The Information Technological Human Resources Management Techniques Commerce Essay

The cultivation Technological adult male options Management Techniques craft EssayThe selective knowledge applied science in homo visions wariness application, get let out be helpful for the re- comment and optimizing mankindkind choices centering operation flow.This also raises the works energy, improves the grade of service, and thus increasing the instruction and passe-partout kind-hearted optionfulnesss management platforms productivity. Certainly, in as much as discipline technology has contri unlessed to the growing of compassionatee imaginativeness management, it is also important to highlight that gentleman imageryfulness management will continually to grow in all ramification. nevertheless the information technology also to a certain extent beauty developed certain function for the human resources.This research will probe all aspect of the usage of technology in human resource management and how opportunities are still there to aid the ad vance of human resource.LITERATURE REVIEWUnderstanding of HRMDe Cenzo and Robbins (1996 p8) defined HRM as the part of the giving medication that is concerned with the people as a whole and renders support in all aspect to them. Sequel to this, is the definition given by Bratton and aureate (2003 p7), that HRM is the strategic approach to managing employment relations with emphasis to the capability of the employees so as to sustain competitive edge. Lastly, Alan Price (2004 p32) gave a rather sinless HRMs definition as that part of the organization responsible for recruiting capable, dynamic and affiliated people, so as to manage and reward their efforts which will lead to competencies for the organization.The nigh important part of the organization is human resource management. Having a human resource management is not comely the fact but having an in effect(p) one tat is able to align the organization goals into action is the just about important thing. Finding revealed b y Evan et al (2002) delegates that human resource management is a core part and asset of any organization because it is truly important in the sustaining of business success. fumble (2000), shows that human resource management inter-connects all people in the management and development of the organization. Likewise, human resource management is the driving force of the organization.According to the business dictionary, human resource management is defined as an administrative activity associated with planning, recruitment, selection want as well as developing people through with(predicate) work. (http//www.businessdictionary.com) teaching technology on the other hand takes a proactive definition which looks at theToday, human resource management is now faced by more problems which is fast making it less effective in many ways.PRESENCE OF INFORMATION TECHNOLOGY IN HRMThe importance of technology affectation be ignored wisely because of the many advantages it gives to employee s as well as the boilersuit success it provides for human resource management which equally translates to the overall organizational structure in a positive way. Information technology, by no doubt has helped to value the workforce as a relevant asset that defines the overall organizations culture and philosophy.The use of information technology in human resource management can be seen visibly in the mode and operation of human resource management. Today, the training and selection order is done via the use of information technology and this is fast making the overall process more effective than ever as a whole. Jerman-Blazic, (1996) tell that the use of internet and information technology offers much quicker admission to latest scientific and proficient innovations of the companies and research institution. This particular true because human resource will continually pay attention to transformation of employees in the organization just as technology would be driving prick to accompany this objective. Acquiring and gathering fresh familiarity whether supplementary or existing ones can only be attained via information that is technological in nature. Further to this, this researcher feels that information technology offer sentiency and it is the driving force of changes as well. This observation can be seen by the research conducted by Lindstrom, Moberg Rapp (1997) which saysWith earnings and (more broadly) Information-and-Communications-Technology (ICT) development in the full shed for the last two decades, organizations have been provided with a whole range of sore possibilities for performing work and structuring organizationIn another review, new technology may also be required for implementing a low bell strategy if the technology can improve efficiency (Mondy, Noe Premeaux 1999, p148).The adoption of information technology assists closely in the cost analysis of any intending disgorge that the human resource is undertaking since there are improved efficiency in all ramification. The process of human resource planning requires roughly level of technological application which will be incorporated into the overall strategic implementation of the company. Mondy, Noe Premeaux (1999) also concluded that aligning information technology to human resource management supports the overall implementation of plan as well as conducting analysis.Likewise, in fourth dimension and labor management, the use of information technology cant be ignored because it is advantageous. IT enables the gathering and application of employee time and work information. It enables the tracking of employee in a scientific way that allows for well analysis. It also enable human resource managers or senior staff office to know which employee is actually performing and the ones that are not performing and show improvement. Druckers work (2001) also added to this view by supporting that IT tracks employees performance.. It is a cognise fact that man y organization differ in their approach to human resource planning and practices.E-HRM IN THE TODAY ORGANIZATIONErnst finds that electronic human resource management (e-HRM) is a web-based tool to automate and support HR processes. The implementation of e-HRM is an opportunity to delegate the data entry to the employees. eHRM facilitates the usage of HR marketplaces (e-recruitment) and offers more self-service to the employees (http//www.thestep.gr)The need to gather and have conceptual friendship in this modern world is fast becoming a unavoidableness and thus the adoption and use of information technology in human resource is no longer a new thing. When human resource and information technology are brought together, we see that there formulation leads to what we chaffer e-HRM. A term used to denote the adoption of information technology in the human resource management department or policies.Information technology and human resource management is now known as e-HRM (Zhang Wang ). IT has brought about revolution in organization through the adoption just as firms are now having corporate website which is now shifting the manual of arms form of doing job to the computerized one such that mistake are eliminated to the nominal level. Consequently, the process of hiring new employees has been challenging and quite tasking. Tim Knox, in his article entitle adroit strategies for hiring best employees suggests the use of information technology of hiring potential candidates to the job. The tralatitious view should be discarded and give way to the produces of Tim. Today, many companies through the human resource department are now employing employee through the Internet and other technological means. This is helping to reduce the demanding circle of having to be so physically in all the process that requires attentions. Kanungos (2006) work can be used to support this argument as he labelled out that IT is so relevant and important also in the profit gathering of the company. Knowledge management is very crucial and important for gathering knowledge that will be useful in all ramifications and surfaces of the organization. Since human resource department works with all departments, there is a need to envision that information technology is very essential and important as well.Likewise, recalling Jens et al (2010) work, one is able to see that HRIS and eHRM is used only at the professional and bureaucracy level. This view is thus misleading because not all human resource managements are operating at the bureaucracy level. Supporting this claim is the work of Mukama (2003). HRIS would only benefit the organization and has nothing to do with bureaucracy. codaInformation technology in human resource management plays a major role not only by the usage but also by the implementation and evaluation. It is a know fact that IT has helped to activate human resource management forward to a level in which organizational activities are now less dem anding and easy to use. There is now a pressing need to understand the role and use of information technology in all aspect of the organization as well. This is because many literature reviews on this research topic centre on information technology in the overall organizational context while others think on Human resource information system (HRIS) and e-HRM. The human resource management has more than enough functions and thus the use of information technology should applies researchers on this topic should bear this on their mind always.This research focused on all areas that information technology is making impact in the human resource management, however, there is still a need to save research on impact of IT in developing nation as it is obvious that are not adjusting fast to this trend.Word counts excluding references 1,589.BIBILIOGRAPHY REFERENCESDe Cenzo David A. and Robbins Stephen P. (1996) Human imagination Management 5th edn, John Wiley Sons Inc, CanadaBratton John an d Gold Jeffrey (2003) Human pick Management Theory and practices, 3rd edn, Palgrave Macmillan, LondonAlan Price (2004) Human Resource Management in a Business Context, second edition, John Wiley Sons Inc, CanadaEvans, P, Pucik, V, and Barsoux, JL (2002)The orbicular Challenge. Frameworks forInternational Human Resource Management, McGraw-Hill/Irwin, New York fluff, E (2000) Managing Diversity-The Courage to Lead, Quorum Books, Westpoint, CT, the StatesBusiness dictionary.com human resource managementhttp//www.businessdictionary.com/definition/human-resource-management-HRM.html. Accessed on tenth October 2010Jerman Blazic, B. (1996). Internet. Ljubljana Novi ForumLindstrom, J, Moberg A. Rapp B. (1997), On the classification of telework. European journal of Information Systems 6, pp. 243-255.Mondy RW, Noe RM Premeaux SR(1999) Human resource management 7th edn Prentice hall international, USAKanungo, RP (2006) Cross culture and business practice are they coterminous or cross-vergi ng?Cross Cultural Management An International Journal, 13 1, 23-31Drucker, P. (2001). The Essential Drucker, Butterworh-Heinemann Oxford, UKZhang, Li1 Wang, Hong, Intelligent information processing in human resource management an implementation end in China Blackwell Publishing Expert Systems, Volume 23, Number 5, November 2006 , pp. 356-369(14).Tim Knox expert strategies for hiring best employees Mamahttp//www.timknox.com/amazon. Accessed on 23rd October 2010Ernst Biesalski knowledge management and e-human resource managementhttp//www.thestep.gr/trainmor/dat/%7B0aa92187-62c6-4b0e-ad94-c71652d05db8%7D/article.pdf. Accessed on 24th October 2010Jens Kaasbll and Marlen Stacey Chawani, Gro Alice Hamre Jon Sandvand Competencies and Learning for Management, Information Systems Journal of Information, Information Technology, and Organizations Volume 5, 2010Mukama, F. (2003). A study of wellness information systems at local levels in Tanzania and Mozambique.Improving the use and management of information in health districts. Unpublished Master, University of Oslo, Oslo.