Technology in HRM

Team Members

Ankita Sehgal

A-07

Ankita Shah
Anshul Sood Ayush Agrawal Carl Louis Ward Devika Prakash Dhimant Valia

A-08
A-12 A-17 A-19 A-23 A-24

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 the external 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.

External & Internal Factors

EXTERNAL FACTORS

INTERNAL FACTORS

Technological factors Economic challenges Political Factors Social Factors Local and Government issues Unions

Mission Policies Organizational culture Organization structure HR systems

Employers demands
Workforce diversity

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 employment relationship fulfilling for both the management and employees.

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

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

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 is network 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

Why technology in HRM?

To explore how technology changes the activities inherent in HRM function To determine what roles are eliminated/replaced and what new roles are created by technology

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 HR

activities and processes with the information technology

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

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 onestop solution to solve every organization's HR problems.

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

The Human Element in HR technology

People management - face to face contact and human interaction Technology is critical to help increase efficiency of the HR

department, enhance the employer brand, increase attraction and retention, 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 the

loss of quality talent. It offends good talent to be treated like office supplies.
We cant ever begin to think of treating people like equipment or

some sort of inanimate commodity

The Human Element in HR technology

Holistic solution-To combine technology with the human element to

facilitate putting the right person in the right job at the right time
Automation improves the HR business process and actually allows for

greater human interaction where human interaction should occur

The benefit of technology is that it provides the employer with a simple way

to quantify, document, store and distribute data for future reference.

The purpose of HR is now to spend time with employees on personal

development 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 leveraged

within the organization.

Technology- Eliminating/Replacing roles and creating new ones

Roles eliminated/ replaced by technology
Automobile plant assembly workers Navigator positions in military

Roles created by technology

CIO Software programmers Computer technicians Graphics designers Online advertising and sales staff

operations (GPS and computer aided navigation)

Postal services Music and DVD stores

Bank tellers
Security/ Surveillance

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 thus some are finding making the case for HR technology

problematic

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

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 encouraging

the 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.

Technology addresses HRs increasingly more 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.

Thank you!