The Impact of Information Technology on HR Management

Table of Contents

Abstract3

Introduction4

Implication of Information Technology in HRM5

Benefits of Information Technology Implication in HRM7

Information Technology and Knowledge Management System in HRM8

Information Systems in an Organization11

Implementation of MIS12

Contemporary Roles and Responsibilities of Human Resource Management15

Role of Information Technology in Improving HRM Processes17

Recruitment Process18

Employee Retention19

Employee Training20

Performance Measurement Process20

Performance Assessment21

Employee Compensation22

Summary of the Paper22

Evaluation of the Paper23

References25

Abstract

The purpose of this paper is to emphasize the impact of information technology on human resource management. There are drastic changes that have been brought by information technology in the traditional approaches followed by human resource management personnel in different corporations. Organization's adaptation to information technology not only refined the process of human resource management but also authorized HR personnel to extract optimal performance from employees. Information technology adaptation in corporate environment introduced the concept of knowledge management system. This system not only equips an organization with valuable information that can be used in strategy formulation process and decision making but knowledge management system can assist effective recruitment, staffing, training recognition and reward processes initiated by HR personnel. The paper will cover diverse aspects through which the impact of information technology on human resource management can be highlighted and discusses them using holistic approach.

Introduction

Human resource management is a dynamic field, evolving quickly from its early focus on understanding the patterns of impact of HRM practices and systems on performance to embracing the mediating mechanisms. The definition of HRM reinforces the notion that HRM practices create valuable resources within the firm that are capable of producing competitive advantage through people. Indeed, more than two decades of research has accumulated a vast body of knowledge which suggests that HRM practices that impact the motivation, knowledge, skills, and behaviors of employees lead to better employee, organizational, and financial outcomes.

The approach adapted by most of the corporate personnel engaged in human resource management was people-oriented. The approach adapted by the HR personnel revealed significant outcomes and substantial results; however, every process needs improvement with the passage of time. In the era of globalization, change is the only process that remains constant. The multinational and domestic corporations strive to attain operational excellence through change and modification in their processes. Similarly, the approach adapted by traditional human resource personnel has changed with the passage of time.

HR planning, which is an important component of HR management, HR management integrates the overall plan of the organization. Most organizations of medium and large have a plan that guides so that they can fully realize their mission. The enhancement in competition encountered by the organizations and competitive demand in the marketplace has influenced the traditional process of human resource management. The rise of information technology assists this changed approach adapted by the HR personnel; moreover, the implication of diverse strategic human resource philosophies and practices has been encountered in the corporate environment. The involvement of information technology is not directly associated with the human resource management process. However, there are several processes facilitated by information technology that assist strategic human resource ...