BUSM1139: Human Resource Development Essay on Tech Impact

This essay explores the impact of new technologies on Human Resource Development (HRD). It delves into how advancements like virtual classrooms, online learning, and AI are transforming training methods, communication, and employee development. The essay discusses the opportunities presented by these technologies, such as personalized learning and global reach, while also addressing the challenges, including social isolation, cyber security threats, and the need for HR professionals to adapt to new skill sets. The essay recommends that HR professionals stay updated on emerging techniques, educate employees on new learning methods, and address cyber security concerns. The essay concludes that the integration of new technologies is crucial for HRD to prepare for the future. The essay also references various sources to support the arguments presented.

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Human resource development is known as the function of the Human resource
management that focuses on the training and development of the employees (Stechies, 2019).
This is the systematic set of actions which formulated by the organizations regarding the workers
to gain knowledge and skills and to achieve organization objectives. Techniques are regularly
evolving by the ages and streamlining procedures to increase the efficiency. The social media
sites like Twitter and Facebook remodeled the communication methods, services of the food
delivery, and vending machines that altered patterns of the customers through riding the hailing
services like Grab which has disrupted the traditional methods of the taxi commuting facilities.
In today’s time world has entered within fourth industrial revolution. In the businesses, smart
human resources like 3D printing and AI have blurred the lines within the digital and physical
spaces. This essay will discuss the effects of the new techniques on human resource
development, opportunities, and challenges. Further discussion will discuss about the human
resource development professionals and recommend the procedure when the relevant problems
and opportunities arise.
New techniques have conveyed the web-based techniques which will transform the
effective ways in which proper training can be delivered. Previously, learning within the old-
fashioned classroom was utilized to train workers in the scopes of job, policies of the
organizations, and standard procedures. The IBM virtual classroom Arrow has opened many
options to the imitation training in which employees and teams can work on the real life issues
by the virtual boundaries and go by hands on capabilities. It has minimized the time of training
and creates the appropriate training procedures which are simplified as there is certainly no
requirement to find the mutual timing to conduct the training while it is digitalized.
The new techniques have influenced the change within the learning form. The learning
has been distorted from the customary to the online and the in-time education. According to
(Avantika, 2020) Online learning is known as the example in which teams and employees in
organizations go by the micro-learning of the bit sized material and make it conceivable for the
organization workers to get the personalized and self-paced education by the self-paced
experience of learning. (Cassandra, 2012) Has discussed that these kind of material are
accessible online, in which employees within the organizations become enough capable to learn
anywhere and anytime as allow the self-directed learning. According to the (Caruso, 2019)

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Lynda.com, and LinkedIn learning are the important platform which provide the industry
important content and recommend the personalized learning which is based on the insights from
the employees LinkedIn network. Personalized learning ensures that material for the knowledge
is important for the every employee as per their requirements.
There are also some drawbacks of the new technology. Employees which go by the
virtual and self-directed education in organization could result within the social isolation because
of the lack of the face to face collaboration. If training at online level is not effectively matched
to the workers within the organization then they not result in effective engagement in the training
which can be an ineffective method (PSU, 2019).
The cyber threats are malware and hacks infections. It has been the ongoing issue as
employees within the organization are vulnerable as huge number of the cyber-attacks happens
due to the simple pushing email. This has been analyzed that these kind of cyber attackers using
the similar tools which are used by the experts of security regarding the selection of their victims
(Gerald, 2018).
In today’s competitive business world technology has also represented the many options
for the human resource development specialists. The computer-generated community and
teleconferencing has allowed the employees to enough train regardless of the location or time.
Businesses with the global operations have become more capable to involve and reach the
workers globally. Style of group and workgroup implementation with training like exercise of
the team would tie the employees regarding the remote places altogether as well (Gerald, 2018).
Human resources development experts are capable to integrate the blended style of
training. The VAK modalities model of the Visual, Kinesthetic, and Auditory education style
present the dominant styles which present the best approaches regarding the learning of new
information. Kinesthetic learning style example is based on the video training by the platforms
like Skype and Google Hangout in which visual and demonstrations resources can be shown.
The styles of the blended learning are offered to broader variety within the type of learners in the
organization. Human resource development professionals are capable to involve the workforces
and make the extensive retention regarding the new knowledge and skills (Don, 2011).

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Big data are accompanied by the external analytical instrument to support the businesses
system of learning management through identify the patterns, training, and behaviour efficiency.
The social dashboards rise has permitted the human resource development experts to achieve the
insights regarding the performance indicators by the single boards. In the case study of the
Randstad Germany has described that Questback’s feedback software assisted Randstad which is
the process of its training. In place of the spreadsheets and physical forms, quality training
courses data can be collected, analyzed at the digital level and visualized within the Questback’s
feedback software dashboard. These kinds of scenes capable to sieve the data to regulate the
future training requirements and thus human resource development processions would be
effective to better equipped.
The new technologies encompass the opportunities with the challenges for the human
resource development professionals (Snook, 2017). The organization includes the variety of
employees with different groups and ages. There could be gape within the expertise because of
the differences in the years of the learning’s and experiences. Workers which are working from
the long time can feel the comfort by long-held path of doing work and not achieved targets with
the change. This kind of resistance can possess the threat that means human resource
development professional would not remain the capable to implement the technical programs of
learning. This has been described by the (Hampel, 2020) that human resource development
professionals are not prepared regarding the technical programs like traditional human resource
education has poorly organized the HR professionals regarding the challenges.
There is rise of the ethical issues for the appropriate and effective technology use. These
kinds of concerns consists the exploitation of the intimate info and copyright violation. Human
resource development professional find the challenges while employees within the organization
are not aware about the breaches of the internal data. Human resource development authorities
are required to be alert regarding the data which shared across the office and limit the data to the
only those employees that require scopes of job. There is regularly increasing threat regarding
the cyber security. In 2019, it has been identified within the report of the official annual
cybercrime through the ventures of cyber security that damages and cybercrime is projective to
the hit $6 trillion annually through 2021. The founder and CEO of the Herjavec group, Robert

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Herjavec gave the insight that the sharp rise within the damaged cost would be equal to the
concluding that unprepared business for the cyber-attack.
The Shred has conducted the research that forty percent of the senior administrators and
owners have voiced the workers negligence as main cause for breaches of the data security
(Kaelin, 2020). These kinds of findings are emphasizing the requirement of the Human resource
development professionals to educate and train the workers to wary regarding the internal and
external cybercrimes.
The recommendations regarding the human resource development profession to
overcome from the issues and seize the options that would be primarily and regularly stay
updated to the emergent techniques which impacting the industry. These also required to
regularly upgrading the technical knowledge and skills to form the businesses processes of
training as business not lag behind but steadily remain the competent.
Human resource development professional required to overcome from the resistance
trough educating and guiding the workers on the embracing new learning techniques importance.
Influencing the mindset of the employees regarding the long term plan effective to enable and
understand the process of the training that are not to the present gaps. This has been identified
within the article (osam-gani and chan) that involvement of the employees is very significant to
overcome from the resistance to the change. The human resource development professionals
embrace the feedback from the workers regarding the implementation of the new learning
techniques.
To minimize the cyber security threat and improve the awareness regarding the unethical
works on the technology use, human resource professionals should update the training
procedures within the onboarding procedures. This will help to ensure that employees to gone by
the training before they start work within the organization. This has been discussed by the
(Ismail, 2019) that human resource development should have the knowledge on the possible
unethical work in the organization by the use of technology.
In the limelight of the discussion it can be concluded that new technology is important
within the changing environment of business incorporation of the new techniques help to prepare
for the future issues of new techniques. The new technologies have the positive and negative

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effects like changing the way of formal training that is conveyed to the virtual classrooms and
encourage the self-directed learning presence. These raise the social isolation because of the lack
of the physical interaction. Human resource development professional are affected through the
new technology trend and keep the advancement within the techniques to regularly reform the
process of training more effectively.

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Bibliography
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linkedin-lea rning-penn-state-upgrades

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Snook, J. (2017, 02 02). Integrating the Older Generations to the Digital Age. Retrieved from
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