The Impact of IT on HRM-Samples for Students-Myassignmenthelp.com

Question: Disucss about the Impact of Information Technology in Human Resource Management in Small Business Enterprises. Answer: Introduction The report sheds light on the issue of information systems in human resource and the importance of managing the human resource function electronically. Recruitment and best management of staff in an entity will be reviewed in both the benefits they offer and their limitations. The field of human resource management (HRM) is of extreme importance to the success of any business setting whether large or small or offering goods or services. Today, human resource forms an assortment of specialized functionalities each with specific objectives, roles, and requirements. The human resource is faced with an increasing gravity in supporting tactical organizational aspirations, and offering of value added activities. According to (Granados, 2017), the little pressure has made organizations to realize a lesser importance to use information technology to enhance the function of human resource. The today world of HRM has received a tremendous evolution in areas of staff (both current and potential ) portals, company intranets and internet information systems. The future seems to be made up of an entirely IT enabled HR function because the benefits outrun shortcomings. The report will present powerful way of handling the drawbacks to stress on how the business system needs to be embraced by small firms that are still considering what to do(Noe, 2007). The forces pushing developments in this technology are the necessity of managing a global workforce, the need to improve service delivery, management of organizations costs and an escalating competition. Project context Planning Planning in the human resource function refers to the inclusive approach of performing the preliminary aspects of staffing. The step is meant to maintain an adequate supply, suitably developed and motivated team to perform the roles that will lead to the attainment of the goals of an organization. The personal desires and ambitions of the staff members are also put into consideration. Job analysis It is a systematic examination of functions in a job. The accountabilities, responsibilities, and duties of a job position and the conditions of its performance are described and documented during job analysis. All the information about tasks and responsibilities of a particular job have to be collected and studied. It can be summed up as a collection of facts about jobs. Job description It is a product of analyzing a job. The duties, relationships, conditions, job responsibilities and the supervision responsibilities are identified and listed. Job Specification The human requirements are the specification of a job. It includes skills, education, and personal temperaments. Recruitment It refers to a process in which potential candidates are identified and attracted into an organization. It also involves selection of an appropriate candidate. Recruitment is of two types namely traditional and modern recruitment. The modern methods are trending in the current human resource world. The job postings are done online in systems of mailing and websites. Electronic HRM is being used to support and network individuals with shared roles(Majumder, 2014). E-Recruitment It is described as using the internet, that is, commercial boards and websites to attract the potential employees(Tsoni, 2017). The job descriptions, analysis, and vacancies here are together managed on the internet. More developed systems will even interview in search for candidates. The virtual recruitment is done by the web-built applicant tracking system. The biggest advantage of the arrangement in its integrated nature to manage all postings, attraction, applications, database storage, screening, searching and filtering. The job board will then shortlist and inform candidates of interviews(Purcell, 2011). The human resource information system is developed to manage acquisition and storage of data that will enable analysis and decision making. The application can work both online and as software. It facilitates entry of data, tracking, information essentials, payroll, accounting and management(Mantel, 2016). It has considerably helped in overcoming the human limitations of time and functionality. Research proposal Background and definition of the problem Information technology support services have helped organizations to cut down on the high cost of the human resource. The services are of the highest order of efficiency. IT and internet services have had the widest range of adoption ever in the current decade than in the previous five decades combined. Systems provide integrated services to eliminate the human single-tasked performance of acquisition, storage, manipulation, analyzing, retrieval and distribution of information(Wood, 2014). Research questions What are the benefits of e-recruiting? What is the standard recruitment process in a small business enterprise? How will the image of HR of small business look like in the next 30 years? Why do small businesses need to adopt IT in the human resource function? Literature review A small range of articles is available concerning adoption, implementation, and usage of IT in HRM. The area of use of IT in human resource has not been given sufficient concern. The central area is the use of the Application Tracking System. 3.3.1 Small business settings have less hierarchy level in the organization of its workers. The structure enables fast communication and more transparency. A lot of freedom is given to staff on choice and control of activities(Kasemsap, 2017). The control structure can be said to be broad and flat. Staff always work with a cross-functionality in several departments to achieve success. 3.3.2 Small business organizations recognize talent towards productivity. The freedom to make decisions is a frequent source of conflicts. It is easier to hold an all-staff meeting regularly without causing a stoppage of business(Hollensbe, 2016). 3.3.3 Most start-up business settings are continually risk averse, and for this reason, fewer are free to take up new developments that are available in supporting the human resource management(Gartner, 2017). The capital bases are minimal and cannot finance every investment like a larger business organization that serves a nationwide market. Project plan Method of data collection Questionnaires Both open ended and closed questionnaires were used to collect data about staff ten sampled small business setups. The respondents provided information about the recruitment processes which the organization used to acquire them. Facts on job analysis and description were also acquired. A total of 100 employees filled the questionnaires. The method provided a large base of information that could be analyzed to get a representation of use technology in human resource and its prospects(Ellington, 2017). Interviews Face-to-face interviews of the human resource managers of the ten organizations provided detailed information about the human resource functionalities and their plans for the future(Chinoy, 2017). Approach of data analysis A stratified sampling method was used in the analysis of the data collected in the field. The human resource processes, benefits, and challenges with relation to technological applications were identified and recorded(Cheng, 2017). The standard online staffing process found is listed below. Getting curriculum vitae (C.V)Selecting C.V Creating an interview scheduleInterview with the HRInterview with the head of a departmentInterview with the director (sometimes) Hiring The benefits of an online application tracker were found to be: It has enabled the creation of an automated recruiting process. The costs used are three times lesser when compared to the traditional process. The online and the software applications provide information support that has led to the best HR decisions being made. Acquisition of staff is faster and beneficial when staffing needs are urgent. An integrated of all HR services for corporates and agencies has been facilitated. Only one database can manage all HR needs. The website postings of vacancies have comprehensive coverage. The market provided systems are customizable to meet the specific needs of an organization. The systems have facilitated transparency in the human resource processes. Milestones and plan of action Sometimes, online systems have rejected a C.V of the best applicant for little reasons like poor scanning. Systems have also edited applicant information inappropriately that they cannot be read by humans(Bondarouk, 2017). Some systems always restrict the amount of candidate information which could have been necessary. Potential employees who found in the borderline of the required specifications are rejected by the systems. Another challenge of systems is the impersonal nature. Out-of-date postings misappropriate applications. Failures in websites will fail the recruitment process. Action plans- The organizations should employ services of a technology professional to overseers, control and maintain the efficiency of HR systems(Balaji, 2017). Conclusion Finally, the report has reviewed the state of technological systems in human resource for small businesses. The opportunity to acquire the system will have a lot of benefits to the firm. Moreover, the cost that is needed to take up and implement a system is smaller than the long run cost of running the HR using the traditional method. Firms must put in place plans of actions to control the threats to failure, privacy, and attacks to reap all the gains of using such systems. References Balaji, M. (2017). Employee Retention Strategies. Global Journal of Management And Business Research, 327. Bondarouk, T. (2017). People and Performance. Journal of Organizational Effectiveness, 17. Cheng, Z. (2017). Imagery-Based Risk Assessment Using Crowdsourcing Technology in Simple Workspaces. Computing in Civil Engineering, 174-182. Chinoy, S. (2017). A thing to Service: Perspectives from a Network of Things. International Conference on Applied Human Factors and Ergonomics (pp. 1-33). 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Palgrave: Macmillan. Tsoni, E. (2017). Internet Recruitment. Human Resource Managenent, 103. Wood, S. (2014). Human resource management and performance. International journal of management reviews, 367-413.