The use of technology in the past few years has grown considerably and advancement of technology is going to be a great challenge for the current generation professionals. The ultimate aim for every organization is to achieve organizational goal by using less resources and utilizing the available resources in an effective way.
HRM is among those professional segments that technological changes have influenced. HR department functions are performed electronically to improve the administrative efficiency and responsiveness of HRM to their internal clients, employees and managers.
Impact on HR practices
Earlier HR recruiters had to rely on print publications, such as newspapers, to post jobs and get prospects for open positions. Now technology has made recruitment more efficient and a recruiter can easily find skilled professionals by connecting with professional networks like LinkedIn, Naukri and other job portals, etc.,
Technology plays an important role in training the new employees in an efficient manner. The training modules can be easily connected with organizational goals and training is conducted in virtual classrooms. This in turn makes it possible for the HR professionals to train a large number of employees in less time and test their progress through computerized testing programs.
Data storage and Retrieval
Advancement in technology has totally reduced the paperwork and maintaining the records have never been easier. The electronic format helps companies to store and retrieve files from anywhere within the organization connected to a database.
Performance management is another by-product of technological improvement. The performance of employees can be improved with the use of technology by HR professionals. Various software programs are linked to employee performance and feedback system. This will help the organization to achieve the goal by using less resources and utilizing available resources in an effective way.
By selecting the right technology, HR department can deliver a simpler, faster and smarter user interface as part of a Human Capital Management (HCM) system. According to a report by the Information Services Group, more than 50 percent of respondents in a survey have chosen or plan to choose a cloud-based software-as-a-service system when it comes to HCM.
Real-time talent assessment
In today's digital age, we have to be grateful to big data analytics, companies can now carry out a continuous real-time assessment of their staff and give feedback immediately. It means HR departments can identify areas of improvement and develop plans to address these issues directly. By effectively handling data, professionals can always improve and enhance their performance, while companies will be ideally placed to provide the resources and support they require in order to achieve their goals.
In addition to information, human resource management also includes professionals to be aware of the latest trends in policy making, activities, and employment practices in their industry. Additionally, they need to update the current information on the relevant laws and regulations because this helps them in expressing flexibility in the event of unexpected changes. Further, this characteristic enhances the value and contribution of the human resource department to achieve their organizational goals.