The Impact of Information Technology on Hr Management: Opportunities and Challenges
The Impact of Information Technology on HR Management: Opportunities and Challenges
Introduction
Information technology is advancing at an alarming rate across different fields and practices. One major area of concern is how information technology is developing in the HR management practice. Based on the works of Ball (2005), technology in the human resource management, IT has been very important in all the practices. In fact, it is realized that the development of technology has advanced a great revolution and change in the HR management field. Basically, there are opportunities and challenges that come along with the advancing technologies in the HR management practice. These are the main points of concern in this essay, which will be outlined and discussed as based on what previous scholars have presented. The essay looks into how IT has had an impact on HR management practices including recruitment and job placement, communication, job flexibility, problem-solving, and multitasking among other major practices.
Impact of IT on Recruitment
As Broderick and Boudreau (2001) observed, Information Technology is a platform for the management of recruitment practices in major organizations. Martin et al. (2005) further noted that the recruitment practice is important because it includes the outsourcing of the right manpower in the labor force. In such a context, organizations have found the solution to effective recruitment practice in introducing advanced information technology. David (2006) highlighted in his works that in most organizations, there is need to recruit manpower beyond the borders. In this case, exploiting the global market to get the right labor force is critical. Therefore, IT has been adequate in introducing and using a system that can easily facilitate the activity. A case example is where organizations have been required to advertise various positions and reach out to different professionals with
Introduction
Information technology is advancing at an alarming rate across different fields and practices. One major area of concern is how information technology is developing in the HR management practice. Based on the works of Ball (2005), technology in the human resource management, IT has been very important in all the practices. In fact, it is realized that the development of technology has advanced a great revolution and change in the HR management field. Basically, there are opportunities and challenges that come along with the advancing technologies in the HR management practice. These are the main points of concern in this essay, which will be outlined and discussed as based on what previous scholars have presented. The essay looks into how IT has had an impact on HR management practices including recruitment and job placement, communication, job flexibility, problem-solving, and multitasking among other major practices.
Impact of IT on Recruitment
As Broderick and Boudreau (2001) observed, Information Technology is a platform for the management of recruitment practices in major organizations. Martin et al. (2005) further noted that the recruitment practice is important because it includes the outsourcing of the right manpower in the labor force. In such a context, organizations have found the solution to effective recruitment practice in introducing advanced information technology. David (2006) highlighted in his works that in most organizations, there is need to recruit manpower beyond the borders. In this case, exploiting the global market to get the right labor force is critical. Therefore, IT has been adequate in introducing and using a system that can easily facilitate the activity. A case example is where organizations have been required to advertise various positions and reach out to different professionals with
References: Ball, S. (2005). The use of human resource management systems: a survey. Personnel Review, 30(6), pp. 677-693 Broderick, R. and Boudreau, J.W (2001). Human resource management, information technology and the competitive advantage. Academy of Management Executive, 6(2), pp. 7-17. David, N. (2006), Human resource management, information technology and the competitive advantage. Academy of Management Executive, 6(2), pp. 7-17.. Martin, G., Reddington, M. and Alexander, H. (2005). Technology, Outsourcing and HR Transformation. Butterworth Heinemann, Oxford, pp. 161-92. Ruel, H.J.M. and Bondarouk, T.V. (2008). “Exploring the relationship between e-HRM and HRM effectiveness: lessons learned from three companies”, in Martin, G., Reddington, M. and Alexander, H. (Eds.), Technology, Outsourcing and HR Transformation, Butterworth Heinemann, Oxford, pp. 161-92.