Human Resource Trend - Essay Example

?Human Resource Trend: Technology has undeniably influenced every phase of life in a profound manner and it has formed a major trend in context of human resources (HR) also. It has totally changed the way in which HR offices used to manage employee information and communicate with them. Every employee now regularly uses internet and blogs to reach out to others, express themselves, mouth their opinions, extract information, and work in collaboration with others. Such is the impact of technology that people are now armed with tools to work virtually and directly communicate with other teams working in far off places in the world through skype. Technology has phenomenally changed the way the businesses operate around the globe and bringing them closer in the process. Globalization is one of the major products of rapid onset of technology due to which the world is changed into a global village. Now one organization can share important information and details with its other teams scattered around the world in a few seconds. Now automating many HR processes through the use of technology is also becoming a frequent practice which is basically to leave abundant time for HR professionals to “concentrate on defining processes, creating measurements, and affecting the bottom line” (Little, cited in Guadagno, 2012). Now, identifying trends in technology can form a task of critical importance for the HR department in any organization. Some of such technologies are continuing to prove how beneficial they can be for an organization in terms of reducing costs, saving money, and making optimum hiring choices through accurately measuring the hours worked and ensuring multiple online mediums for collaboration with other teams located far away. Technology has enabled many organizations to gain huge advantages which is why it is considered to be such a huge HR trend. According to Martin (cited in Gray, 2012) who works as a consultant in a New York-based consultancy firm, technology has proved to a potential enabler of significant efficiency gains like monitoring employee information, curbing costs, and enhanced collaboration. Consultants like Martin say that their customers are intent on buying new HR information systems which have proper and useful controls incorporated in them. Organizations everywhere are intent on maximizing the benefits obtained from technology in such a way that constructive HR processes and workforce could be generated consequently which could together help them in obtaining diverse business goals and improve market reputation. Businesses are largely focused on technological perspective of HR processes as the employers want different business objectives to be obtained in time without encountering any hassle irrespective of whether a business is growing internationally or recovering from an economic breakdown. It is claimed regarding how technology relates to HR processes that “it helps firms improve their HR tech strategies and those without an existing framework construct strategies from scratch” (Martin, cited in Gray, 2012). To maximize benefits from technology, organizations everywhere should focus on portal integration when working on any problematic project to ensure a safe working environment and ease for the employees. Also they should focus on using technology in such a way that attendance, leaves, absence, promotions, payments, and meetings all are recorded. HR should make sure how all of the services are shared and convey information regarding how they should be governed by the employees. Committees should be formed charged with the responsibility of monitoring technology and determining in what way they should be used. Without efficient HR information systems, organizations have to design HR tech strategies from scratch which results in a wastage of a lot of valuable time. Transforming HR through technology can influence businesses profoundly and others also who work across the world. HR professionals can assist and monitor processes of the organizations growing internationally. Technological developments are affecting HR managers significantly. Now almost all good organizations ensure universal access to HR services through technology and other internet based applications which is how HR management practice has changed enormously. The economic crisis has affected the whole world during the last few years and the need to transform HR practice through technology originated from the ever increasing need to curb costs and expand good quality services as already mentioned. It is important to adopt new and advanced HR technologies on a large scale as research proves that “organizations that successfully adopt sophisticated HR technology tools outperform those that do not” (CedarCrestone, cited in Johnson and Gueutal, 2004). That is why every organization presently hastens to ensure availability of advanced HR technologies so that business could grow internationally while costs could also be reduced simultaneously. As already mentioned, businesses are increasingly choosing to automate their HR administration so that HR people could be left with more time to invest in other more important areas. But the simple step of automation of HR processes can now no longer be counted as a significant and competitive advantage as many other organizations have already accomplished this feat. HR is now coming across as a more technology-influenced and a tech-based profession. “The term e-HR describes the transformation of HR service delivery using web-based technology” (Johnson and Gueutal, 2004). In order to significantly allow technology to transform the HR processes and influence the businesses in a positive manner, administrative costs should be determined, HR processes should be streamlined and a greater stress should be laid on reducing HR administration and costs. Efforts to attract and recruit global talent should be processed more fiercely and competitively. Any obstacles in the way of transformation of HR into a more technology-based profession should be removed as otherwise, it cannot affect a business effectively and play a more critically important role in improving its ties with the international community. Most importantly so as to affect the business positively, real-time metrics should be provided “to allow decision-makers to spot trends and manage the workforce more effectively” (Johnson and Gueutal, 2004). Some of the positive aspects of using HR technology include online web-based recruiting which has ensured great ease for the employers. This technology has helped organizations in attracting a greater talent pool of global nature which has helped immensely in reducing costs while improving recruiting efficiency. E-recruiting has also built up the quality and quantity of applicants. Attracting global talent is considered very important by organizations presently. Now not just across the country but around the world can the applicants reach out to different organizations. In addition to standardizing recruiting practices, convenience is increased for those who apply for jobs by using E-Recruiting tools. However, there are some potential disadvantages of E-recruiting also. Research has it that this advancement in HR technology has resulted in an increase in application quantity but not in application quality (Johnson and Gueutal, 2004). Also, this has results in loss of personal relationship with the applicants as more computerized relationships have taken their place. The process of recruiting understandably becomes more impersonal when not carried out through the conventional route. When recruiting is conducted via the web, technology can also become an obstacle in the way of building relationships important for long-term employer-employee journey. In context of possible plans that could allow the businesses to prepare for the damages brought on by HR transformation, it would be worth mentioning that total dependence on the internet by the HR managers to take the applicants in confidence and making them feel optimistic about the firm they are applying for could be destructive. Instead, it is important to establish personal communicative medium with the applicants like personal calls, recruiting events, and other ways to develop relationships with the talented applicants. References: Gray, K. (2012, May 17). Identifying Trends in Technology Is Critical Skill for HR. Retrieved from http://www.shrm.org/hrdisciplines/technology/articles/pages/technologytrends.aspx  Guadagno, A. (2012, October 17). The 8 Major Trends in HR Today. Retrieved from http://www.humanresourcesiq.com/business-strategies/columns/the-8-major-trends-in-hr-today/ Johnson, R.D., & Gueutal, H.G. (2004). TRANSFORMING HR THROUGH TECHNOLOGY. Retrieved from http://www.shrm.org/about/foundation/products/documents/hr%20tech%20epg-%20final.pdf Read More