Technological Changes in HR the Global Perspective

Rapid changes in technology have affected businesses in more ways, from globalization and organizational adjustments to a workforce looking for remote and mobile job opportunities and human resources has had to adapt swiftly. If HR wants to continue to play a critical role in helping businesses anticipate and manage organizational change, HR must-have technology at its core. (Biro, 2016)

Attracting, retaining, and motivating employees, meeting the demands for a more strategic HR function, and managing the “human element” of technological change in the future has been enabled by advancements in IT to meet the challenges of HRM (Ashbaugh and Miranda, 2002). HRMS can meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented by leveraging information technology (Snell, Stueber, and Lepak, 2002).

Mobile Technology

Cloud security makes it easy to limit access to information. At the same time, cloud-based mobile platforms allow individuals to access their information more readily than ever before. In MAS Holdings employees uses Office 365 cloud. Currently need to visit or email HR every time you had a question about your benefits or paycheck; instead, if it is able to log on to a portal where all that information was at your fingertips. It could be use the same portal to request Leave, Time off, or Attendance corrections etc. Mobile HR apps make it easy for employees to access this kind of information anywhere and anytime. The global organizations like Apple, Google are introducing Wearable Technology which can be allow employees to stay connected anytime.  And that makes life easier for HR workers, too. (Biro, 2016)

Social Media

But social networking has more than a conceptual role in HR today, almost a quarter of employers are regularly using sites such as Facebook and LinkedIn to recruit staff. HR industry have to adopt the concept of social networking it has broadened their perspective that technology doesn’t always have to be purchased to have an impact. (Christie, 2016)

Talent Management Systems (TMS)

Talent management system is an integrated software suite that addresses the recruitment; performance management; learning and development; and compensation management. In MAS Holdings they practicing the Talent2O talent management system. BambooHR, Oracle and iCIMS Talent Platform are some examples of globally recognized talent management systems.

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Advantages of Technological Changes in HR

  Technological changes add more advantages for an organization. employees will become the on-time decision makers. another one is it will be eliminating waste waiting, unnecessary movement and save the time and cost. it can identify the gap and bridge the gaps. talent management process becomes better and talent practices will play a key role.

Technological changes will effect for the human resource department.HR department takes more strategic and every aspect of the HR will be streamlined, Collaboration and new organizational structure will be evolved. HR can analyze employee data and create customized talent offerings.

References

Ashbaugh, S. & Miranda, R. (2002), Technology for Human Resource Management, Seven questions and answers, Public Personnel Management, Sage Publication,

Biro, M. M. (2016). The Impact of Technology on HR and What’s Ahead. Retrieved from www.huffingtonpost.com: https://www.huffingtonpost.com/meghan-m-biro-/the-impact-of-technology-_1_b_9294208.html

Christie, J. (2016). HR in the future: The impact of technology. Retrieved from www.hrzone.com: https://www.hrzone.com/talent/development/hr-in-the-future-the-impact-of-technology

Snell, S. A., Stueber, D. and Lepak, D. P. (2002), Virtual HR Departments: Getting out of the middle. In R. L. Heneman and D. B. Greenberger (Eds.), Human resource management in virtual organizations, Information Age Publishing.