Why And How Has Human Resources Changed Due To Technology

Why And How Has Human Resources Changed Due To The Technology Revoluti

Why and how has human resources changed due to the technology revolution? What have been the main implications for HR Departments? If you were asked to define HRIS, what would be your response? Why? Lastly, search the Internet or our library for some of the technologies that have changed the technology in HR over the last 50 years.

What is the technology, why was it invented and how did it help improve HR functions? Cite your sources. Instructions : Your initial post should be at least 250 words.

Paper For Above instruction

The human resources (HR) function has undergone a profound transformation over the past fifty years, largely driven by technological revolutions. These changes have fundamentally altered how HR departments operate, interact with employees, and contribute to organizational success. At the core of this transformation is the advent of Human Resource Information Systems (HRIS), which serve as integrated platforms that automate and streamline HR functions. An HRIS is a comprehensive software solution designed to collect, store, manage, and analyze HR data, consolidating various HR activities such as payroll, recruitment, benefits administration, and performance management into a unified system (Barney & Wright, 1998). Its primary purpose is to increase efficiency, reduce manual errors, and facilitate strategic decision-making based on accurate data (Cascio & Boudreau, 2016).

The impact of technology on HR is multifaceted. For example, the introduction of computer systems in the 1960s marked the beginning of digitizing employee records and payroll processing, replacing manual, paper-based procedures (Murphy et al., 1999). This shift not only improved accuracy but also decreased processing time and costs. The subsequent development of the internet and cloud computing further revolutionized HR operations. Online recruitment platforms like LinkedIn and Indeed have expanded talent pools, making recruitment more efficient and accessible globally (Strohmeier & Parry, 2014). Cloud-based HRIS solutions enable real-time data access and remote work management, increasing flexibility and responsiveness in HR processes (Haines III & Olson, 2019).

Other significant technologies include AI-driven recruitment tools that use algorithms to screen candidates, reducing bias and increasing hiring accuracy (Leighton & Morris, 2020). Artificial intelligence and machine learning also facilitate personalized learning and development programs by analyzing employee data to recommend tailored training (Langer et al., 2018). Additionally, mobile HR applications allow employees to access their benefits, request time off, and communicate with HR from their smartphones, promoting employee engagement and satisfaction (Bersin, 2017).

In conclusion, technology has profoundly reshaped HR functions by automating routine tasks, enhancing data management, and enabling strategic decision-making. The continuous evolution of HR technology—spurred by innovations such as HRIS, AI, and cloud computing—has made HR more strategic, efficient, and aligned with organizational goals. As technology continues to advance, HR departments will increasingly leverage these tools to foster a more agile, data-driven, and employee-centric workplace (Ulrich et al., 2012).

References

  • Bersin, J. (2017). The HR Technology Market ShapeShifts. Bersin by Deloitte. https://www2.deloitte.com
  • Barney, J., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31-46.
  • Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
  • Haines III, S. G., & Olson, J. C. (2019). Human Resource Information Systems: Technologies for Strategic Human Resource Management. Routledge.
  • Leighton, A., & Morris, J. (2020). Artificial Intelligence and Recruitment: Opportunities and Challenges. Journal of Business Ethics, 162(2), 107-121.
  • Langer, M., et al. (2018). The Future of Learning & Development: Analyzing the Impact of AI and Data-driven Personalization. Journal of Innovation Management, 6(2), 44-59.
  • Murphy, K. R., et al. (1999). Introduction to Industrial/Organizational Psychology. Routledge.
  • Strohmeier, S., & Parry, E. (2014). HRM in the digital age – digital opportunities and challenges. German Journal of Human Resource Management, 28(2), 123-147.
  • Ulrich, D., et al. (2012). HR Transformation: Building Human Resources From the Outside In. McGraw-Hill.

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