How Technology Could Improve HR Functions
Today, the Human Resource department is frequently represented by a portal rather than a person. Almost all companies now offer universal access to Human Resource services via technology and web-based applications, radically altering the practice of Human Resource management. These modifications frequently result from the desire to reduce expenses and expand or enhance services, leading to efficiency in the department. Therefore, this essay will analyze how technology could improve HR functions with minimal financial resources.
Types of Technology Used in HR
All Human Resource departments in organizations are focusing their efforts on achieving the objective of enhancing their performance and filling skill and experience gaps to achieve the organization’s objectives (Fenech et. Al., 2019). To reach this objective, organizations must adopt technology that is E-HRM systems to improve their performance. The Human Resources department, which is tasked with supplying a skilled and experienced workforce, is one area where technology is used to address some of the day-to-day challenges.
Some of the E-HRM systems that have been adopted include; Workforce Management, Applicant Tracking System, Performance Analytics, and Succession Planning among others (Mutiarin, Moner, & Nurmandi, 2019). These systems can be programmed to track a variety of processes, including travel itineraries, payroll hours, and company-wide expenses. In addition to these functions, E-HRM systems are important in Training and Development, Career Management, Rewards and Benefits, Health and Safety, and Employee Relations and Legal Issues.
Pros E-HRM Systems
Technology in the HR department aims to accomplish multiple objectives. First, it has been demonstrated that companies that have embraced technology in their HR services have significantly reduced their department’s operational costs. E-HRM refers to the methods of implementing HR strategies, policies, and practices through the extensive use of web-based applications (Mazurchenko, & Maršíková, 2019). E-HRM systems offer numerous advantages to organizations. For instance, they improve HR efficiency, save time, lower costs, reduce administrative burdens, enable HR planning, and enable Human resource professionals to become tactical or business partners within organizations.
Cons of E-HRM Systems
However, despite the advantages, e-HRM systems may have unintended consequences. These new systems, for instance, prioritize efficiency and cost control over the development of effective Human Resource functions (e.g., selection systems). There are also concerns that e-HRM systems may have a negative impact on members of certain protected groups and that they may violate personal privacy.
Best practices for Integrating e-HRM System
Organizations and companies are putting in place best practices for adopting this kind of technology. For instance, adopting applications such as employee self-service, which allows employees to access their salaries and pension information online. As a result, employees are now able to modify this information or contribute by providing information via the same route.
Self-service Human resource systems are the focal point of all employee and manager HR systems. This change has removed the need for unnecessary steps during the hiring and recruiting processes (Margatama, 2017). This field has progressed to the point where web-based models allow applicants to access information. This only requires a web browser from the applicant.
Apart from Self-service Human resource systems, companies are incorporating other practices such as e-payroll, employee self-profile systems, e-benefits, electronic time and attendance recording, electronic performance management, electronic recruitment and selection, electronic succession planning and career management, and electronic talent management. Electronic recruitment methods have many advantages over traditional recruitment methods, including reduced costs, reduced time to fill positions, and increased efficiency. While sequential steps are taken in the traditional recruitment process, e-recruitment processes can happen all at once (Tambe, Cappelli, & Yakubovich, 2019). Electronic recruitment processes have become more unified due to the candidate pools’ interconnectedness with companies’ web-based software. Corporations across industries have recognized the value of integrated recruitment systems and implemented them at a high rate.
Within the realm of e-HRM, payroll and staff transactions from the tasks that form the basis of Human resource Management have been moved to the electronic environment. As a first step in this direction, we issue unique identification numbers to each member of staff and use these numbers in all Human resource -related tracking and reporting (Margatama, 2017). The personnel records contain sensitive information about the individuals involved, such as their names, addresses, phone numbers, email addresses, dates of birth, gender, educational background, languages spoken, family status, children’s names and ages, marital status, birth certificates, driver’s license information, and other credentials from official institutions. Similarly, requests from employees for time off, extra pay, and special permission are processed through databases on the internet. Traditional permission management applications, on the other hand, kept all registries, such as employees’ written leave of absence requests and other details, in the personnel file.
Conclusion
Technology modifies how human resources departments communicate with employees, store files, and assess employee performance. Utilized effectively, technology makes human resource practices more efficient. Effective Human Resource procedures maximize benefits and minimize problems. Technology-based self-service is the preferred method for advancing and enhancing client services and managing employees for businesses that wish to remain competitive in the marketplace. Self-service has been identified as a major tool for assisting Human Resource practice leaders in achieving their goals of attracting, retaining, motivating, and developing new data in integrating talent through staffing the company with the right caliber of employees.
Furthermore, the use of internet services in the Human resources department was specifically designed to reduce costs by eliminating the majority of administrative Human Resource positions and allowing professionals in this field to shift their focus to assisting the organization in strategic decision-making, thereby increasing overall organizational efficiency and reducing costs even further.
References
Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of management information & decision sciences, 22(2), 4-6.
Margatama, L. (2017). Employee self-service-based human resources information system development and implementation. Case Study: Journal informatika, 11(1), 52-60. Web.
Mazurchenko, A., & Maršíková, K. (2019). Digitally-powered human resource management: Skills and roles in the digital era. Acta informatica pragensia, 8(2), 72-87.
Mutiarin, D., Moner, Y., & Nurmandi, A. (2019). The adoption of information and communication technologies in human resource management in the era of public governance. Public policy and Administration, 18(2), 346-362.
Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial intelligence in human resources management: Challenges and a path forward. California management review, 61(4), 15-42.