By: Kelly Barnhard
Overview
Human resource management ensures
that human talent is used effectively and efficiently to accomplish
organizational goals (Mathis & Jackson, 2010). Presently, the role of human
resource management is undergoing a major transformation driven by changes in
technology. As stated in our text,
people and organizations must change and adapt to the advances of
technology if they expect to fully benefit from the improvements it offers. In
terms of strategic HR, which is adding value by improving the performance of
the business, effective businesses in the 21st century are pairing
human capital and technology to enhance their performance levels (Mathis &
Jackson, 2010). Even with the known knowledge that technology is altering the
practices of business and human resources, one can still be uncertain when answering
how technology is changing each HR process specifically. The article I will be
referencing not only brings an end to this uncertainty, but provides some
unique insights as well. Specifically, through the conducting of interviews
with HR executives and archival research, this article was able to develop an
in depth comparison of traditional and e-HR practices.
Human resource management ensures
that human talent is used effectively and efficiently to accomplish
organizational goals (Mathis & Jackson, 2010). Presently, the role of human
resource management is undergoing a major transformation driven by changes in
technology. As stated in our text,
people and organizations must change and adapt to the advances of
technology if they expect to fully benefit from the improvements it offers. In
terms of strategic HR, which is adding value by improving the performance of
the business, effective businesses in the 21st century are pairing
human capital and technology to enhance their performance levels (Mathis &
Jackson, 2010). Even with the known knowledge that technology is altering the
practices of business and human resources, one can still be uncertain when answering
how technology is changing each HR process specifically. The article I will be
referencing not only brings an end to this uncertainty, but provides some
unique insights as well. Specifically, through the conducting of interviews
with HR executives and archival research, this article was able to develop an
in depth comparison of traditional and e-HR practices.
Article
Description/Connection to Text
The article, Effects of the Internet and Technology on HR Processes, portrays
how HR activities are evolving with technology. It guides the reader through specific
HR process that are transforming and how these changes effect the organization
as a whole. For instance, the article reveals the transformations occurring in recruiting, selection, performance management, compensation and benefits,
training and development, and career management.
The performance management and
career management segments of the article explain how advances in technology
are linked to greater organizational socialization commitment. This relates to
our text in terms of effects technology has on communication. Specifically, how
technology has increased employee expectations regarding the speed and
frequency of communication from managers and how they connect to customers (Mathis
& Jackson, 2010). When looking at the training and development section of
the article, we can see how technology and the internet can provide a lower
cost solution when utilizing online training or e-learning. This relates to Chapter 8 of our text,
training and development. Particularly, how e-learning consists of advantages such
as cost savings and generates a larger access to employees. Additionally, the
text describes how e-learning enables scoring of exercise and assessments and
provides the appropriate feedback (Mathis & Jackson, 2010).
After providing a descriptive study,
the article draws the conclusion of how an organization can effectively
implement e-HR. Particularly, it thoroughly pinpoints five overarching trends of
technology that effect the overall structure and strategy of an organization. These
include:
- Substantial reductions in cost and time
- Transition of administrative activities from HR department to employees themselves
- Increase in readily available information
- Need for integrating HR with information systems
- Increase emphasis on HR as a strategic business partner whose primary challenge is to recruit, develop, and retain talented employees for the organization.
Take Away Points
Due to technology continually changing
and improving, an organization and the people
comprised of it must learn to adapt and improve with it in order to compete successfully.
Technology is impacting the way an organization performs. New methods for
communicating, processing information, and manufacturing are the results of evolving
technologies (Mathis & Jackson, 2010). Each specific HR process is being
effected by technology. As students who are looking to graduate and dive into
the business world, we can use this insightful knowledge to add value to our
future organization, increase our performance levels, and even gain a
competitive edge. Overall, what should be taken away from this research is that
we need to continually expand our knowledge, adapt to changes, and be aware of
the challenges presented with those changes. Specifically, know the significance
of blending human capital with technology and the impact it has on HR and the
overall organization.
Works Cited
Ensher, E., Nielson, T., Grant-Vallone, E. (2002). Tales
from the Hiring Line: Effects of the Internet and Technology on HR Processes.
Organizational Dynamics, Vol. 31, 224-244.
Retrieved from http://ellenensher.com/article-files/Tales%20from%20the.pdf
Mathis, R. L., & Jackson, J. H. (2010). Human
resource management. (13 ed.). Mason, OH: South-Western Cengage Learning.
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