The Impact of Technology on Human Resource Function: HRM 5 Report

This report explores the significant role of technology in Human Resource Management (HRM), detailing its impact on various functions. The report emphasizes how technology streamlines recruitment, enabling efficient candidate sourcing and online interviews. It highlights the enhanced communication capabilities, facilitating direct interaction with employees through various online platforms. Furthermore, the report discusses the advancements in training and development, including online sessions and adaptive learning. It also addresses how technology improves health and safety conditions in the workplace. The report also discusses the positive impacts such as improved employee engagement and the negative impacts such as potential privacy threats and reduced personal interaction. The conclusion summarizes the essential role of technology in modern HRM, acknowledging both its advantages and disadvantages. The report provides an overview of the role of technology in HRM, including recruitment and selection, training and development, communication, and health and safety. The report is useful for students studying HRM, providing insights into how technology has changed the field.

Running Head: HRM
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Accounting
Role of technology on human resources
4/9/2020

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Contents
Role of technology on human resource function.............................................................................2
The positive impact from the human resource perspective.............................................................3
The negative impact from the human resource perspective............................................................4
Conclusion.......................................................................................................................................4
References........................................................................................................................................5

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Role of technology on human resource function
Technology plays an important role in the human resource function as it makes the work easier
for the HRM in terms of recruiting, hiring and selecting the employees. It is the function of the
human resource to hire and identify the new talent so with the use of the technology it becomes
easier for them to find the relevant candidate through the different apps (Stoilkovska, et al.,
2015). Different software can be used by human resources for making the recruitment procedure
and helps in interviewing the candidates by using mobile applications also. Technology has open
many doors for the companies for the data analysis and for the artificial intelligence which helps
the HR in making the jobs more technical and easy to access.
Technology plays an important role in the functioning of the human resource as it optimizes the
work process and also fulfills the goals of the company. The role of technology helps in enabling
to move from personnel management to business enablement (Islam, 2016). The key functioning
of HR is also to make compliance with the labor laws so with the help of the technology they can
evaluate the laws and regulations set by the government for the labor laws. The major human
resource function is stated below:
Recruitment and selection
The performance of the employees can be analyzed by HR through technology as it helps in
monitoring the performance of them and store the files to enhance the performance of the
employees. The HR contact the employees through the technology and does the recruitment by
taking the interview online and also helps in selecting the candidate by maximizing the HR
practices (Mao, et al., 2016). It becomes easy for HR to hire candidates with the help of
technology from any place. There are online recruitment is done by HR which helps them to
analyses employee performance by conducting the online exams and to evaluate the right
candidate. The efficiency of the business gets increased with the help of IT applications as it
advances the recruitment system.
Communication
Technology helps in making the communication more effective for HR. with the help of
technologies the HR can directly communicate to the employees through the mail or any other

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online sources. Even to get the responses from the employees also which helps in evaluating
reverts and the feedbacks of the employees (Nagendra and Deshpande, 2014). It is the role of HR
to fulfill the demands of the employees and with the help of the technology they have ensures to
fulfill that.
Training and development
The important function of HR is to provide training and development to the employees. So with
the help of the technology, the training facilities have also improved by HR as they can give the
training to the employees on the whiteboards and even provide training through the online
session. Technology offers ease of use which helps the employees in enhancing their
productivity by driven training delivers (Ahmed, et al., 2016). Technology helps the trainees in
maintaining the better for consistency and helps the developing the different learning styles. The
HR practices attain higher retention of the employees if the training given to them is effective so
technology helps the employees in adaptive learning.
Health and safety
It is the important function of the HR to provide the better working conditions and to keep up
with the standards and regulations so that health and safety condition can be maintained at the
workplace. By using the technology the health and safety conditions of the employees are
improved by the HR. technology has been used at the working place which helps in preventing
the injuries and fatalities of the employees (Stoilkovska, et al., 2015).
The positive impact from the human resource perspective
The HR contacts the employees through the technology and does the recruitment by taking the
interview online and also helps in selecting the candidate. HR's important role is to maintain a
good relationship with the other employees and to create a positive relationship with everyone
(Nagendra and Deshpande, 2014). So with the help of the technology relations with the
employees are improved by the HR practices as they can communicate with the employees
through different sources such as Email Watsapp and maintain an effective relationship with
them. Employee engagement has improved with the help of the technology as the options of the

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self-service are created for them. The HR practices become more efficient with the help of
technology and help in minimizes the problems in the company (Alami, et al., 2016).
The negative impact from the human resource perspective
To recruit the right talent is quite difficult as with the help of the technology the online exams
and recruitment is conducted so the personal interaction and their capabilities are not identified
by the HR. Technology possesses the threat to privacy so there are the chances of hacking the
relevant data and there are the chances that business agendas can be leaked (Mamoudou, et al.,
2014). By using technology such as computers, laptops by the employees, managers, HR of the
company can affect their physical health also such as neck strain, vision problem, etc. Using the
excessive level of technology can harm HR functioning as it leads to reduced efficiency.
Conclusion
From the above report, it is concluded that the role of technology is very essential in performing
the function of HR as it makes the work quite easy and effective. In this report, both positive and
negative aspects of the human resource perspective in the form of technology have explained.
Technology helps in making the communication more effective for the HR which has stated
above. Technology has open many doors for the companies for the data analysis and for the
artificial intelligence which helps the HR in making the jobs more technical and easy to access.
But there are also negative aspects stated in this report which is related to the technology
possesses the threat to privacy so there are the chances of hacking the relevant data and business
agendas can be leaked. There are certain functions performed by HR which has elaborated in this
report such as recruitment and selection, training and development, benefits and compensation,
communication, health and safety, etc.

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References
Ahmed, U., Majid, A.H.A. and Zin, M.L.M., 2016. HR Moderating HR: Critical link between
Developmental HR Practices and work engagement in a Moderated Model. Management
Review: An International Journal, 11(2), p.4. Available at:
https://www.researchgate.net/publication/334201153_From_HRM_to_E-
HRM_Contemporary_Developments_from_Scholarly_Work Accessed on 12 April 2020
Alami, R., Gorji, O.H., Asrami, M.S., Saravi, H.R., Soteh, M.J. and Ahangari, F.R., 2016. The
role of information technology (IT) in development and increase of the efficiency of human
resources. Journal of Social Science Studies, 3(2), pp.188-197. Available at:
http://www.ssbfnet.com/ojs/index.php/ijrbs/article/view/606 Accessed on 12 April 2020
Islam, M., 2016. Evaluating the practices of electronic human resources management (E-HRM)
as a key tool of technology driven human resources management function in organizations-a
comparative study in public sector and private sector enterprises of Bangladesh. IOSR Journal of
Business and Management (IOSR-JBM), 18(11). Available at:
https://www.researchgate.net/publication/311705144_Evaluating_the_Practices_of_Electronic_
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Organizations-A_Comparative_Study_in_Public_Sector_and Accessed on 12 April 2020
Mamoudou, S.E.Y.N.I. and Joshi, G.P., 2014. Impact of information technology in human
resources management. Global Journal of Business Management and Information
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https://www.ripublication.com/gjbmit/gjbmitv4n1_05.pdf Accessed on 12 April 2020
Mao, H., Liu, S., Zhang, J. and Deng, Z., 2016. Information technology resource, knowledge
management capability, and competitive advantage: The moderating role of resource
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at: https://daneshyari.com/article/preview/1025471.pdf Accessed on 12 April 2020.

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Nagendra, A. and Deshpande, M., 2014. Human Resource Information Systems (HRIS) in HR
planning and development in mid to large sized organizations. Procedia-Social and Behavioral
Sciences, 133, pp.61-67. Available at:
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Stoilkovska, A., Ilieva, J. and Gjakovski, S., 2015. Equal employment opportunities in the
recruitment and selection process of human resources. UTMS Journal of Economics, 6(2),
pp.281-292. Available at: http://utmsjoe.mk/files/Vol.%206%20No.%202/UTMSJOE-2015-
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