Leveraging IT in HRM to Improve Employee Engagement in Hybrid Work

This report examines the role of Information Technology (IT) in Human Resource Management (HRM), particularly in the context of hybrid work models. It focuses on leveraging IT to improve employee engagement and achieve organizational performance objectives, using Tesco as a case study. The report analyzes the impact of IT systems on recruitment and retention, highlighting the benefits of automated recruiting and remote working opportunities while also addressing potential challenges like decreased control and the need for effective training. Furthermore, it proposes strategies to enhance employee engagement, such as deliberate communication, feedback mechanisms, and employee empowerment. The conclusion emphasizes the importance of IT in modern HRM and the need for HR managers to adapt to technological advancements to ensure employee well-being and organizational success. This document is available on Desklib, where students can access a wealth of study resources, including past papers and solved assignments.

Hybrid model of
working in Human
Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
TASK ..............................................................................................................................................4
Impact of IT system on recruitment and retention in the chosen organisation...........................4
Strategies to improve employee engagement in the chosen organisation...................................5
CONCLUSION................................................................................................................................5
REFERNCES:..................................................................................................................................7
Books and Journals:....................................................................................................................7
Online..........................................................................................................................................8

INTRODUCTION
The report aims to identify the role of IT in the HRM practices. Human resource
management is the crucial activities in every business sector. It consist practices like planning
human resources, fulfil job requirements, recruitment and selection, training programmes and
overall all the management activities which involve employee participation. The HR manager
plays vital role in motivating and engage employees towards organisation functions. In the 21st
century, HR managers in indulge in many nee trends which the growth of technology,
digitalisation, use of software, good leadership and many other functions which is necessary to
adopt a diversified workplace (Al Mamun, 2019). The role of IT in human resource is that, it
give rise to technological integration in the company, use of software, effective working
practices and enable digital usage. It has identified that, information technology is significantly
driven through use of mobile, laptops, computer, automation software and other digital tools. It
impact on business performance, business competitiveness, profitability and overall growth of
the company. Adopting new ways of working is highly necessary for organisation which is
manage by the human resource managers (Yabanci, 2019). They are liable to provide effective
training, support and guidance to the employees for enhancing use of technology while doing
practical tasks and activities. It helps in HR manager to take vital decisions for the new product
and service, research markets, provide quick solution and maintain records of employee
performance for rewards and promotions. The use of information technology is vital for the
overall talent management in the business. This will be beneficial to provide better services to
the line managers, enhance management system as IT will maintain clear communication
without any delays and communication barrier. Also, effective recruitment and data
management will take place in the company. The report is going to present the performance of
Tesco, the company was established in 1919 and has largest supermarket chain in the UK. The
company has its purpose to provide new and healthy experience of products and service to each
individual. The company has approx 423,092 employees by the time of 2020. it mainly targets
customer as per demographic factor as people with above the age of 9 and has middle level
income are highly interested in tesco products (Brunetto, and Beattie, 2020). The company use
IT in terms of using social media, AI digital tools, provide digital payments services and many
more. It has good performance history within the last year as tesco earns £64.760 billion in 2020.

MAIN BODY
TASK
Impact of IT system on recruitment and retention in the chosen organisation.
The IT system plays a crucial role in performing the function of recruitment and
retention within the organisation. It enable use of digital and social media, computers and
software which carries out tasks and activities in easy and quick way. Tesco is the most
renowned organisation that has taken good development in technology in the recent year.
Therefore, the impact of IT is described below in relation to Tesco:
Automated recruiting: the IT technology has give rise of machine learning and cloud
computing. Due to this, the organisation now mainly focusing on recruiting through automated
selection. The Tesco has gain positive impact on IT as they are undertaking recruitment of
candidates as the list is high in number. It becomes easy for Tesco to attract and target those
candidates who are eligible for the post and suitable as per the company requirement.
Rise in remote working: The use of IT tools and technology plays a vital role and create
an effective impact on the organisation (Nalla, and Varalaxmi, 2018). The employees get
opportunities of remote working which means working from home without visiting to sites. As
all the work are become possible with computers and internet. Also, communication is become
highly easy. So the Tesco has provided this opportunity in the crucial time of pandemic. This has
secured employee retention and talent management in the organisation (Harney, and Alkhalaf,
2021). The company has secure talented and capable employees which has contributing in the
success of companies.
Apart from the benefit of IT system in the Tesco, there are some negative impact on
these system which creates conflicts and miss management in the company. Due to highly
dynamic environment, Tesco has diversified work activities and department in which each
require proper control and management. With the use of technology, control might become less
and there is chances of procrastination. Employees could not easily adopt new working practices
and could not get familiar with the technology and use of software. It takes allot of time and
training to expect desired productivity from the employees. Therefore, it has ascertained that sogt
skills and good leadership is must required to bring IT in the workplace which is in the hands of
HR manager of Tesco (Hassan, and Jambulingam, 2018). It will eradicate negative impacts and

retain talented individuals within the organisation. The retail sector is facing many shortage of
skills and require cost effective ways to recruit and select employees, therefore, IT system is the
gem for organisation if used properly.
Strategies to improve employee engagement in the chosen organisation
There are many strategies which are necessary to enhance employee engagement in the
organisation. As thee has much negative impact of new working practices through technology in
tesco, so it is required to take effective actions by HR manager. These strategies are presented
below:
Communicate deliberately and regularly: this is the most important element of getting
success in engaging employees (Lopez-Cabrales, and Valle-Cabrera, 2020). The HR manager
needs to talk regularly in the form of digital or physical. There has many situation arises when
employees are getting frustrated and confused about what to do in remote working, so it is the
duty of managers to put HR system and effective communication software that keeps them in
touch.
Invite feedback: it is also most important activities that HR manager of Tesco needs to
perform. Taking feedback is vital to retain and engage employees. It will feel them listen and
valued. The Tesco needs to focus more of employees actions, their problems and issues which
they are facing in the business environment (Khan, 2017). Giving feedback will clear their
doubts and misunderstanding that will retain them for longer period in the organisation. It could
be done through taking online surveys, conduct meting on Zoom and video conferencing which
has become new normal for the Tesco.
Empower employees: the employees are crucial assets for the company. They must be
remain dedicated and happy while working in company. The HR manager of Tesco need to
provide support, build trust on them and secure potential in the organisation (Kosheleva, and
Bordunos, 2018). This strategy work in the organisation as it leads to support the working
environment of Tesco. There is need for speak up with managers, show them performance
rewards an provide effective course and resources which would help them to overcome their
weakness and challenges.

CONCLUSION
The report has concluded that human resource management is the most required
department in the organisation. It plays a lot of management functions which involve and
manage employees of the company. as in the modern digital era, there are many changes seen in
the workplace engagement of companies. In which, use of technology gets enhance and
employee are getting opportunities of working from home. Therefore, the report has identified
the use and significance of information technology in business as how human resource
management has affected with the global IT usage. It has identified that, the technological
enhancement bring more opportunities in organisation. It is beneficial for the employees to get
better training, quick response and eliminate any delays in work practices, maintaining records
and keep data secure. Therefore, it laid down the emphasise on the employees well-being as well
as giving opportunities to them. The report has analysed the impact on IT in recruitment and
retention of the company. The HR managers will be able to select and recruit effective
candidates and through using communication tools, provide JD and attract the candidates
towards organisation. The report has also analyse some important strategies for better employee
engagement in the company. This could be done through provide effective trainings through
remote working, effective communication through many digital tools and software.

REFERNCES:
Books and Journals:
Al Mamun, M.A., 2019. An analysis of employee awareness on green human resource
management practices: evidence from Bangladesh. Human Resource Management
Research, 9(1), pp.14-21.
Brunetto, Y. and Beattie, R., 2020. Changing role of HRM in the public sector.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management, 60(1), pp.5-29.
Hassan, M.M. and Jambulingam, M., 2018. Trends of turnover & adopting soft HRM strategies
for the retention of millenials: Requirement of 21st century.
Khan, H.A., 2017. Globalization and the challenges of public administration: Governance,
human resources management, leadership, ethics, e-governance and sustainability in the
21st century. Springer.
Kosheleva, S. and Bordunos, A., 2018. HRM systems effects as a basis for strategic HR
planning. Human Resource Planning for the 21st Century, pp.83-102.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management
review, 30(3), p.100689.
Nalla, B. and Varalaxmi, P., 2018. Human resource management practices in organized
retailing–A stydy of select retailers. South Asian Journal of Marketing & Management
Research, 8(7), pp.15-28.
Yabanci, O., 2019. From human resource management to intelligent human resource
management: a conceptual perspective. Human-Intelligent Systems Integration, 1(2),
pp.101-109.