Human Resources Managing Change
Human Resources Managing Change
Sergio DaCosta
University of Bridgeport
Organizations worldwide face inevitable change as the market constantly evolves. Especially for human resources managers focusing on administrative and legal process associated with the employment of individuals. Human resources personnel have a great deal of responsibilities within the organization that focuses on recruitment, management, and providing insight and direction for individuals who work in the organization. In addition, they handle payroll, provide health care benefits, termination of employee contracts, and other administrative tasks. These functions are undergoing major transformations as the integration of information technology replaces traditional methods. HR mangers take a ride as technology hops in to the driver seat.
Advancements in information technology have enabled organization to take advantage of this data immersion. However, today’s environment offers people with an abundance amount of information with a click of a button, HR needs to understand the changes taking place, and provide new ways to accomplish strategic decision-making techniques. Technology continues to play a substantial role in enabling organizations to move forward in its business executions. This was not always the case in the past.
Prior to 1990, many HR organizations were strictly involved with personnel administration. This was a result of the amount of time that was required to manage administrative processes. During this time the main focus was to efficiently process employee paperwork. It was not until the late 90s that personnel management which is human resources today began to transform. “Two things happened in the 1990s that led to personnel management being redefined as ‘human resources.’ First, implementation of ERP technology significantly reduced the time needed to preform administrative HR tasks. Second, the widespread adoption of personal computers made it possible for HR
Sergio DaCosta
University of Bridgeport
Organizations worldwide face inevitable change as the market constantly evolves. Especially for human resources managers focusing on administrative and legal process associated with the employment of individuals. Human resources personnel have a great deal of responsibilities within the organization that focuses on recruitment, management, and providing insight and direction for individuals who work in the organization. In addition, they handle payroll, provide health care benefits, termination of employee contracts, and other administrative tasks. These functions are undergoing major transformations as the integration of information technology replaces traditional methods. HR mangers take a ride as technology hops in to the driver seat.
Advancements in information technology have enabled organization to take advantage of this data immersion. However, today’s environment offers people with an abundance amount of information with a click of a button, HR needs to understand the changes taking place, and provide new ways to accomplish strategic decision-making techniques. Technology continues to play a substantial role in enabling organizations to move forward in its business executions. This was not always the case in the past.
Prior to 1990, many HR organizations were strictly involved with personnel administration. This was a result of the amount of time that was required to manage administrative processes. During this time the main focus was to efficiently process employee paperwork. It was not until the late 90s that personnel management which is human resources today began to transform. “Two things happened in the 1990s that led to personnel management being redefined as ‘human resources.’ First, implementation of ERP technology significantly reduced the time needed to preform administrative HR tasks. Second, the widespread adoption of personal computers made it possible for HR