Shoukat the information. It was regular for managers

Shoukat Ali
Khan (Author)

                    
Department of Electronics Engineering

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

University
of Engineering and Technology, Taxila

[email protected]

Insaf Wali (Author)

                   Department of Electronics Engineering

University
of Engineering and Technology, Taxila

[email protected]

 

 

Abstract— Our world has turned into a global village. Human Resource
Management (HRM) is never again restricted to recruitment and training.
Technology and HRM both are nearly related to each other. IT has large effect
on expanding the proficiency of recruitment, maintenance, improvement and
leadership capacities. With the entry of information technology, human resource
management practices are improved. The improved means of communication,
technological advancements, computer and internet have brought the horizons
closers and changed the functioning of the business world in a great way. PCs
and web have simplified the analyzing large amount of data, and they can be
precious guides in HR Management, from finance preparing to record maintenance.
With PC equipment, programming, and databases, organizations can keep records
and data better, and recover them easily when needed. Information Technology
(IT) as a basic factor and instrument changes structure of organization,
business procedures and communication.IT has impacts on HR at the same time
managers, workers, clients and providers increase their participations for HR
functions. This paper presents various perceptions on the utilizations of IT in
the field of human resource management (HRM). In this paper a concise history
of both Human resource technology and human resource management provides the
effect and results of IT on human resource management functions.

Keywords— Information Technology,
Human Resource Technology, Electronic Human Resource Management, Human Resources
Management, Organization
Structure, Human resource Information system.

                               I.   Introduction

Previously,
HR administration was kept to issues, for example, pay rates and enrollment.
The organization framework was unbending and bureaucratic. HR frameworks were
paper-based. Features were included as required, the announcing was
exceptionally simple, and HR was the sole overseer of the information. It was
regular for managers this period to send workers to HR to get their everything
their work force questions replied. In the following stage, there was a
relocation of the data occupant in these paper-based frameworks to PCs and
neighborhood (LAN) frameworks. These HR databases could create reports that
essentially recorded fundamental worker’s data. Advances in database innovation
included finance and some extremely fundamental versions of worker following.
The following stage started with the development of social database innovation.
A social database implies that a bit of information can be put away in more
than One File, every one containing distinctive kinds of information. The
diverse records can be connected with the goal that data from the different
documents can be utilized together. 1A social database enables databases to be set up in a
few distinct areas and the data connected. This innovation furnished organizations
with the capacity to grow more intricate reports that incorporated a few
information components. Right now, many organizations have begun to grasp HR
innovation. The concentration has moved to computerizing whatever number
exchanges as could be expected under the circumstances to accomplish viability
and efficiency. Online applications utilize a Web program as a user interface.
Clients can get to the applications from any PC associated with the Internet by
means of a safe, secret key shielded login page and from that point forward all
the data are encrypted.  Now, the larger
part of framework is still not Web-based, but rather some leading edge
organizations have grasped this innovation. The innovation of the future will
be about expedient access to precise current data, and the capacity to get to
this data by means of numerous frameworks will give organizations a vital edge.
The new framework will be about HR and IT cooperating.2

Pakistan has a deficiency of
skilled labor, which keeps the nation from financially contending in the
worldwide town. Sadly, minimal expenditure was spent on the preparation and
improvement of Workers. The high joblessness rate and the poor financial
circumstance have additionally influenced nearby government. Numerous
organizations have a constrained spending plan with which they should furnish
their employs with essential services, for example, power, home etc.
Organizations likewise assume a part in the improvement of their nations. It is
hence imperative to enhance the abilities and skills of the laborers to
guarantee better administration conveyance to clients. Technology is
progressively being utilized to address challenges looked by organization, to
upgrade benefit conveyance and additionally to enhance interior proficiency.
Training and development   is one of the
many capacities performed by (HR) offices. Today HR is likewise required to
assume a bigger key part inside an association. Notwithstanding, present day
technology can improve the manner by which HR divisions play out their tasks.
There are different automated data frameworks and projects that can be utilized
for this purpose.3

                              II. Literature
Review

In this paper, the primary concentrate on how
present day technology is helping in guaranteeing adequacy of HR functions.
Human Resource Information System (HRIS) is an open door for organization to
make the HR office administratively and deliberately participative in operating
the organization. The fundamental goal is to comprehend the degree to which
HRIS is being utilized as a part of expanding the regulatory and key elements
of the HR office. For this reason, we have led an overview of HR Manager from
private organization working in Islamabad, Pakistan. The outcomes demonstrate
that HRIS is emphatically utilized as a device to accomplish more prominent
administrative effectiveness by adding value in the office. However, all of its
benefits are difficult quantify. HRIS utility as a key apparatus is still not
been completely perceived, and this is preventing the framework to be utilized
to its fullest potential. Proposals and suggestions are provided.HR chiefs are
confronting many difficulties in introduce business situation like
Globalization workforce decent variety, innovative advances and changes in
political and lawful condition change in data innovation. Every one of these
difficulties increase the burden on HR managers to pull in, hold and support
capable employees. HR proficient can’t disregard these difficulties rather they
should be line to outline and execute inventive components of creating
abilities and skills of HR to set them up to acknowledge the rising
difficulties. In this situation, there is a need to obviously distinguish new
innovation, present day fabricating forms, guarantee quality in production and
enhance skills of the workers so they can adjust to new condition. By doing as
such organization are required to enhance their insight administration work. It
is therefore essential to see new innovation worldview and dovetail skilled
human asset in the process to accomplish human factor building to empower
quality item and administrations are rendered to the general public. It is in
the light of the above; HR functions are required to be believed to meet the effect
of technology.4

                       III. Objective
of the study

To inspect
completely the level of technology embraced in HR and the way it has molded the
role of HR. The principle goal of the study is to discover Impact of Technology
Advancement on Human Resource Performance. To accomplish these primary goals,
we have to accomplish more sub target like Challenges in human resource
management from technological progression and Importance of HRIS in human
resource execution.

IV. Research
Methodology

A research design is the specifications
of techniques and strategy for obtaining the data required. It is the overall
operation example or structure that stipulates what data is to be gathered from
which sources by what technique. The exploration procedure of this paper is
thoroughly rely on auxiliary information like journal, books and different site
from web. The research has been made to look at the IT apparatuses utilized for
HR Planning, Recruitment, Communication and Engagement, Maintenance and
Development.

                                V. Analysis

An organization’s Technology is the procedure by which
contributions from an organization’s situation is changed into results.
Technology incorporates apparatuses, hardware, tools, work techniques, and
workers learning and attitudes. In the present focused world, technological
achievements can drastically impact and organization’s administration markets,
providers, wholesalers, contenders, clients, fabricating forms, marketing and
aggressive position. Technological progressions can make new competitive
benefits that are more capable than existing ones. Recent Technological
advances, as we know, in PCs, lasers, robots, satellite systems, fiber optics,
biometrics, cloning and other related areas have made ready for critical
operational enhancements. The quick innovation likewise requests HR experts to
get new skills through instruction, or sourcing HR Professionals who have IT
information. Note that an organization that does not have an electronic system
still has a HRM framework; that is, the paper system that most organizations
used before the advancement of PC innovation were as yet similar with a HRIS,
however the administration of worker data was not done as fast as in an
electronic framework. If an organization did not have a paper framework, the
improvement and execution of an automated framework would be to a greatly
difficult. Larger part of the organizations has now understood the significance
of data stocking and recovery.5

A.     
Traditional Vs. New
HR Functions

Traditional HR:

The
traditional managers focused on work administration, but did not take part into
an organization’s arranging and procedure decision. They gave careful
consideration to control their workers, including precisely planning the
agreements and rules for checking the workers. The role of HR manager in the
association was principles and regulation for worker administration. Actual
decisions were executed by the line managers as they were in charge of building
employee relations and looking after peace. During this period, there was a
shift in the part of HR experts as they were being considered for key business
issues. Scope of HR was enlarged to some degree with new HR Functions related
to the strategic business issue. In addition, performing the standard HR issues
at the operational level and maintenance of workforce at administrative level,
he was involved in policy making to get capable and qualified individuals and
analyze long term labor demand. Thus, HR experts started to be incorporated
into organizational policy system.6

New HR:

As key business partners, HR experts work with top
administrators to create, execute and assess competitive business techniques,
HR systems, policies and practices and steady business methodologies. In their
role as change operators, they deal with the Organizational changes and make
new culture where its workers are motivated to participate in the new
circumstance. As a manager, they help in outlining organizational procedures,
building authoritative ability to increase benefits, diminishing cost,
including quality and better HR administrations to make HRM works more
efficient and productive. In the role of employee champions, the HR proficient
plays a huge part of motivating the workers and gives them training to improve
their skills. He speaks to the voice of the employees and is in charge of
upgrading their dedication, skills, learning and abilities of the workers.7

B.     
Role of IT in
Human Resource:

 The
globalization and progression from one perspective and technological
improvements on the other require the business organizations to reconsider the
part of their HR work. The HR experts should successfully use the technology
for creating skills of the workers to confront these challenges and for the
development of the business also. The application of information technology can
make great expansions and raise the status of the HR experts all in all. The
business world is becoming competitive and looked with new difficulties every
day including business natural change, innovative change, consumer loyalty,
developing relations and issues relating with reduction in cost and increment
in efficiency. The people can address the difficulties of the
present day market. The technological improvements have
been main thrust for making new parts for the HR functions to enhance their
business capability. Human Resource Information technology has made it simpler
for the HR departments to coordinate their databases, and give information on
the policies, news, and advertisements and so forth. It is the least complex type of implementation of the HRIT which could be available by anybody, whenever and anyplace inside the organization. It has additionally
empowered the workers to refresh the data and hence, relieved the HR experts of
the weight of keeping up and putting away records. Various devices have been
produced, for example, e- e-recruiting system, e-determination framework
e-execution framework, and e-pay framework. For instance, in the enrollment,
without the eye to eye meeting and inquiry HRIT can make the candidates less
demanding to gather data about jobs and to access to the HR experts. Thus, data
about worker’s abilities, qualities, evaluation information and so on can help
in settling decisions about their skills, data on worker output can be utilized
for enhancing their qualities. Further, the electronic systems like web, email
and so on are very helpful in sending and refreshing data.1

                              

                                VI. Findings

Challenges of HRM in Modern Management:

 Advanced
technology had a tendency to lessen the quantity of occupations that require
little skill and to build the quantity of employments that require extensive
expertise, a move we refer to moving from touch work to learning work. There is
new working innovation. In this circumstance organizations need to transform it
technology. New technology makes joblessness and in other hand, there comes
shortage of gifted labor. Like this, technological change brings troubles and
difficulties in organizations. Globalization Workforce Diversity Changes in
political and legitimate condition Changes in the Economic Environment,
Mobility of Professional, Personnel Revolution in Information Technology. Data
Technology (IT) as a basic factor and instrument changes modeler of
associations, business procedures and correspondence, and is progressively
coordinated into HRM. While IT has impacts on HR, in the meantime directors,
workers, clients and providers increment their hopes for HR capacities. The
significance of information and human capital make additional concealment on HR
capacities and new skills for HR experts are normal.4

Technological Tools used by HR
Professionals:

Technology has played an important role in
transformation of HR and its role in business in last two
decades.IT tools
including application software such as DBMS, spreadsheets,
data mining/data functions; information system software such as decision
support systems, executive information systems, expert systems; information and
communication technologies (ICT) such as LAN/WAN/neural network,
internet/intranet, web portals etc. They confirmed the use of
computers and IT tools for recruitment functions such as position inventory,
recruitment using recruitment tasks Internet, employee selection, employee
management and workforce planning; training functions including training and
human resource development, and maintenance and performance evaluation,
employee turnover, tardiness and absenteeism analysis, management and planning functions
like personnel files and skills inventory, benefit and planning management and planning
administration, government reports, succession planning and implementation. 8The various tools used by HR
professionals for HR functions are mentioned below:

Procurement: Procurement is the most important function of HR.
It includes worker’s enrollment, selection and placement. Hiring is becoming
complex day by day. To look for data about the job searchers and jobs employers
utilize job portals and other technological services.

 

 

 

 

 

 

 

Technology Tools

Use of Technology

e-recruitment, web portals, Social Media Sites like Facebook,
LinkedIn, HR Planning &Forecasting

Organizations
post their positions and
qualification.
Employment searchers select their skill , apply on the web.

 

Employee Development: Workers advancement as a component
of HR has gained importance in the later past. The increasing competition has
required the lessening in costs from one perspective and expanding proficiency
on the other. The organizations are in this manner, laying increasingly
emphasis on enhancing worker abilities and building up their potentials to
expand their effectiveness. Different technological progressions are helping
the organization toward this path as specified underneath:

Technology Tools

Use of Technology

e-learning
Training Need Analysis
Career Development
Online Appraisal System (e-performance)

Employees
are given important contributions for career development, up-degree of their
skills through e learning and feedback on their performance.

Employee Relations,
Communication and Work Environment: Different electronic devices are
accessible to guarantee Organization Development (OD), information
administration and consequently help in growing great worker relations and make
sound workplace. There are devices for keeping up powerful correspondence, data
security and information sharing too.

Technology Tools

Use of Technology

Communication data sharing , data protection, knowledge
management, Intranet, OD and Team Development

Making
Shared Information environment to permit flow of data from one central point
enabling smooth flow of data Upward, Downward, horizontally, and outward

Decision-Making: In complex and big organizations, there is extensive
information which is hard to handle, and use for basic leadership. Technology
has rolled out an incredible improvement in helping the HR to settle on
impressive decisions. The different technological instruments for powerful
decisions have been given beneath in Table.

Technology Tools

Use of Technology

Decision Support System (DSS),
Data warehouse having data mining tools, Artificial Intelligence
(AI) System, Online Analytical Process (OLAP),Group Decision Support System
(GDSS)Groupware

Technology will help you make quick business
decisions through the IT tools having capability of summarizing large amount
of data with speed and getting useful results

 

Human Resource
Information System (HRIS): HRIS is likewise extremely valuable
functions of HR in the present day times. The data is made accessible to the
workers, managers and external parties on web. The technology has included
another measurement of ‘straightforwardness’ in place of traditional system of
‘confidential’ which has helped in making an air of trust and belongingness in
the organization.

 

 

 

Technology Tools

Use of Technology

Intranet availability of Data record of Employees, Spread of
information throughout organization, employee self service

The availability of information throughout the
organization via intranet, company portals, employee portals and access of
information on company policies, employee feedback etc.

 

VII. Conclusions

From
the above discussion, we can draw the following conclusions:

1.One might say that HR rehearse is becoming difficult
step by step, they need to confront parcel of issues like retention,
fascination of worker, managing distinctive social individuals, overseeing work
compel decent variety, technological and information changes to overcome with
these difficulties preparing (Cross social preparing and mechanical and
instructive preparing) is important of HR people.9

2.There is a move in HR functions from customary
faculty capacities, for example, enlistment, determination, preparing and advancement,
execution evaluation, prizes to consultative vital business issues and strategy
plan to some degree in 80’s.

3.The extent of HR exercises was enlarged in 90’s with
HR proficient playing out the part of vital business accomplice, change
operator, regulatory master and that of worker champion. 10

4.Training of HRIS – Human resource information system
should be given to the HR managers or HR professional so
that they can overcome Information Technology challenges.
5. Proper performance evaluation framework and proper career
development plans should be used in the organization to
reduce professional mobility.

 

 

 

References

 

1           V. Jain, “Impact of Technology
on HR Practices?,” International
journal of informative and futuristic1    V. Jain, “Impact of Technology on HR
Practices?,” International journal
of informative and futuristic research, pg, pp. 24-37, 2014.

2           S. Shrivastava and J. B. Shaw,
“Liberating HR through technology,” Human resource management, vol. 42, pp. 201-222, 2003.

3           M. A. James, “The impact of
technology on human resources management at the Breede Valley
Municipality,” Stellenbosch: University of Stellenbosch, 2006.

4           S. K. Bhatia, New Compensation Management in Changing Environment: Managerial
Remuneration and Wage & Salary Administration: a Professional Manual:
Deep and Deep Publications, 2003.

5           R. K. Sharma, “IMPACT OF
INFORMATION TECHNOLOGY ON HUMAN RESOURCE DEVELOPMENT,” EDITORIAL BOARD, p. 1.

6           Y. Long, “The impact of
information technology on the HR function transformation,” University of
Twente, 2009.

7           M. Beer, “The transformation of
the human resource function: Resolving the tension between a traditional
administrative and a new strategic role,” Human Resource Management (1986-1998), vol. 36, p. 49, 1997.

8           A. Mishra and I. Akman,
“Information technology in human resource management: an empirical
assessment,” Public Personnel
Management, vol. 39, pp. 271-290, 2010.

9           P. N. Rastogi, Management of technology and innovation: Competing through
technological excellence: SAGE Publications India, 2009.

10         D. Ulrich, “Human Resource
Champions. The next agenda for adding value and,” 1997.