Impulsion of Information Technology on Human Resource Practices

2017 ◽  
pp. 231-254
Author(s):  
ChandraSekhar Patro
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Work Force ◽  
Dynamic Growth ◽  
Impact Of Technology ◽  
Role Of It ◽  
The Impact ◽  
The Way

In recent years, adoption of Information Technology (IT) mechanism has had an intense effect on Human Resources (HR) processes and practices. IT has revolutionized the way in which the organizations execute their day-to-day activities, particularly in the HRM domain, where technology has redefined the way in which HR departments perform their operational, relational and transformational functions. Organizations have realized the emergent value of using IT in leveraging their Human Resource functions and the way they function in the market. Today the organizations are facing more challenges than they ever did due to the rapid and dynamic growth of e-businesses which has lead companies to seek greater opportunities to run HR functions more effectively by implementing technology in the HRM. The chapter provides a conceptual framework on the role of IT in HRM. It examines the impact of technology on HR practices and the factors influencing the effectiveness of human resource dashboards. It also investigates the effect of technology on organizational and work force productivity.

scholarly journals Improving the efficiency of human resources with the use of new technologies and reorganization process

2019 ◽  
Vol 9 (1) ◽  
pp. 31-38
Author(s):  
Arben Tërstena ◽  
Arta Jashari Goga ◽  
Bujar Jashari
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Business Processes ◽  
New Technologies ◽  
Work Process ◽  
Manufacturing Enterprises ◽  
New Information ◽  
The Impact

Information technology (IT) as a structural factor and instrument transforms the architecture of organizations, business processes, and communication which is increasingly integrated into human resource management (HRM). It is an important part of the human resources work process. IT is designed to support HR professionals at all stages of management. This paper is focused on analyzing how information technology affects the improvement of human resource efficiency. The survey was conducted in private enterprises in Ferizaj, region (Kosovo), through questionnaires. Twenty employees/managers of manufacturing enterprises were surveyed who were well informed about the role of human resources in general and the impact on the efficiency of information technology. The results of the empirical study show that the use of new information technology improves the efficiency of HR and enhances the performance of the enterprise.

scholarly journals THE ROLE OF HUMAN RESOURCE IN ORGANIZATIONAL PERFORMANCE IN THE AUTOMOTIVE INDUSTRY

2021 ◽  
Vol 37 (1) ◽  
pp. 19-28
Author(s):  
Endre Szabó ◽  
Katinka Bajkai-Tóth ◽  
Ildikó Rudnák ◽  
Róbert Magda
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Automotive Industry ◽  
Structured Interview ◽  
Training System ◽  
Preventive Action ◽  
The Impact ◽  
And Training

In the course of the research, we examined the impact of the selection and training system of a Hungarian automotive company on organizational performance, which together ensure the future development of the company. It contributes to the optimization of sales, purchasing and logistics processes, ensures customer satisfaction and the success of the company. In this fast-paced and globalized world, it is essential for companies to be aware that one of the most important factors of production is human resources themselves, whose proper selection and training are a key element in maintaining and developing economic competitiveness. Human resources play the biggest role in the operation of an economic organization. Process quality and process orientation reduce costs, increase profitability, and improve processes to always meet growing requirements. This is the basis of the quality strategy. Therefore, it consistently applies preventive quality assurance methods, learns from failures, eliminates the causes of mistakes without delays and transfers its experience to all areas of the company for preventive action. It is customer-oriented and strives for excellence in all areas, and thus makes it an obligation for everyone to aim for the highest level of customer service. Due to the special peculiarities and characteristics of the labor force, it cannot be compared to any of the production resources. Taking this as a basis, the human resource management used to be more of a functional purpose, while in recent decades human factors have become an essential source of competitiveness. The market operation and performance of an organization depends significantly on how we can select the most suitable workforce. We need to see what the strategic points that determine the role of HR are, and we are also looking for the answer in which direction the needs, expectations and professionalism given by the generational difference move the activities of human resources. The aim of the research is to get an answer to how the employees of one of the leading Hungarian players in the automotive industry perceive the importance of the selection and training of the workforce in maintaining and improving competitiveness. To this end, we used a semi-structured interview, with the help of which we evaluated the current selection and training processes in the light of competitiveness and made suggestions for the improvement and refinement of these processes.

scholarly journals Urgensi Pengelolaan Sumber Daya Manusia dalam Bisnis di Era Kontemporer

2018 ◽  
Vol 12 (1) ◽  
pp. 85
Author(s):  
S. Suparwi
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Business Environment ◽  
New Paradigm ◽  
Business People ◽  
Education Politics ◽  
Doing Business ◽  
Good Production

In today's globalization era companies be demanded must be able to compete with competitors who certainly not only sourced from domestic but also have to compete with competitors from abroad. The increasingly tight competition is what makes the business people must have quality human resources so that it has a good production process so that the productivity of the company can be realized. Human resources are key in every organization whether in the realm of education, politics, social, more so the business environment. although not as spaciously ancient time for its role in doing business activities but the role of human resources is quite significant and sometimes can't replaced in certain domain. Therefore, human resources as should be properly managed to function so always be productive and generate more profit for the company. Trend of human resource management in the contemporary era provides a new paradigm using information technology, so it’s very helpful in managing human resources.

scholarly journals Teknologi Informasi Memoderasi Pengaruh Pengendalian Intern dan Kompetensi Sumber Daya Manusia Pada Kualitas Laporan Keuangan

2020 ◽  
Vol 30 (3) ◽  
pp. 584
Author(s):  
I Nyoman Andi Susena ◽  
Ni Luh Supadmi
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Internal Control ◽  
Financial Statement ◽  
Quality Information ◽  
Regional Government ◽  
Government Officials ◽  
The Impact

The purpose of this research is to identify whether information technology moderate the impact of internal control and human resources competency in the financial statement quality. The Reseach was done to 28 regional government officials of Badung. The number of samples are 112 peoples. The technique that was used for the analysis is Moderated Regression Anlysis(MRA). The result of the test shows that internal control affects positively and significantly in the financial statement quality. Human resource competence does not affect the financial statement quality. Information technology strengthen the impact of internal control on financial statement qualityand information technology strengthen the impact of human reources competence on the financial statement quality. Keywords: Control; Competence; IT; Financial Statement.

IT Impact Analysis of Human Resource Management Model

2014 ◽  
Vol 1044-1045 ◽  
pp. 1764-1767
Author(s):  
Wei Zeng
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Experience ◽  
Impact Analysis ◽  
Rapid Development ◽  
Management Model ◽  
The Impact

With the rapid development of modern science and technology, Information technology has been widely applied in human resource management, human resource management which also had a significant impact model. Combined with practical work experience, the first of human resources and information technology a brief introduction, and then change the information on human resources management model were brought forth, and finally the impact of information technology on human resource management brings to detail analysis, I hope this study can provide some help for the relevant personnel.

scholarly journals EMPLOYEE PERCEPTION TOWARD THE IMPECT OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT

2017 ◽  
Vol 5 (7) ◽  
pp. 298-308
Author(s):  
Vinay Saxena ◽  
Rohit Sharma
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Information System ◽  
Human Resource Management ◽  
Human Resource ◽  
Resource Information ◽  
Communication Processes ◽  
Main Components ◽  
Role Of It

Human Resource Information technology is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting, recruiting selecting and many others. In the present time the role of IT in HRM is very wide and special An IT in HRM generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. An IT in HRM offers HR, payroll, benefits, training, recruiting and compliance solutions Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests. An IT in HRM  also facilitates communication processes and saves paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork. An affordable Human Resource Information System allows companies to manage their workforce through two powerful main components: HR  & Payroll. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences.

scholarly journals Parental Responsibility, Hyper-parenting, and the Role of Technology

2016 ◽  
Author(s):  
Jonathan Herring
Keyword(s):  
Genetic Enhancement ◽  
The Political ◽  
Parental Responsibility ◽  
The Law ◽  
Impact Of Technology ◽  
The Impact ◽  
The Way

This chapter explores the impact of technology on parenthood. It draws out some of the themes raised by the genetic enhancement debate, arguing that they reflect some of the current themes in contemporary parenthood. Particularly pertinent is the phenomenon of hyper-parenting, which itself often relies on technology to enable surveillance of children. It is argued that this practice reflects the political and popular rhetoric around conceptions of parental responsibility, which has been picked up and reinforced in the law. The chapter concludes by arguing against an overemphasis on the power that parents have over children to train them to be good citizens and argues for a relational vision of parenthood, recognizing also the power that children have over adults and the way that children can shape parents.

Human Resource Development and Technology Integration

2012 ◽  
pp. 391-407 ◽  
Author(s):  
Jia Wang
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
First Century ◽  
Organizational Life ◽  
Technology Applications ◽  
Impact Of Technology ◽  
The Impact

In the information age, technology is rapidly becoming an integral part of organizational life. Ever increasing technology applications have significantly reshaped the day-to-day practices of human resource development (HRD). This chapter explores the role of technology in HRD. Specifically, it addresses three issues. First, it identifies the challenges that technology has brought to HRD in the twenty-first century. Second, it analyzes the impact of technology on HRD practices with a focus on emerging HRD practices in virtual environments. Third, it provides insights into the future of virtual HRD in training and development, organizational development, and career development.

An Empirical Study of Knowledge and Organizations

2011 ◽  
pp. 49-59
Author(s):  
Andrew Doswell ◽  
Vivien Reid
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Investigation ◽  
Postal Questionnaire ◽  
Market Capitalisation ◽  
Role Of It

An empirical investigation into perceptions about the handling of knowledge in organisations. The findings are based on replies to a non-random postal questionnaire based survey. The respondents were the senior human resource management (HRM) and information technology (IT) specialists at the 60 largest Scottish companies (as measured by market capitalisation). The findings in the main confirm both ideas in the literature in general and the findings and conclusions from previous studies including Alavi, and Leidner (1999). In addition some new aspects are reported which can be construed as showing support for the idea of professional groupings holding onto knowledge and for the existence of ambivalence towards the emphasis placed on the role of IT in conducting KM.

The Impact of Information Technology on Practicing Human Resources Management in the Public Sector in the United Arab Emirates

2020 ◽  
Vol 17 (1B) ◽  
Author(s):  
Alaa Aldin Al Athmay ◽  
Saadat Alhashmi ◽  
Rafat Abdul Rahim
Keyword(s):  
Information Technology ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource ◽  
United Arab Emirates ◽  
Human Resources Management ◽  
Initial Attempt ◽  
Resources Management ◽  
The Public ◽  
The Impact

Abstract This study investigates the impact of Information Technology (IT) on human resource functions of the United Arab Emirates (UAE) public sector organisations. This paper presents the results of a survey of human resources directors (HRDs) in the public sector organisations in the UAE. It is an initial attempt to provide a case study of information and services provided by IT, primarily Web-based self-service, in the human resource function. HRDs was asked about their perceptions on the effectiveness of human resources information systems (HRIS) for their organisations. The results were positive and showed that the scope of HRIS is broad, with almost 28% and 30% of employees contacting HR through email and the Web, respectively. In terms of the perception of HRDs of the impact of HRIS, operational impacts such as the automation of record-keeping, alleviation of administrative burdens, and improving HR efficiency are significant.Concerningthe relational aspect, respondents were clear about HRIS roles such as a reduction in response time and improved service quality but they doubted that HRIS enhances the organisation’s ability to attract top talent, improves awareness or relationships between HR and employees. About transformational aspects such as re-engineering HRM, broadening its scope, improving the quality of services, and retaining knowledge areessential to HRDs. The most critical success factors of HRIS was improved data accuracy and improved HRM services, and inadequate funding and budgeting were fairly rated number one barrier factor to HRIS. Keywords:E-human resources management, Human resources directors,Information technology, Public Sector, United Arab Emirates

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