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The Impact of Information Technology (IT) On Human Resource

The document discusses the impact of information technology (IT) on human resource management (HRM). It provides several key points: 1) Organizations use IT tools in HRM for functions like employee participation, clearly defined jobs, and training. However, only internal career opportunities fully utilize these tools. 2) IT tools help companies achieve goals and optimize work processes while accomplishing HR tasks more efficiently. 3) Effective implementation of HR IT requires determining which tools meet HR needs and defining the advantages they provide, like time savings and improved work efficiency. 4) The interaction between IT and HRM has led to HR management systems that integrate all HR activities and processes with IT.

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60 views4 pages

The Impact of Information Technology (IT) On Human Resource

The document discusses the impact of information technology (IT) on human resource management (HRM). It provides several key points: 1) Organizations use IT tools in HRM for functions like employee participation, clearly defined jobs, and training. However, only internal career opportunities fully utilize these tools. 2) IT tools help companies achieve goals and optimize work processes while accomplishing HR tasks more efficiently. 3) Effective implementation of HR IT requires determining which tools meet HR needs and defining the advantages they provide, like time savings and improved work efficiency. 4) The interaction between IT and HRM has led to HR management systems that integrate all HR activities and processes with IT.

Uploaded by

Getnet Muhabaw
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Dr SEYNI Mamoudou, PhD

Faculty of Law, Economics and Management FADEG University of Tahoua Niger

E- mail: msmaiga@hotmail.com Box 257 Tahoua, Niger

Dr G.P Joshi

Institute Of Applied Manpower Research Narela Institutional Area, Delhi-110040

The Impact of Information Technology (IT) on Human Resource


Management (HRM):

The “Effects of HRM practices on IT usage” (Lee, 2009) shows that organizations use
technologies for HR field such as employee participation, clearly defined jobs and extensive
formal training. On the other hand, according to survey, companies which are using external IT
capability, only internal career opportunities used IT tools.

In nowadays top leaders fully realize the power of information technology (IT) tools for reaching
business targets. The utilization of IT tools help not only to fulfill defined company’s goals but
to optimize the work processes as well. Trends and results of the contemporary studies
constantly confirm contribution of the IT tools in Human Resources (HR) area i.e. to accomplish
assigned HR tasks by using the source of IT capabilities. http://www.ripublication.com

The crucial factors for effective implementation and accomplishment of HR IT usage.


Consequently, it must be defined which IT tools fulfill described HR demands. Secondly, HR
managers state that main advantages of using HR IT tools are time saving, work efficiency,
keeping employees fully informed.

This in turn has help HRM professionals to play a strategic role in attaining improved
competitive advantage. This interaction and intersection between IT and HRM leads to the
emergence of HRMS a term used to describe the systems and processes at the intersection
between human resource management (HRM) and information technology (IT). It merges all
HRM activities and processes with the information technology field while the programming of
data processing systems evolved into standardized routines and packages of enterprise resource
planning software. adewoyemgs@yahoo.com
HRM is internal application of e-business techniques to add value to the management through
more effective and efficient information flow and is a way of doing HRM. As information
technology improves, organizations especially banks, could manage an increasing number of
HRM processes in an effective manner, there by contributing to the availability of information
and knowledge. Information technology (IT) has become an indispensable part of contemporary
world while human resource management globally has equally being affected in a number of
ways through its adoption and application. Despite the considerable growth in the use of
information technology in human resource management (HRM), the level of impact is still
under-researched.

The IT industry spans broadcast, electronics and print media, computers, human resources
management, telecommunications and e-commerce activities. information technology in HRM
has grown considerably in recent years and there are now extensive applications across a wide
range of HRM activities.

Information technology has enhanced the ability of human resource managers to produce
reliable data via a human resource management system; this in turn allows human resource
professionals to make data-driven decisions and to provide other managers with consultancy
based upon this data. Finally, with regard to the human resource management role, it is apparent
that human resource managers may be able to adopt a more advisory or strategic role due to the
increased availability of reliable human resource management data. Human Resource
Management System is any system that helps an organization to acquire, store, manipulate,
analyze, retrieve and distribute information about an organization’s human resource

The HR role in IT Human Resources Development

Career planning tool is a generic, learning, knowledge-based system that helps top leaders to
manage the personal development and path career of employees. One of the most important
online supports within Human Resources is tracking the Human Resources Development Core
Processes. The implementation of current liberalization measures - and those that may be agreed
in the future - creates both opportunities and challenges for the business community.

E- mail: msmaiga@hotmail.com
Information systems in HR can (Armstrong, 2002):

 provide better services to line managers.


 serve as a pipeline connecting a personal policy and personal processes in all
organization and thus facilitate personal management in the company,
 provide important data for a strategic personal decision-making and enable a quick
acquiring and analysis of information for HR assistants,
 reduce cost labors at performance of personal activities.

The Human Resource Role in Information Technology Idea management tool

 To keep high performance culture, company should maintain a continuous improvement


of core processes and activities. The tool which supports Idea Management processes
should provide how many improvement proposals are submitted by the employees. It can
also provide the information of saved revenues and costs by implementation of
improvement proposals. The main purpose of online support in Idea management is to
build a tool which gives the opportunity to all employees to present their applicable and
well-founded ideas on the one hand and on the other hand company becomes more
competitive. The above mentioned IT support carries the advantages as follows:
 Save money,
 Avoid costs or
 Improve process performance.

The information technology to human resource management activities is usually driven by


potential improvements such as in the speed and efficiency of processes, cost savings, enhanced
customer satisfaction, increased accuracy of data, improved transparency and consistency of
processes, increased availability of information and the facilitation of a change in the role of
human resource managers. www.iiste.org

The survey confirms that companies use HR IT tools and should contain all HR processes which
will sustain all parts of HR it means from ”Recruit to Retire” functions within the company. The
research presents that the importance of HT – IT usage is getting more and more important not
only due to the fact that HR productivity increases but at the same time, the value of the
organization increases, including the most important asset – Human capital. First of all
implementation HR IT tools requires to perform analysis which provides information about
benefit of IT usage. Also during the implementation, attention must be paid to the protection of
sensitive data about employees. If the tools are implemented on higher level, it can bring cost
saving for the company, reduce process time, quality of work and finally the major benefit is the
contribution to the strategic development of the company. It is essential that the tools are user
friendly for all employees, provides data and reports necessary for the employees´ jobs. Next
point which has to be taken into consideration is that implementation of HR – IT tools can
increase the costs e.g. purchase of the facilities, i.e. companies have to be aware of it during
preparation of budget. Nevertheless, HR IT tools must help all employees because incorrect
implementation may bring negative consequences e.g. the employees may understand the usage
of tools as an inevitable evil which does bring any effect neither them nor the company.

obasankehinde@yahoo.com

www.iiste.org

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