Impact of Technological Factor on People Management

This study discusses the impact of technological factors on people management and how it can affect the management of people in both positive and negative ways. It also suggests that companies should invest in research and development as well as the implementation of advanced technology to increase staff retention and organizational performance.

Human Resource
Management
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Table of Contents
INTRODCTION..............................................................................................................................3
Impact of critical contextual factors on people management......................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
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INTRODCTION
People management is a long process that starts with acquisition of talent within business
and ends to their retention (Ali and et.al., 2021). All functions that are being performed by HR
for retaining talent or skilled employees within business are known as people management. In
this study, I am going to discuss impact of technological factor in people management. It will
further discuss some ways in which technological factor of advancement of technology can
affect people management in 5 years.
Impact of critical contextual factors on people management
Before discussing different environmental factors and their impact on people management,
it is important to understand people management. In regard to people management, it can be said
that it refers a set of practices that encompass an end to end processes of talent acquisition, talent
optimization and staff retention while providing continuous support for business.
The environment in which people live and work has great impact on their overall
performance. Some factors within business environment include: political, social, technological
and economic. Change happen in all these factors and all these factors bind employees for
changing their way of performing functions that may either improve or decrease their
performance (Denning, 2018). It all relies on the type of changes that happen in all these factors.
For example: people of rural areas do not have much knowledge about using internet and social
media platforms so, for attracting customers of such areas, businesses will require providing
offline services. If people rely heavily on technology and social media then companies require
using technology for providing services.
Impact of technological factor on people management: Among all these factors like
social, economic, political and technological, I believe that technological is the factor that can
affect people management professional within 5 years in critical manner. Technological
advancement and rising growth of technology has changed the world to the great extent. It has
changed all sectors and people as well. It is believed that by the year of 2028, companies will
start to increase their functions of smart machines, apps, software and avatars (Semenova,
Sarychev and Dacenko, 2021.). Employees will find easier in developing their personal toolkits
of virtual counterparts by making use of artificial intelligence (Hamdoun, Jabbour and Othman,
2018). By the year of 2028, people will seek opportunities in order to tie their impact and value
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in their work to their purpose and mission. HR will found easier in recruiting employees by using
social media platforms and other softwares.
Some examples that can help us out in proving that technology has changed the world and
can change people management within 5 years is: management of remote workers. Before covid-
19 hit the world, companies had identified the need to adapt remote working. Managing remote
workers was one of the main issue but advanced technology and rise of technology has made it
easier to some extent. By making use of technology and software, employers can easily measure
working time as well as productivity of remote workers. It becomes easier to produce result
based on performance analysis as compared to ancient and earlier times (Haseeb and et.al.,
2019). Employers can measure performance of remote workers and it has become possible only
with advanced technology and software. So, on the basis of this example of advanced
technology, it can be said that it can have great impact on people management. Other functions
that have been changed and have been improved with technology advancement include:
Ease of communication: With text, e-mail and messaging apps, it’s easier than ever of
HR staff to stay in touch with the rest of the company. Manager and employers find easier in
sharing project schedule with their project team with google doc and by using advanced
technology. This doc can be shared to employees and changes that have been made in this google
doc can be seen to all. So, on the basis of this, it can be said that advanced technology has
decreased communicational barriers (Abbas, 2020). By getting updated information, employees
can perform their functions with effectiveness and they can protect themselves from poor
performance that may happen because of poor communication and lack of information sharing.
Increase collaboration: People can be managed and retained when employers focus on
satisfying them. Employees tend to satisfy more when they are being motivated and encouraged
for improving performance. When employees satisfy customers then it boosts their confidence
and it improves their performance (Pereno and Eriksson, 2020). Technology has helped us out to
connect with people anywhere and at any time. This collaboration has brought a high level of
flexibility in communication that allows co-workers, employees and managers to connect with
each other’s. It has encouraged team working as well as mutual understanding. But on the other
hand, it can also be said that people who do not have much knowledge regarding using
technology and software, may find difficulties. It is also found that technology advancement has
decreased manpower and people are now facing problems in getting employment opportunities.
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When employees work in a team then they are more likely to learn new things and interact
with each other’s. It improves their relation, increase feeling of belongingness. Employees are
less likely to be absent at workplace when they have improved relations with their colleagues. It
makes them feel refreshed and energetic (Hwang, Lin and Shin, 2018). Having positive behavior
and environment plays a vital role. So, on the basis of this example, it can be said that
technology has changed number of things as it has improved all those areas that can help out
employees in managing people such as: collaboration, communication, team working and others.
Improve efficiency of people: One of the main benefit and ways in which technology
factor can change people management professionals is: increasing their efficiency. There is no
doubt as competition is increasing and companies are striving hard for being in the competition.
One of the main issue that HR is facing is: Retaining employees or managing people. Employees
nowadays seek for higher opportunities and number of perks. They want to be feel valued and
companies that make them feel valued and help them out in career development are more likely
to manage people. In this regard, it can be said that companies that make use of advanced
technology and effective software, are more likely to make employees feel satisfied. When
employees are being encouraged to work with the use of advanced technology then they find
easier in completing their tasks in a timely manner (Soto-Acosta, Popa and Martinez-Conesa,
2018). Time management is important in the modern workplace as poor time management cause
companies to miss deadline and it increases dissatisfaction among clients.
So, in this context, it can be said that by performing functions through software and
advanced technologies, employees can increase their efficiency and can deliver projects to client
in a timely manner. Technology has decreased the amount of time and effort spent on daily
activities. Employees can spend more time on creativity as well as developing new ideas. It
improves their performance and productivity as well. So, on the basis of this it can clearly be
said that technology is one of the main factors that can influence people management and can
improve organizational performance (Song, Fisher and Kwoh, 2019).
On the basis of this, I can suggest to companies that they should focus on investing in
research and development as well as implementation of advanced technology. By doing so, they
can take competitive advantage, increase staff retention and can increase sales as well. It can also
make them able in satisfying customers as well as becoming the market leader (Chandrasekaran,
2021).
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CONCLUSION
It has been summarised from the above study that people management plays a vital role as
an effective management of talent enable employers in accomplishing their goals. This study has
discussed some examples of advanced technology and ways in which it can affect management
of people in both positive and negative manner.
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REFERENCES
Books and journals
Abbas, J., 2020. Impact of total quality management on corporate green performance through the
mediating role of corporate social responsibility. Journal of Cleaner Production. 242.
p.118458.
Ali, A.J. and et.al., 2021. Four lenses on people management in the public sector: An evidence
review and synthesis. Oxford Review of Economic Policy. 37(2). pp.335-366.
Chandrasekaran, R., 2021. The future of work: how HR drives digital transformation in the new
normal. Strategic HR Review.
Denning, S., 2018. The emergence of Agile people management. Strategy & Leadership.
Hamdoun, M., Jabbour, C.J.C. and Othman, H.B., 2018. Knowledge transfer and organizational
innovation: Impacts of quality and environmental management. Journal of cleaner
production. 193. pp.759-770.
Haseeb, M. and et.al., 2019. Role of social and technological challenges in achieving a
sustainable competitive advantage and sustainable business
performance. Sustainability. 11(14). p.3811.
Hwang, Y., Lin, H. and Shin, D., 2018. Knowledge system commitment and knowledge sharing
intention: The role of personal information management motivation. International Journal
of Information Management. 39. pp.220-227.
Pereno, A. and Eriksson, D., 2020. A multi-stakeholder perspective on sustainable healthcare:
From 2030 onwards. Futures, 122, p.102605.
Semenova, L., Sarychev, V. and Dacenko, V., 2021. INCREASING PERSONNEL
COMPETITIVENESS AT THE ENTERPRISE IN MODERN CONDITIONS:
FOREIGN EXPERIENCE. Економіка та держава, (1), pp.36-40.
Song, M., Fisher, R. and Kwoh, Y., 2019. Technological challenges of green innovation and
sustainable resource management with large scale data. Technological Forecasting and
Social Change. 144. pp.361-368.
Soto-Acosta, P., Popa, S. and Martinez-Conesa, I., 2018. Information technology, knowledge
management and environmental dynamism as drivers of innovation ambidexterity: a
study in SMEs. Journal of Knowledge Management.
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