Technology requirements in Human resource management

Technology requirements in Human resource management

Technology has completely redefined the role of human resource management in an organization. Recent technological advances have transformed the sourcing of human resource management. This is right from  career development, staffing systems and training systems that have been deployed by an organization to increase competency and management that will result in the efficient productivity of the employees. The technologies that are being used in the HRIS system include web-based applications, e-recruiting, enterprise portal, and e-learning.

Apple Inc. is a multinational corporation that offers consumer electronics, personal computer and software’s for computers. The company has aimed at increasing the productivity of their employees (Hunt,2014). The strategic role of their HR is to ensure that their employees can access data that is important to them to increase their productivity in the company.  This has enabled them to make effective decisions that have benefited the organization in their delivery to their consumers.

The paper, therefore, will assess the technology requirements that Apple Inc has implemented in human resource management to manage the staffing systems, training systems and career development systems that have enabled increase competency and manage the employees’ productivity.

Apple Inc

The staffing systems are the complex process in the organization that requires a lot of expertise in management. (Katou et al ., 2007). An organization is required to establish mechanisms that can be used to control and manage the staffing system. This is because the staffing system is the most crucial part of the organizational arrangement. The company has used HRIS which is an intersection of information technology a human resource. This has allowed the activities of the human resource to occur electronically. Through HRIS, the company has been able to the acre for some activities such as staffing system. This software has offered online solutions for the company through data entry and data tracking.  This has enabled the company to automate their management, payroll and accounting activities through the employee’s data.

The HRIS in the company has consisted of two major subdivisions which comprise of the employee information systems, position control systems. These systems are used to record the details of the employees, identify the position of the employee and the performance appraisal information. These assist the human resource professional to understand the requirements regarding the employee information.

Social media has been the most important resource that the company has used to enable their employees to learn more about their profession and industry (Hunt,2014). The organization has encouraged their employees to join various outlets that have enabled them bee in tune with the field of their work. The company has talent management programs that have provided a solution for companies that will provide impactful and accurate direction for the members. Through the social media, the company can share information through discussion forums, documents, and blogs. The company has also utilized the wearable technology that has enabled the employees to stay connected and has also improved the management of the company.  Wearable technology has enhanced increases productivity and benefit of security and incentive of the employees. The company has also allowed BYOD (Bring your device) that has enabled them to work smarter (Hunt,2014). The staffing system of the company has established Bring your technology that has ensured proper measures that have been put in place for employee engagement.

As technology advances, the nature of training and career development in companies have changed (Katou et al ., 2007). For instance, the Apple company has established computer generated training and virtual training techniques that have been more effective and efficient in the company.  Computers have been used in the company to support the traditional training techniques. Training and career development are important in an organization because they constitute both the employee performance and morale. These have included the multimedia learning and e-learning that has involved the computer for specific training needs.  The company has also utilized the internet and web-based training due to the increased use of the internet. Individuals and groups within the organization have utilized the internet to pass information and transport training programs.  Through offering training programs, they can improve their skills. Through training the current employees, an organization can create future leaders and effectively move up the organizational (Katou et al ., 2007). The company has also utilized the adaptive learning methodology that has enabled the individuals in the company to learn at their own pace. This has been important for the young individuals that are getting into the workforce for employee engagement and retention. This has enabled build confidence for the employees and improve their expertise.

Technology in the human resource has evolved through the use of HR information system (HRIS) in most organizations. The effective use of technology has been a key determinant in the successful management of employees in the human resource. This has revolutionized the operations of the Human resource regarding staffing system, recruitment, and management of employees. The company should also utilize intranet as a popular computer-generated training that has been established in most companies.  The intranet is used via the company portal that is used by the employees to share information (Faraj et al ., 2012) The Intranet has improved the workforce productivity through training the employees hence reducing the time to complete operations and has also improved communications. Despite the company utilizing the social media it is still not utilizing video and micro-blogs that are also effective regarding learning functions.

During recruitment, technology has also aided E-recruitment web portals that are used by employers to post the positions that they need for specific tasks. The company also needs to utilize tools such as the Computerized performance and monitoring (CPM) used to monitor the employee performance of the company. Telecommunicating in the organization can help increase the productivity and improve employee satisfaction in the company.

Conclusion

The human resource domain has evolved over the last decades due to foraying in of technology that has changed and reshaped the operations in the domain. This has covered the various sections of human resource that include staffing system, career development and training systems in organizations. This paper has been able to analyze the Apple company about technology requirements for the effective productivity of the employees. Their technologies include the Social media, HRIS, wearable technology, bring your own device technology and E-learning. There are other technology requirements that can be utilized by the company to ensure that their employee’s productivity I improved and that their management is processed technologically. These include the CPM, E-recruitment, telecommunicating, intranet, microblogs and videos. This will allow the HR professional to enhance the skill of their employees and the job satisfaction. The utilization of It tools is not only helpful to the goals of the company but also influence the changes in employee’s productivity.

It is important for the company to utilize technology in human resource management to improve the general productivity of the employees.

References

Hunt, S. T. (2014). Common sense talent management: Using strategic human resources to improve company performance. John Wiley & Sons.

            Katou, Anastasia A., and Pawan S. Budhwar. “The effect of human resource management policies on organizational performance in Greek manufacturing firms.” Thunderbird international business review 49.1 (2007): 1-35.

Faraj, Samer, and Bijan Azad. “The materiality of technology: An affordance perspective.” Materiality and organizing: Social interaction in a technological world (2012): 237-258.

 

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