The role of technology in Human Resource
Sat, Jan 9, 2010
HR in this piece of writing is taken to define ‘Human Resources’ not ‘Human Rights’ although logically speaking technology does play an important role in human rights and human resource is in essence similar to human rights in that both involve human beings (an example being yours truly!) and rights (employee rights). When we speak of technology, we will focus on Information Technology (computers, web, software) rather than hardware (as technology does also include this category of mechanical artifacts!) since IT is commonly referred to as Technology.
Human Resources are a term that is used in relation with how organizations (companies, firms, institutions) manage their existing employees, clients as well as prospective clients and employees. As an example, the person who co-ordinates your interview and selection process when you apply for a job are a HR Officer and his/her department is known as ‘human resources’. Thus HR is involved technically in all aspects of human interaction that an organization participates in.
As an organization increases in size in terms of employees and clients, it gets harder and harder to effectively manage all aspects of HR through traditional methods; ‘atechnology’ methods in essence that involve a lot of paperwork. This in turn leads to a decrease in efficiency in terms of the performance of an organization. In short there is no order; and when order is erased an organization is like a ship with a small hole – it starts sinking slowly and slowly – and before you know it, the ship is gone.
Technology, on the other hand, allows you to effectively manage your ‘virtual paperwork’, including records, finances and what not. Technology is after all a tool that allows for easy, flexible and efficient management of your resources – in HR’s case ‘human beings’ where clients and employees (hopefully!) fall into this category. Take the most common example; accepting and managing job applications. A long time ago (so long that we have lost count!) prospective applicants mailed their CV’s along with copies of necessary documents. HR departments were therefore ‘flooded’ with applications (thousands!). Imagine having to go through all the applications, selecting proper ones and then contacting prospective applicants for interviews – an incredibly difficult and time consuming task with a low efficiency. In the presence of technology, this ‘flood of applications’ comes in as ‘email’. A neat, clickable list is present in an email address. The emails contain attached CV’s. CV’s are downloaded, viewed – and those that are deemed worthy are printed out. The HR department then sits in a room (which also uses technology to power the air conditioners/fans/heaters, lights!) and easily goes through the CV’s. Prospective applicants can then be emailed back or if phone contact is preferred, computers can be ‘tweaked’ to be used to call/answer phone calls. Simpler than ABC!
Thus, technology results in a more efficient management process, is less costly (at times zero, since email is free with a capital F!) and requires a smaller workforce (something the labor unions don’t like!). It covers all aspects of management from PR to Finance to Data Management. In fact, an organization minus technology is like a human being without a brain, dead or possibly a zombie!
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Tags: Human Resource, role of technology in Human Resource, Technology
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