Technological challenges in HRM in 21st Century

As we all experiencing the positive changes in every aspects of the world with technological develpment HR too expanding with innovation.  New tools with software to manage employee communications, engagement, recognition & workplace wellness is developed. On the other hand people are thrived in corporations to reward and succeed beyond others. The employees who has mindset of “I “ instead of “we” are often thinks with the innovation of new technology “ What is in it for me?” rather than thinking “ what is in it for us?”

With the innovation of the technology in HRM the management should instill better human relationship within the organization which will reward full group of the organization for contributing to the common purpose.  George (2017)

Today we use technology in human resource management since it has profound effects and easy for use for any level of employee. But in future it’ll cover up the intelligence and analytics capability of the people in organization. Josh (2014).

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As Josh Bersin highlights,The main changes in HRM system with the introduction of technology would be

1.      change the paper-based HRM practices to an online system where you can complete it during part of your job

2.      HRM applications will work on mobile devices which enables instant feedback from employees which will save more time & cost in both organization and employees.

3.      Organizations tend to rely on real time big-data which ease the HR operations of the organization

4.      Recruitment process will be radically change since social and refarrel based recruitments will be a norm. Tools like facebook, Glassdoor, LinkdIn will assist for organizations to recruit people based on their social profile behaviours.

5.      Traditional learning management systems which scheduled for classroom learning will move to e-learning which will add value to the learning and development process.

As commented by Michael Armstrong the technology must be used in a supportive role and information technology can support the processes in HRM in every aspects which includes HR appraisal, Recruitment & employee relations.

In view of all we can summarize there are pros and cons in applying technology to human resource management which has dual effects. It has initial high cost in applying to organization & once adopted as mentioned above it’ll add value to organizational effectiveness in HRM systems.

References

Josh Bersin (2014), The Datafication of HR.

George Brooks (2017), Tech moves corporations from “Me” to “We”

Michael Armstrong (2014), Armstrong’s handbook of Human resource management practice,

Global Issues in HRM

As we discussed earlier with the effect of globalization HRM too has many challenges in global context which need to be identified and need immediate solutions for the smooth functioning of HRM process.

The main challenges in HRM includes,

1. Technological challenges
2. Economic Challenges
3. Workforce diversity & demograpic challenges
4. Organizational challenges

Technological challenges in HRM.

From the ancient times people had limited requirements in their lives. By the time they have moved from agricultural economy to manufacturing economy and now it's a common fact that with the industrial revolution people all over the world are focused on industrial occupations with the latest technology.

As a result we see a tendancy of more job opportunities in service industry and telecommunication industry are created. Brisco et al (2012)

Organizations are strategically planning to achieve competitive advantage by using information and communication technology in their HRM practices. Nihat and  Murat (2011)

Another main reason to adopt to technology driven softwares in HRM is due to pressure and global competition faced by the firms. This has resulted to lower the cost and increased the overall effectiveness of  the HRM.

Recent studies on e-HRM suggests that with the growth of technology  HRM too will be strategically transform to a new era which will support HR decessions on real time. Those new models can now be integrated to different areas of an organization such as sales, finance, production . Stefan S (2010)

The time taken for data analysis will be shorten from the advancement of  the technology. software programs will save more of the time of HR department when analyzing the data of employees to take final deccsions. Sherman (2018)

References

Briscoe, D., Schuler R., Tarique I (2012). International Human Resource Management. New York: Routledge.
Nihat e. , Murat e (2011). An investigation of effect of technology readiness on technology acceptance in e-HRM.
Stefan s.,(2010), Electronic Human resource management:Transformation of HRM
Sherman F (2018) How does technology impact HR practices.

Global Issues in HRM- Blog 1

Human Resource Management.

The most valuable asset for an organization is the human capital. It's been gradually developed  to present level in the world with many advancements which benefited for both organization and employees. Human Resource Management (HRM) at the very beginning was long &  relatively humble. The future HRM will be more provoking and challenging. Debra J (2015). Any organization aims for it's success through it's people. To achieve the organizational goals it's very much focused to making the best use of  valuable human resource.

The Definition of Human Resource Management.

In 1987 Guest has defined HRM as set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work.

"A strategic , integrated and coherent approach to the employment, development and well-being of the people working in organizations"
Armstrong (2014)

The main functions of Human resource management includes

1. HR planning
2. Job Analysis & design
3. Employee recruitment and selection
4.Training & Development
5.Performance Evaluation
6.Compensation and benefits

The above functions includes the initial step of employee acquiring & retention in the organization. With the rapid changes in all aspects of the world HRM too changes according to market requirements. When we plan to discuss global issues in HRM we should first know the globalization to some extent.

What is Globalization ?

With the development of the every aspect of the human activities people prefer to get what they want from anywhere at anytime for their betterment of life. As a result we as humans in all over the world  in different cultures and backgrounds have chosen ways and means to share human and non human activities. This incident resulted to become the world more closer. The process which involves is called globalization which has pros and cons. It's not a single process . The globalization involves many activities such as economic integration, exchange of goods and services across the boarders etc.

It is applicable for all people and every situations.

As Dr. Nayef R F reveals in 2006 the globalization is a process that encompasses the causes, course and consequences of transnational and transcultural integration of human and non human activities .

to be continued..

References
Debra J (2015), HR past, present & future - A call for consistent practices and a focus on competencies.

Armstrong M (2014), Armstrong's Handbook of Human Resource Management Practice. London: Koganpage. 

Dr Nayef R (2006), Definitions of globalization: A comprehensive overview and proposed definition