Human resources are the most essential and vital aspect of an organization's success. The main goals of HR in firms include attracting, selecting, motivating, and retaining qualified staff in an organization. While these roles have become extremely important, they have also expanded and changed over the last few years with the increasing application of technology in the field. HR managers now have the ability to perform traditional functions such as procurement and development in a more effective and efficient role. Technology has changes how HR processes are approached in regards to the collection, storage and dissemination of information concerning employees (Gaur, 2019). This has resulted in the mediating effect that HRM now has on the relationship between individuals and the organization. The increased use of information technology has had a significant impact on the increased efficiency of the recruitment, selection, and development processes of HRM.
Recruitment
One of the main objectives of HR is the attraction and retention of talented employees. Effective recruitment helps in enhancing the capabilities and diverse features of the workforce but also supporting increased innovation and creativity within the organization (Srivastava et al., 2018). The application of technology in recruitment has resulted in the function of e-recruitment, which involves the use of different forms of technology to attract applicants to an organization. About 90% of large organizations now utilize one type of technology (such as job boards) as a channel for advertising jobs and enabling potential workers to submit their online applications (Gaur, 2019).
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E-recruitment has been identified as attracting a more significant number of applicants in comparison to traditional recruiting technologies (Mishra et al., 2019). Hence, HR managers are able to assess the existing pool of potential employees to identify individuals that are most qualified and have the best fit for the organization. This process has also been identified as being more useful for attracting employees with higher levels of drive and achievement, which has a favorable contribution to the organizational bottom-line. The use of e-recruitment processes by HRM departments results in the improvement of the existing corporate image and attitudes of the current talent pool towards the organization.
Most organizations are now using interactive technologies for e-recruiting, which enhances the organizational image as having a favorable working environment (Mishra et al., 2019). These two-way communication processes have increased the diversity of the process as applicants from diverse backgrounds are accommodated. Generally, the application of IT in the recruitment function of HRM increases the ease of the process while improving access to qualified applicants. In the future, there is an expectation that recruitment will be more proactive and utilize social platforms for the scanning of individual profiles.
Employee Selection
Another objective of HRM is selecting the most qualified applicants from the applicants received while ensuring that there is a representation of diversity. E-selection is used to define the application of different forms of technology for the assessment of the level to which the knowledge and capabilities of the applicant correspond with the existing job requirements. Some of the forms of technology applied include web-based tests and interviews.
In this process, electronic job analysis enables experts to present data concerning job duties and worker requirements, and then collaborate to form an agreed description of the job and behavioral requirements for a specific position (Gaur, 2019). This form of analysis has resulted in a greater degree of comprehensive descriptions of jobs, and shorter periods of completions in comparison to the traditional analysis process. As already stated, firms are applying web-based application techniques that require applicants to submit their applications on online platforms. The keyword screening system is then used for the determination of whether the employees have the qualification for the position. This keyword screening system, when based on the profile detailed by the electronic job analysis, ensures that the HRM function identified the best fit to the existing position. This reduces the time and costs associated with going through hundreds of applications that the organization may have received from potential employees (Srivastava et al., 2018). It also minimizes any bias that may be associated with the traditional selection of the applicant by an HR employee.
HRM departments are now utilizing different IT applications to carry out job-interviews (face-to-face, telephone, and videoconferencing). This has enabled the collection of rich information despite the geographical disparity that may exist between the interviewer and the interviewee. Other HR managers use virtual applications to structure work samples that evaluate the capability of the applicant to conduct the tasks and duties that will be required for them. These samples can also be utilized to provide the potential employee with a realistic preview of what they should expect if they work for the organization (Srivastava et al., 2018). For example, the HRM function in Toyota uses online work samples for its hiring process. This ensures that there is a proper evaluation of the potential employee before they are hired. E-selection has been essential in helping the HRM industry achieve its goal of hiring individuals with the best organizational fit.
Employee Development
Another function of HRM is enhancing the knowledge, and capabilities of workers by training and developing them. Several technologies are now available for use by HR managers who are focused on delivering and managing the training process. Referred to as 'e-learning' or 'e-training,' these applications vary from the provision of training materials on online platforms to the use of different technologies for the delivery of course content (Skudiene et al., 2020). For example, virtual simulations are used by several organizations as a platform for the delivery of training content.
E-learning acts as one of the most considerable innovations in the training and development of employees. Most firms now use online platform to conduct their training activities (Mishra et al., 2019). Moreover, e-learning presents a greater level of flexibility, efficiency, and accessibility for the staff involved in the training programs. It also facilitates the reduction of costs associated with HR training processes
The use of e-learning has been identified as also being essential in ensuring knowledge gain and satisfaction of employees during the process. The satisfaction of trained employees is linked to their level of motivation after they have been trained. Most employees exhibit a high level of satisfaction with e-learning processes through the convenience associated. As most e-learning processes are highly interactive, employees are able to directly seek support when they can, which increases their experience through the process. Furthermore, through the use of applications such as simulations, the utility of the training can be observed. Employees are then able to perceive the process as being important and are more invested in the gaining and retention of new information.
Conclusion
Over the years, the HR industry has experienced considerable growth with the increasing implementation of IT functions. This can be specifically observed in the recruitment, selection, and development of employees. In employee recruitment, the application of IT platforms has ensured that there is increased access to a greater volume of applicants while also enhancing the diversity associated with the recruitment process. E-selection has enabled HRM to be highly specific on work requirements, along with efficiently screening applicants for the hiring of the most qualified employees. Lastly, the use of e-learning in employee development has enhanced the degree of employee satisfaction with training processes while increasing the ease of their development. Hence, the implication of technology on HRM can be identified as increasing the efficiency of existing functions while reducing associated costs.
References
Gaur, A. (2019). A Paradigm Shift from Human Resource Management (HRM) to Electronic Human Resource Management (E-HRM)-A Review. Journal of the Gujarat Research Society , 21 (11), 80-88.
Mishra, S., & Kumar, S. P. (2019). E-recruitment and training comprehensiveness: untapped antecedents of employer branding. Industrial and Commercial Training .
Škudienė, V., Vezeliene, G., & Stangej, O. (2020). Transforming human resource management: innovative e-HRM value creation for multinational companies. In Innovation Management . Edward Elgar Publishing.
Srivastava, P., & Bhardwaj, A. (2018). Comparative analysis of effectiveness between E-HRM and traditional HRM.
