Information Technology refers to a wide range of technology forms applied in the creation, exchange, storage and general use of information in various forms. It is a structural aspect as well as a transformational instrument used to align different industrial sectors with the current technological dynamics. Information technology is applicable in all departments of business organizations, including in human resource management. By integrating Information Technology in the management of human resources, it brings tremendous impact. The human resource management profession deals with coordinating all the people who play a critical role to guarantee the proper running of an organization. The discussion in this paper seeks to prove that the integration of Information Technology in human resource management has a tremendous impact.
The Use of Information Technology in Human Resource Management
The integration of Information Technology into the human resource management profession looks forward to enhancing the delivery of all the services related to every practice and activity under the human resource management domain (Ulrich, Younger and Brockbank 829). In the today’s world, the incorporation of Information Technology in human resource management surfaces can be easily noted from the observation of the information systems incorporated in that profession. One example of Information Technology applications in the human resource profession is the Human Resource Information System (HRIS).
HRIS refers to an integrated computer system that incorporates the technique of acquiring, storing and analyzing data for the purpose of making the best decisions in the human resource management profession. Ideally, HRIS represents a dynamic employee database that features demographic and performance information (Ulrich, Younger and Brockbank 829). While applied in the human resource management profession, HRIS provides ample information with regards to a company’s employment status, staffing and selection, employment procedures, performance appraisal, the corporate structure, job descriptions and individual improvement, among others. All the above data is very useful to the human resource management profession – both in its complex and in its pure forms.
The Impact of Information Technology on Human Resource Management
The application of Information Technology in the human resource management profession gives rise to several notable effects. The most significant effects include the following.
Improving the Ability to Structure Strategic Human Resource Decisions:
The primary role of the human resource management profession is focusing on the alignment of every human resource activity with the core decisions of an organization. In light of the above, Information Technology features as a perfect tool in helping to arrive at the most strategic decisions (Quinn and Brockbank 478). Information Technology helps the human resource management professionals to interpret, develop and implement transformational strategies with the highest levels of articulation.
Enhancing Knowledge Management:
In the human resource management profession, knowledge management refers to the systematic process applied to the acquisition, synthesis, capture and use of information for the purpose of arriving at the most optimal human resource management decisions (Tafti, Mithas and Krishnan 11). Knowledge management surfaces as a natural extension of Information Technology systems such as HRIS. By integrating Information Technology in natural knowledge management, the human resource management professionals acquire the ability to prevent the loss of knowledge. The rationale for the above finds its basis in the fact that even if an employee quits, the integrated Information Technology systems will remain with all the useful knowledge from the employee.
Improving Management Competency:
The integration of IT enables the human resource management professionals to access a big candidate pool during recruitments. The bigger the pool, the higher the chances of getting very qualified personnel (Quinn and Brockbank 477). The main reason for the above comes from the fact that by using Information Technology in the recruitment process, human resource utilizes features such as online recruitment and vacancy advertisement. In addition to the increment incompetency, online recruitments also take short periods of time and involve fewer resources in terms of labor and finances.
Improving communication stands as one of the hugest Impacts of Information Technology on the human resource management profession. Across various other departments and industries, Information Technology features as an optimal tool for the most optimal collaboration and communication. The above rationale finds a basis for the kind of communication tools featured under Information Technology dynamics (Ulrich, Younger and Brockbank 830). The communication resulting to the above include instant messaging applications, electronic mail, video conferencing, and teleworking facilities. The integration of the above Information Technology tools help the to improve the aspect of participative decision making since every member of the human resource profession can use web and other internet based technologies and applications to share their piece of mind in the general decision making processes.
Increasing the Efficiency of Work:
Work efficiency is a primary determiner of business performance. Integrating Information Technology tools helps the human resource management professionals to create effectively standard activity routines. The creation of standard methods helps the human resource management professionals to lay much emphasis on information interpretation instead of administration activities. As a result, the human resource management professionals end up with a database of information which is useful for analyzing and evaluating complex human resource management issues smoothly and efficiently. HRIS is a vital Information Technology tools used by the human resource management professionals to improve efficiency as stipulated above (Ulrich, Younger and Brockbank 829).
In light of all the above, it is clear that the integration of IT is well embraced in the human resource management profession just like it has in others. However, the most important thing is that its integration has not been in vain. The application of various Information Technology tools in the human resource management professions enjoys very positive impacts.
Quinn, R, and W Brockbank. ‘The Development of Strategic Human Resource Professionals at BEA System’. Human Resource Management 45.3 (2006): 477-494. Print.
Tafti, A, S Mithas, and M Krishnan. Complementariness between Information Technology and Human Resource Practices in Knowledge-Work. New York: WISE, 2009. Print.
Ulrich, D, J Younger, and W Brockbank. ‘The Twenty-First Century HR Organization’. Human Resource Management 47.4 (2008): 829-850. Print.
Before you go, you are invited to support a noble cause on IndieGoGo: