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The Impact of Technological Advances on Human Resource Management


Technological advances have significantly transformed the field of human resource management (HRM) in recent years. With the ever-increasing reliance on technology in the workplace, HRM professionals have had to adapt and incorporate new technologies into their strategies and processes. This paper aims to explore the impact of technological advances on HRM and discuss the various implications for both organizations and employees.

Information Systems and HRM

One of the key areas where technological advances have made a significant impact on HRM is through the development of information systems. Information systems have revolutionized the way HRM functions are performed, allowing HR professionals to collect, analyze, and utilize vast amounts of data more effectively and efficiently. These systems can handle various tasks such as recruitment and selection, training and development, performance management, compensation and benefits, and employee recordkeeping. The adoption of information systems in HRM has led to improved accuracy and timeliness of HR processes, streamlined administrative tasks, and enhanced decision-making capabilities.

For example, in the recruitment and selection process, technology has enabled HR professionals to reach a wider pool of candidates through online job portals and social media platforms. This has not only expanded the talent pool but also facilitated a more efficient and cost-effective hiring process. Additionally, applicant tracking systems can sort and filter resumes based on specific criteria, saving time and effort for HR professionals.

In the area of training and development, technology has facilitated the delivery of online learning platforms and virtual training sessions. This has allowed organizations to provide training to employees in remote locations or those with busy schedules, increasing accessibility and flexibility. Moreover, technology has enabled the creation of customized and personalized learning experiences, which can be tailored to individual employee needs and preferences.

Another significant impact of technology on HRM is in performance management. The traditional annual performance review process has evolved into a more dynamic and continuous feedback system, largely driven by technology. Performance management software allows for real-time monitoring, feedback, and goal setting, promoting ongoing performance improvements. This has shifted the focus from a backward-looking evaluation to a forward-looking development approach.

Furthermore, technology has enabled organizations to automate and digitize employee recordkeeping. This eliminates the need for paper-based files and allows for easy retrieval and updating of employee information. HR professionals can access and manage employee records electronically, ensuring data accuracy and privacy. This has also facilitated the development of self-service portals, enabling employees to access their personal information, submit time-off requests, and update their details independently.

Implications for Organizations

The impact of technological advances on HRM has several implications for organizations. Firstly, organizations need to invest in robust and secure information systems to support their HR functions effectively. This requires not only financial resources but also a strategic approach to ensure the system aligns with the organizational needs and objectives. Additionally, organizations need to provide training and support to HR professionals to enhance their technological skills and knowledge, enabling them to maximize the potential of the information systems.

Another implication is that technology has enabled HR departments to shift their focus from administrative tasks to strategic HR activities. Automation of routine tasks has freed up HR professionals’ time, allowing them to concentrate on more value-added activities such as talent management, succession planning, and organizational development. This promotes HR’s role as a strategic partner in achieving organizational goals.

Furthermore, technology has facilitated the collection and analysis of HR data, providing organizations with valuable insights for decision-making. HR analytics can help identify workforce trends, patterns, and gaps, enabling organizations to make more informed and evidence-based decisions. For example, data analysis can reveal areas where training is needed, identify high-performing employees for career advancement opportunities, or highlight potential retention risks. Organizations can leverage these insights to develop targeted HR strategies and interventions.

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