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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!