant Valia A-24


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Introduction

There are number of critical trends affecting the employment

relationship that further affect how organizations need to

manage their employees.

Some of these trends pertain to changes taking place in theexternal environment of the organization, others pertain to

some of the ways organizations are responding internally to

such trends.

The term Technology impact of HRM refers to the

aggregate of conditions, events and influences that surround

and affect it.


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External & Internal Factors

EXTERNAL FACTORS

Technological factors

Economic challenges

Political Factors

Social Factors

Local and Government issues

Unions

Employers demands

Workforce diversity

INTERNAL FACTORS

Mission

Policies

Organizational culture

Organization structure

HR systems


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What is HRM?

The process of managing people in organizations in a structured

and thorough manner. This covers the fields of staffing (hiring people),

retention of people, pay and perks setting and management, performance

management, change management and taking care of exits from the company

to round off the activities.

The HR function in contemporary organizations is concerned with the notions

of people enabling, people development and a focus on making the

employmentrelationship fulfilling for both the management and employees.


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Technological Changes

Organizations Technology- INPUT----->PROCESS----->OUTPUT

Includes: Tools, Machinery, Work Procedure, Employees Knowledge and

Skills.

Technological changes influence an organization's:

Service markets

Suppliers

Distributors

Competitors

Customers Manufacturing processes

Marketing practices

Competitive position


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Impact of Technology

New skills required: need to upgrade existing employee skills

and knowledge

Downsizing: Increased automation has reduced employee head

counts everywhere Collaborative work: Technological change has resulted in

hierarchical distinctions being blurred and more collaborative

teamwork where managers, technicians and analysts

work together on projects.

Telecommuting: The rapid advance in technology have led to the

relocation of work from the office to the home


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Impact of Technology

Internet and intranet revolution :in HR, internet and intranets

are being used to handle training, benefit administration,

performance management and out placement functions.

Role of HR in a virtual organization :A virtual organization isnetwork of companies or employees connected by computers .

The human resources function plays a unique role in a

virtual organization :

Psychological fit

System alignment

Reconsider rewards

Reconsider staffing needs


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Why technology in HRM?

To explore how technologychanges the activities inherent in

HRM function

To determine what roles areeliminated/replaced and what new

roles are created by technology


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Changes in HRM Activities due to Technology

Human Resource Management Systems (HRMS) or Human

Resource Information Systems (HRIS) or HR Technology shape

an intersection between human resource management (HRM)

and information technology.

It merges HRM as a discipline and in particular its basic HRactivities and processes with the information technology


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Change in HRM Activities due to Technology

HR technology can help organizations meet their business goals

and objectives today and in the future by:

Helping managers deploy their workers more efficiently

Ensuring that workers receive proper training and development

Offering new insights on how to increase productivity.

Enabling employees and managers to receive needed

information faster.

Reducing HR administrative costs.

Assisting with better employee assessment and selection


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Change in HRM Activities due to Technology

HRMS can contribute significantly towards effective resource

management in companies, but it is up to the employees and

the organization to ensure that the HRMS is utilized effectively.

It is to be viewed as a software tool to improve the resource

management systems and employee productivity, not as a one-

stop solution to solve every organization's HR problems.


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Top HR technologies

Employee self service

Workflow technologies

Vendor management systems

Applicant tracking systems

Hiring management systems E-recruitment software

Internal mobility software

Performance and appraisal management software

Succession planning software

Personal development software

Career planning software

Package review software

Executives and key people management software


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The Human Element in HR technology

People management - face to face contact and human interaction

Technology is critical to help increase efficiency of the HRdepartment, enhance the employer brand, increase attraction andretention, reduce admin, cut costs, etc.

Risk- overemphasizing technology at the expense of human element

The danger of using technology in place of the human element is theloss of quality talent. It offends good talent to be treated like office

supplies.

We cant ever begin to think of treating people like equipment orsome sort of inanimate commodity


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Holistic solution-To combine technology with the human element tofacilitate putting the right person in the right job at the right time

Automation improves the HR business process and actually allows forgreater human interaction where human interaction should occur

The benefit of technology is that it provides the employer with a simple wayto quantify, document, store and distribute data for future reference.

The purpose of HR is now to spend time with employees on personaldevelopment or with the business to help align employees with the

objectives in the business.

HR needs to evolve as human capital has to be coordinated and leveragedwithin the organization.

The Human Element in HR technology


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Technology- Eliminating/Replacing roles andcreating new ones

Roles eliminated/ replacedby technology

Automobile plant assembly workers

Navigator positions in militaryoperations (GPS and computer aided

navigation)

Postal services

Music and DVD stores Bank tellers

Security/ Surveillance

Roles created bytechnology

CIO

Software programmers Computer technicians

Graphics designers

Online advertising and sales staff


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Industry Trends

Expanded use of the web for delivery and utilization of HR

applications on a service basis

HR technology experts say as Internet-based self-service

applications are improved and are better integrated into

other work processes, however, most organizations are not

measuring the ROI for HR technology systems, and thussome are finding making the case for HR technology

problematic


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Industry Trends

Significant growth in the use of e-learning

Heightened awareness of HR data privacy an increasingly

important issue given the rise of identity theft using

employee information

Increasing outsourcing of human resource information

technology systems Increasing transition to paperless payroll


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The Revolution to Evolution process

The revolution is over and the process of evolution has begun.

The revolution was about bringing technology and automation into

the human resources arena. Todays HR technology is encouragingthe evolution of labor procurement processes and sourcing

mechanisms. Evaluation tools are rapidly advancing, as are the tools

that help align the need for talent with the overall business plan.

Organizations are becoming more agile, able to adapt more easily

based on the availability of data from such areas as headcount,

project spend allocation and performance.

T h l dd HR i i l


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Technology addresses HRs increasinglymore strategic role

As HR departments are being asked to do more with less and to elevate their roles in

organizations, its no wonder many are seriously looking to, or are already using,

technology to help manage day-to-day details.

And, if the increasing complexity of HR roles was not enough to encourage managers

to move toward more modern solutions, now company employees are also expecting

more technology as a way to receive information on benefits and to interface with

their employers and HR departments. With software at their fingertips, HR managers

can instantaneously assess big picture needs of companies to help advance their

increasingly more strategic, roles and they can provide a channel for employees to

access and update benefit coverage.


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Thank you!

Technology in HRM

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