Role of IT in HRM

This report suggests the pervasive requirement of IT tools in HRS processes and E- recruitment in an enterprise can bring increased productivity and cost effectiveness. Basically, the availability of information technology(alt) has not been the problem, but its identification, partition and procrastination by HRS mangers to support their HRS initiatives. There are three ways in which IT can impact human resource management I. E Operational, Relational and transformational. Application of IT in HRS can help human capital to achieve competitive advantage.

E-recruitment(online recruitment)is also a cost effective strategy. It attracts a diversified pool of employees with less expenditure on advertising. Though. The quality of candidates attracted by E-recruitment is either equivalent or less than the other sources of recruitment . Therefore, it is not the most effective source. Through a questionnaire techniques, an analysis of both IT and E-recruitment has been conducted on HRS processes of an information engineering company.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

Results has shown the immense effectiveness of IT in HRS and the company stands out as an successful enterprise. Surely, it has reduced the burden of human resource management. Role of IT HARM: Now a days, top leaders fully realize the power of information technology tools can help them reach business targets. The utilization of IT tools in the business helps to define business goals and also optimize the work processes. The contemporary studies constantly confirm contribution of IT tools in Human Resource area I. To accomplish tasks assigned to HRS using IT capabilities. IT encompasses a wide range of tools hardware (from word-processing programs to expert system),software (from main-frames to incomprehensibility and work stations. The vast majority of firms as made use of HARM to transform HRS functions. IT within HRS stores and retrieves large amount of information quickly and inexpensively to institutionalize organizational knowledge. Lately, IT in human resource processes has been the centre of attention for employers in every organization.

IT can be a potent weapon for lowering administrative costs, increasing productivity, speeding response time, improving decision making, and enhancing customer service. Ultimately, IT can provide data and communications platform that helps HRS link and leverage the firm’s human capital to achieve competitive advantage. Furthermore the overwhelming majority of HRS departments have never used their systems for strategic purposes. The problems tend not to be with the availability of IT for HRS application.

Indeed, virtually all of the technology needed to compete in the twenty-first century is readily accessible today. Rather, the evidence suggests that senior managers do not have a workable framework that conveys how IT can be leveraged to exploit its full benefits with HRS. The study called “Effects of HARM practices on IT usage” (Lee, 2009) shows that organizations use technologies for HRS field such as employee participation, Leary defined Jobs and extensive formal training.

We describe three basic ways in which IT can impact HRS: First, the operational impact of IT; that is, alleviating the administrative burden, reducing costs, and improving productivity internal to the HRS functions itself. The strong administrative component of HRS makes it a logical candidate for automation because cost reduction and increased productivity have been pre-eminent goals of HRS Second, the relational impact of IT; that is, providing managers and employees access to the HRS databases, simultaneously reducing response time, and improving revive levels.

It supports HRS related decisions by increasing ability to communicate with others in corporations. Third, the transformational impact of IT; that is, organizing human interaction to create virtual teams and more flexible network organizations. In environment characterized by uncertainty and intense rivalry, many companies are scrambling to reinvent themselves. Trends toward restructuring, reengineering, outsourcing and strategic alliances all represent efforts by organizations to change the way they do business.

IT plays a pivotal role in this transformation. B. E-Recruitment: It is the process involving tasks like finding, attracting, assessing, interviewing and hiring new personnel using technology and web-based services. Online recruitment provides a large pool of employees and facilitates the selection process. The online promotion of an organization as a desirable place to work, through the corporate website or other venues, is one element of e-recruitment. Due to the fact that E- recruitment has a “virtual” nature.

Information gathered suggests two sources: Off- line sources: Specialized magazines in e-Recruitment ,New Technologies and the economy, National and International. On-Line sources: Corporate Web pages for multinational companies Web pages of research centers located in Business Schools and Universities Large Portals and search engine Advantages are: Cost effectiveness because of less expenditure on advertising, generates wider geographic pool of employees and potential candidates feel easier to access the company they desire to work for.

Disadvantages are: Unguarded outcome: There is no guarantee that company will find what they need out of candidates Time consuming assessment: It makes it time consuming to sift wrought lot of C.v. to reach the candidates ultimately having the skills Standardized formats: Qualified candidates that may not be allowed to demonstrate their skills and talents due to inhibitions put in place by standardized formats is definitely not fairly evaluated. II. ‘ENGINEERING: A. Introduction: engineering is a privately owned global information-engineering firm, founded in 1999.

The firm was established with the intention to provide the most best and proficient offshore services in the field of information technology. ‘Engineering is an ISO 9001 :2000 certified company with the mission to provide cost-effective quality illusions and the most reliable software development, quality assurance and technical support services to the enterprises worldwide. engineering perceives technology at high spirits. engineering is always there to back its customers right from the idea to the delivery, maintenance and support of solutions.

The company envisions of becoming the leading provider of software services , while sustaining a balance between quality, cost and time. B. Role of IT in HRS and E-recruitment: On interrogating the HRS manager, Seed M Eczema, of the firm about the processes hey follow, he mentioned that in order to keep the services efficient and UN-match able and processes transparent, engineering practices a range of IT procedures which are as follows: Recruitment of employees is done through online platforms like rose. PC and Pakistan Software Exports board database.

These are regularly checked for potential C.v. and then selected C.v. are transferred to the supervisors and the team leads who then make a list of candidates to be called at Scheduling Software. Training is provided on the Job and ISMS(eliminated security management system) Training, CACM(Capability Maturity Model Integration) and ISO 27000-27001 training procedures are followed. Trainings are provided in the large Conference Room with all state-of-the-art IT facilities like Large Screens, Computers, Internet and Server Access.

Job Description is available to each employee via server on their own computer system customized. It is arranged according to the seniority and experience of employees with respect to roles, rights and responsibilities. Online chat application with the organization and email notifications make it handy for employees to discuss their problems. There is a “Finger Printing Device” accessible by HRS manager and GM operations to take into account attendance and timing of each employee. Performance is accessed through activity sheet. Through this data Transfer , Promotion, Pay Roll Maintenance and Lay-off decisions are made.

Online Human resource portal on the company server keeps record of all the Compensation, Benefits and Services of Employees. Policy Initiation and formulation are all under ISMS procedure and company makes sure that each employee gets notified through company server and online portal. All employees work on their assigned computers customized according to their roles and rights. Through this records of Training and Development is made. HRS manager, well-equipped with IT knowledge, provides training to employees in the conference room to update skills inventory.

Here again, ISMS,COMIC and ISO 27000-27001 training procedures are followed. Organization Planning and Development are also headed by HRS Department under the same rules and procedures, all possible through IT. Ill. Recommendations: As the company itself is an software development/alt company so all the IT facilities are absolutely fitting according to the organization needs. It surely reduces administrative Burden, reduces cost and increases efficiency. As to the relational impact of IT in HRS,it provides remote access to the people inside and outside of the organization with increased connectivity and enhanced services.

There is zero paper work involvement and activities within HRS are more process based rather than person based. All the ISMS guidelines for procedures are available to each employee on the company server and in case of any change they are readily notified. The recruitment procedure is though very transparent and ensures equal employment opportunity as per ISMS procedures as yet but it is recommended that the company follows the new setoffs trends to ensure a pool of more specialized and talented potential candidates.

These are: Linked is a very popular online recruitment pool and allows employers to post Jobs, receive application, recognize and search for ideal candidates. Twitter: It enable employers to get the word out quickly when they are looking to hire. It allows to manage company’s image successfully, an important consideration for new hires. Video assessment tool: This tool takes the photo on a resume to the next level. It allows firms to preview shortlist candidates ahead of the interview process.

This tool is meant to save time for employer. Applicant Tracking Software: It allows employers to filter applicants based on their suitability for the position advertised. IV. Conclusion: Being cost-efficient in providing quality services through professional and talented work force is every company’s core mission and vision. Information Technology and web portals plays a requisite role in order to achieve the same. Eventually, the implementation of the innovative technology makes company the best to do business with and to do work for.

Leave a Reply

Your email address will not be published. Required fields are marked *

x

Hi!
I'm Melody!

Would you like to get a custom essay? How about receiving a customized one?

Check it out