Management of human resources is essential in ensuring the proper operation of businesses and other organizations. The organization’s human resources department wields considerable sway over the composition of its workforce and how its employees do their jobs. Ensuring that a company or organization keeps and keeps hold of a competitive advantage over other companies is a significant part of the role that human resources play in an organization. This essay will focus on technology, its significance and limitations on medical human resource functions.
Before the advent of the internet and email, communicating with prospective employees required a phone call, face-to-face interaction, or written correspondence. In the 21st century, it is common for businesses to publicize job openings on the internet and ask prospective employees to submit their applications through an online applicant tracking system. This frees up a significant amount of time HR would have otherwise spent dealing with paper resumes or making personal phone calls (Ahmed et al., 2020). However, HR policies do not always consider how well the system works for the candidates. Since online forms are presented in a manner that is consistent across all platforms, it is frequently difficult to differentiate between high achievers and poor performers. A poorly designed system with instructions that are difficult to understand and a lengthy response time can discourage potential employees from applying for a position with a company.
The HR department can maintain better communication with the rest of the firm because of the proliferation of messaging apps, texting, and email. If a manager has a new schedule, they would like to share with the project team, they can do so by sending one email with an attachment or having a chat on Slack that includes all of the team members. However, there is a danger in relying excessively on technology to save time. For instance, it is possible that the information included in a two-page email could be better communicated to the group in person. Everyone can participate, ask questions, and hear the responses.
In the past, determining how to evaluate employee performance relied on human judgments and self-evident criteria: Did the worker finish the task before the allotted time? Is the supervisor they work for confident in them? Which activities do they excel at the most? Do they achieve all of the targets in the performance review from the previous year? If they fell short, what percentage points did they fall short by 12%, 50%, or 75%? Technology makes it simpler to collect data on employees and divide that data into parts to gain a complete picture (Hussien et al., 2019). Software programs can even take over a significant portion of the effort involved in evaluating personnel.
As HR increasingly uses data collection and analysis, employees will probably have a diminished sense of privacy. Suppose a company, for instance, has security cameras that watch employees every second. In that case, it may be easy to detect whether an employee was drinking on the job or if they were the subject of a harassment claim (Berridge et al., 2019). However, employees who are subject to constant monitoring may feel alienated. To have efficient human resource management procedures, one must be aware of the amount of information the healthcare management can gather and the amount of data the facility should collect. Additionally, the HR department may get more data than it can successfully manage. Beyond a certain threshold, it becomes impossible to sift through all of the data to identify the relevant information. There is also a chance that human resources will misinterpret the data or make assumptions, both of which could be clarified by direct communication.
In the past, ensuring the safety of employee records meant locking a file cabinet. In the 21st century, the most powerful human resource management techniques must include digital data protection. Some forms of protection rely more on information technology, such as a solid firewall (Laurenza et al., 2018). However, HR needs to have sound policies to manage who can access confidential data in hard copy and electronic form. These policies need to govern who can access the data.
In conclusion, introducing new technologies has resulted in significant structural shifts in commercial organizations. The healthcare industry has also successfully integrated technology into its healthcare systems, proving that it is not being left behind. In the past, functions related to human resources were performed manually, which was laborious and time-consuming. Introducing new technologies has completely altered the structure of the healthcare system. Since the deployment of electronic medical records, hospitals can now perform their responsibilities more efficiently. When used in healthcare facilities, messaging applications make it simple to communicate with multiple staff members simultaneously. It facilitates better patient care. The installation of surveillance cameras makes it simple to increase the facility’s level of safety, and the resulting records can be saved for use later. However, given that technological applications operate autonomously, there is a possibility that they will be unable to provide efficient services due to technical and mechanical flaws.
References
Ahmed, Z., Mohamed, K., Zeeshan, S., & Dong, X. Q. (2020). Artificial Intelligence with multi-functional machine learning platform development for better healthcare and Precision Medicine. Database, 2020. Web.
Berridge, C., Halpern, J., & Levy, K. (2019). Cameras on beds: The ethics of surveillance in Nursing Home Rooms. AJOB Empirical Bioethics, 10(1), 55–62. Web.
Hussien, H. M., Yasin, S. M., Udzir, S. N., Zaidan, A. A., & Zaidan, B. B. (2019). A systematic review for enabling of develop a blockchain technology in healthcare application: Taxonomy, substantially analysis, motivations, challenges, recommendations and future direction. Journal of Medical Systems, 43(10). Web.
Laurenza, E., Quintano, M., Schiavone, F., & Vrontis, D. (2018). The effect of digital technologies adoption in healthcare industry: A case based analysis. Business Process Management Journal, 24(5), 1124–1144. Web.