Impact of Technology Advancement on Human …

1 Kamal and Ashish Kumar44 IJAMHI nternational Journal on Arts, management and Humanities2(2):43-47(2013)ISSN No. (Online): 2319 5231 Impact of Technology Advancement on Human resource PerformanceKamal* and Ashish Kumar**Department of management , MDU Rohtak, (HR)**Haryana School of Business, GJU S &T, Hisar, (HR)(Received15 October,2013 Accepted02 November,2013)ABSTRACT:Computers have simplified the task of analyzing vast amounts of data, and they can beinvaluable aids in HR management , from payroll processing to record retention. With computerhardware, software, and databases, organizations can keep records and informationbetter,as well asretrieve them with greater Technology (IT)asastructuralfactorandinst rumenttransformsarchitectoforganizations ,business processes and communicationandisincreasinglyintegrated intoHuman resource IT has impacts on HRatthesametimemanagers,employees,custom ers and suppliers increasetheir expectancies for HR functions.

2 The importance of knowledge and Human capital make extrasupression on HR functions and the arrival ofinformation Technology , Human resource management practices are changed. The present paperintroduces a number of observations on the applications of information Technology (IT) in the field ofhuman resource management (HRM) in general. The Human resource management necessary to meet thenew conditions and find So that the capacity utilization of information Technology can provide, Humanresources will improve performance.

3 In this paper is a brief history of bothinformation Technology andhuman resource management provides And the Impact and consequences of information Technology onhuman resource management functions explain. The conditions and opportunities in Human resourcemanagement provides IT application, has been :Information Technology , Human Resources management , Organization Structure, humanresource management (2006),HRfunctionis allmanagerialaction carriedout at any level regarding theorganization of work and the entry, development and exit of people inthe organization so that theircompetenciesareusedattheirbestinord ertoachieve corporate objectives.

4 Itincludestheactors as well as managers are facing many challenges in present business scenario like Globalization workforce diversity,technological advances and changes in political and legal environment change in information Technology . Allthese challenges increase the pressure on HR managers to attract, retain and nurture talented and Ashish Kumar45HR professional can t ignore these challenges rather they ought to be line to design and execute innovativemechanisms of developing skills and competencies of Human resources to prepare them to accept the advances is a challenging task of adapting workplace to rapid technological changes whichinfluence the nature of workand generate obsolescence.

5 Advanced Technology has tended to reduce thenumber of jobs that require little skill and to increase the number of jobs that require considerable skill, a shiftwe refer to as moving from touch labor to knowledge work. Thereis new working Technology . In this situationorganizations have to change it Technology . New Technology creates unemployment and in other hand, therecomes scarcity of skilled manpower. Like this, technological change brings difficulties and challenges inorganization. Globalization WorkforceDiversity Changesinpoliticalandlegalenvironment ChangesintheEconomicEnvironment MobilityofProfessionalPersonnel RevolutioninInformationTechnology.

6 TechnologicaladvancesInformationTechnolo gy(IT)asastructuralfactorandinstrumenttr ansformsarchitectoforganizations, businessprocessesandcommunication,andisi ncreasinglyintegratedintoHRM. While IT has impacts on HR, at thesametimemanagers,employees,customersa ndsuppliersincreasetheirexpectanciesforH Rfunctions. of Information Technology on HR Function New skills required Downsizing Collaborative work Telecommuting : Internet and intranet revolution Businessenvironmentalchange Development of Technology Service is an HRIS?Afterreviewingthemanydefinitionsofa nHRIS,Kavanaghetal.

7 (1990)definedit as a system used toacquire , store,manipulate, analyze, retrieve anddistributeinformationregarding an organization s humanresources. AN HRIS isnotsimplycomputerhardwareand associatedHRrelated an HRIS includes hardware andsoftwaresoftware,it also includes people, formspolicies and procedures and data. The purpose of HRIS is toprovide services in the formofaccurateandtimely information to theclints of the system. As there are a varietyofpotentialusersofHR information, it may be usedfor strategic, tactical and operational for needed employees in merger); to avoid litigation ( to discrimination proble in hiring);toevaluateprograms,policies orpractices( ,toevaluatethe effectiveness of a training program and/or to support daily operations ( to helpmanagers tomonitortimeandattendanceoftheiremploye es).

8 REVIEWIn this paper, the main focus on how modern Technology is helping in ensuringeffectivenessof HR resource Information System (HRIS) is an opportunity for organizations to make the HR departmentadministratively and strategically participative in operating the organization. The main objective is tounderstand the extent to which HRIS is being used in increasing the administrative and strategic functions of theHR department. For this purpose, we have conducted a survey of 18 HR Managers from various privatecorporations operating in Lahore, Pakistan.

9 The results show that HRIS is positively used as a tool to achievegreater administrative efficiency by adding value in the department. However, all of its benefits are difficult oquantify. HRIS utility as a strategic tool is still not been fully recognized, andthis is preventing the system to beused to its fullest potential. Suggestions and recommendations are provided. Usman Sadiq, Ahmad FareedKhan, Khurram Ikhlaq(2012).Strength of a nation is now measured based on the level of Technology itpossesses and with the technovation ( Technology and innovation) is the key for growth of the organization.

10 It is the single mostimportant factor that drives organization. Organizations are likely to sustain that are able to identify consumerpreferences, predict market trends, innovate new products and produce world class product and and Ashish Kumar46In this scenario, there is a need to clearly identify new Technology , modern manufacturing processes,ensure quality in production and improveskills of the employees so that they are able to adapt to newenvironment. By doing so organizations are expected to improve upon their knowledge managementfunction.