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Introduction

Human resource management (HRM) basically deals with the running of an organization’s human resources or rather the workforce. It is accountable for rewarding, assessment, training, selection and even attraction of employees, and also overseeing the organizational culture and leadership. There are several environmental factors which affect HRM and include: changing demand of employers, labor markets, technological developments, legal and political climate, employees’ organizations, company strategies, and the prevailing economic climate. In this analysis, strong emphasis will be on the impact of technological innovations on HRM with respect to human resource planning.

Heather Huhman

Heather wrote an article on 9 ways in which the HR and recruiting technology would develop in the next 4 years. Many people have consented on the fact that technology has greatly facilitated the dispensation of administrative tasks by the HRM department. Even though technology proves to be harder to foresee, but with the remarkable developments, which have been witnessed in the past decade, one can be sure that in the next four years the services and products available for employers, HR professionals, and recruiters will be quite different than during the present (Huhman, 2012).

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The Generation Y which is sometimes referred to as the millennial generation will highly dictate the massive advancement in the field of HR technology. Those millennials who will enter the employment market in the subsequent 3 years will have expectations on an extreme better applicant experience than it is currently. Moreover, the HR technology will have to embrace online video hiring, digital technology, as well as social media, as numerous applicants nowadays consume most of their time in online social tools. There will be massive employment of crowd sourcing and the use of video technology in the recruitment process, as both approaches save an organization a lot of money since hiring costs are lowered.

Subsequently, there will be spectacular shift to social performance since platforms on performance management, which are user-friendly, will be achieved through the employment of social performance across the employees. The adoption of HR technology will make the work of HR practitioners to be more efficient, so many organizations will have the capability of making strategic decisions concerning their operation. The employees’ social capabilities will be integrated into their applications and this will ease the time taken to request recommendations from former employers. The focus on candidates will prevail, even though technology will enhance cost-effective and quick recruiting (Huhman, 2012).

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Over the coming years, technology ought to be made advanced in determining the candidates who are best fit for the vacancy, and this will be critical so as to ensure that the workforce recruited is the best for the job. Technology will considerably evolve to accommodate employer branding and value proposition which will then bring major difference in the recruiting process.

Technology is ever present whether in a growing or developed market and it facilitates the acquisition of instant access of information as well as people socially. Most organizations have turned into IT based human resource management and this has increased their productivity by maximizing the worth of the workforce. Therefore, there has been massive impact on the HR practices due to the introduction of technology, and this has greatly improved the operations and efficiency of the HRM department.

A major functionality of HRM, which has received tremendous impact, is the process of recruiting. Way back before the invention of Internet, recruiters only relied on normal print publications like newspapers, so as to post job vacancies, but with introduction of technology, HR recruiters are able to reach millions of people at once via the use of Internet. With e-recruitment, companies post vacant opportunities on social networking platforms or even on their respective websites, and potential applicants are able to access them 24/7. In essence, technology has highly improved the efficiency and effectiveness of the recruiting process. Even though e-recruitment has brought great success, possible pitfalls come along, since a huge volume of applicants post their CVs at once, thus posing a threat in lengthening the short listing phase.

The process of training the new employees becomes much effective with the integration of information technology to the human resource management. The capability of new workers to access the company’s training programs and information from far-off areas eradicates the call for trainers to directly train the newcomers. Though some contacts are of importance during the course of training, carrying out teaching in virtual halls or rather classes ensures that the recruiters are able to train quite a big number of new employees within a short time, and technology also facilitates the assessment of their progress by the use of automated testing programs.

Performance management has improved in many companies due to technological improvement since HR professionals are able to review the workforce’ performance, as well as acquire feedback necessary to advance the overall performance of the company through the use of computer technology. There have been numerous software programs which enable the examination of employee performance by the use of metrics, so as to ensure that they meet the required performance standards.

The department of human resources handles a lot of paperwork and most of this information has to be stored for future reference. This concept proved to be tedious, time wasting, and also consuming a lot of office space, but the introduction of the electronic imaging technology has enabled companies to retrieve and store data records in an electronic design. In addition, technology has facilitated the printing of forms, pamphlets, and any other important information required by the employees.

Technology has also brought a negative impact on the HRM issue, since with time some technologies become obsolete and this may pose a great hitch to the company as the information therein will be inaccessible. Also, human resource management essentially dwells around managing people, and since this needs face-to-face communication and human interactions, there has to be a balance between the human feature as well as the IT. Moreover, when companies tend to depend massively on IT as a replacement for real human interactions, there consequently emerges the failure of potential talent within the organization, which is a big blow to its entire performance track (Langbert, 2011).

Human resource planning (HRP) is an important element in the HRM and its objectives are to identify and then evaluate the HR requirements so as to meet the organization’s goals. The process also entails the evaluation of accessibility of all the eligible resources needed in the company. Therefore, human resources planning helps an organization develop its strategies and also envisage its needs, so that the company keeps its competitive edge. These HRP strategies include having adequate staff in the organization, having the correct assortment of skills and talent, the staff who are in their proper positions, and more so executing their tasks when considered necessary. Therefore, HRP has a major say on the recruiting process since it is responsible for determining the quantity of workforce to be taken up or rather to be posted in a new position.

The human resources planning may propose the channels to be used in acquisition of new staff. For instance, it may lay down strategies that applicants will only be legible for interviewing if only they present their resumes directly to the company’s offices. This would definitely cut on the use of technology as a medium of presenting CVs, thus undermining the basic principle of the company on the utilization of IT (Reilly 1996). Consequently, this could make the company hire individuals who are less skilled or rather talented since the method for their recruitment has been narrowed down. As a result, the evolution of technology in a company can be adversely affected by the strategies laid down by the human resources planning arm of the HRM department, or it can also be enhanced through the strategies proposed by the HRP.

Best practice of business is followed between the article on the evolution of technology and the book excerpt on the impact of technology since fundamentally IT has brought up tremendous positive changes on the human resource management process. The article dwells on future evolution of technology and its application on recruitment process and this shows how many companies are determined to incorporate IT in their operations so as to boost their overall performance in production. Technology will definitely compel human resources to develop into an exceedingly strategic organization which will be highly honored for proper and effective handling of the workforce.

Introduction of technology and its evolution affects the process of HR planning in that the strategies laid down ought to go hand in hand with the technological era commonly termed as the Generation Y. Recruitment is a basic process in any organization as it ensures that the organization has the right quantity of workforce which would ensure that it achieves its customers demands as well as the business needs. Therefore, the evolution of technology towards the recruiting process would affect the HR planning in that it has to have in mind the number and type of new employees required so as to ensure that the organization remains successful (Reilly, 1996). The type of employees needed once technology is brought into picture changes to cover technological expertise and also the number of new employees is severely affected as the HR planning strategies have to decide whether the job position can be done manually or by employing technology.

Moreover, evolution of technology has effects on the HR planning process. The procedure has to put into consideration for future changes where, for instance, it has to strategize on whether to include virtual workforce in the organization or even on the demand for specific kinds of employees due to the impact of technology. It causes higher need in certain areas, whereas in others it declines. All these changes which emanate from IT ought to be put into consideration during the process of HR planning. 

Conclusion

Technology has brought in a lot of efficiency in the process of human resource management, but it ought to be integrated carefully since the workforce is the most important asset in any organization, and if neglected or not managed properly severe consequences can befall the organization.  Workforce cannot be replaced by technology and personal interaction within the organization. It is vital as it ensures that social performance and maximum supervision is attained.

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