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,