Impact of Information Technology on Human Resource Management

Running head: IMPACT OF INFORMATION TECHNOLOGY ON HRM
Impact of Information Technology on Human Resource Management
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1IMPACT OF INFORMATION TECHNOLOGY ON HRM
As opined by Hunter et al. (2017), the technological advancement of the 21st century
has drastically changed the manner in which the business organizations of the contemporary
times conduct their business. Ladkin and Buhalis (2016) are of the viewpoint that the impact
of information technology is not only witnessed in the innovative kind of products or services
which are being offered by the different organizations to the customers but at the same time
in the kind of strategies which are being adopted by them. In this regard, it needs to be said
that the contemporary organizations are taking the help of strategies which are totally
different from the ones used by the organizations a few years back.
As argued by Jeske and Shultz (2016), one of the most important effects of
information technology within the spectrum of the business world is perhaps witnessed in the
kind of Human Resource Management (HRM) strategies and policies used by the HRM
teams of the different organizations. It is pertinent to note that unlike the earlier time, the
organizations have totally digitalized the HRM practices and internet is being extensively
used by different organizations for completion of different roles that are a part of the
repertoire of the HR professionals (Greiner 2015). More importantly, e-recruitment or online
recruitment is one of the major trends, which is being witnessed within the cannon of the
contemporary business world (Slavić, Bjekić and Berber 2017). This essay will discuss the
manner in which the information technology has affected the recruitment policies followed
by the contemporary organizations.
I personally believe that the HRM forms an integral part of the different organizations
of the world because of the plethora of activities that they are required to perform within the
framework of the diverse organizations. For example, they are required to not only select thee
different individuals as well as recruit them so as to get the work of the organization
completed in an effective manner (Moghaddam, Rezaei and Amin 2015). In addition to this,
the HR professionals are also required to offer the right kind of training to these individuals

2IMPACT OF INFORMATION TECHNOLOGY ON HRM
so that they are being able to complete the jobs or tasks for the completion of which they
have been recruited and also perform as per the expectations of the organization.
Furthermore, they are also required to conduct induction wherein they provide detailed
information to these individuals regarding the organization, the kind of work that they are
required to perform, compensation, benefits and perks that employees are entitled to and
other aspects of their job (Bhoganadam and Rao 2014).
Chiang and Suen (2015) are of the viewpoint that the HR professionals are also
required to design the job roles of the employees in an effective manner so as to enhance their
performance. Furthermore, in the majority of the organizations it is seen that the HR
professionals in collaboration with the management teams of the organization are also
required to conduct performance reviews and give appraisal to the employees on the basis of
this factor. As opined by Armstrong, Landers and Collmus (2016), one of the major job roles
of the HR professionals in the contemporary business enterprises is to strategically align the
individual goals and objectives of the different employees with the overall goals and
objectives of the entire organization itself. However, I personally believe that the most
important job role that the HR professionals perform within the contemporary organizations
is to recruit the individuals from the external labor markets so as to provide the organizations
with adequate number of workforce who can get the work of the organization done in a much
effective manner.
Hoek, O'Kane and McCracken (2016) have stated that the emergence of different
kinds of technologies had positively impacted the HRM policies as well as strategies and also
the methods followed by them for the transaction of their job roles. For example, one of the
major problems that the different organizations have faced since the traditional times is
related to their inadequacy to get the right kind or the number of employees who would
complete the work of the organization. According to Melanthiou, Pavlou and Constantinou

3IMPACT OF INFORMATION TECHNOLOGY ON HRM
(2015), this is important since the employees perform the majority of the work within the
framework of an organization and because of this can be said to form the backbone of the
organizations. I personally believe that the employees help the organizations to manufacture
the surplus services or products and thereby directly help them to earn extra amount of profit.
Furthermore, I am also of the viewpoint that they also help in a substantial manner in the
effective implementation of different kind of strategies that are likely to improve the
prospects of an organization. However, the shortage of labor that these organizations face
adversely affects their business prospects.
The HR professionals in order to meet the labor shortage are increasingly resorting to
the use of online or e-recruitment policy. Online or e-recruitment refers to the use of internet
resources for the purpose of recruitment of the candidates which are required to do the work
within the organization (Liu, Potočnik and Anderson 2016). For example, in the earlier times
it was seen that the HR professionals use to place advertisements in the newspapers regarding
the job vacancies and the candidates would respond on the basis of these advertisements.
Furthermore, once the candidates have contacted the HR professionals of the organizations
then they were required to undergo various rounds of interview to get selected for the job.
The major drawback of this process was the fact that this was not only a long draw out
process but at the same time the organizations incurred a huge capital for same (Gupta 2016).
However, the method of e-recruitment has solved this problem in a significant manner since
the cost incurred by the organizations is very less in comparison to the traditional methods
(Jepsen and Grob 2015). For example, it is seen that the organizations just need to place an
advertisement over the online websites and the candidates can email their resumes to the HR
professionals. The HR professionals can select the candidates on the basis of these resumes
can select the right kind of candidates for the job positions that they are looking for. I am of