Technology has significantly impacted human resource management practices in several ways. It has changed recruitment, selection, training and development, communications, and how employees work. Human resource information systems allow HR professionals to better facilitate plans, make faster decisions, and provide cost-effective benefits. Technology has also introduced new challenges around monitoring and motivating knowledge workers, developing remote workers, and preventing legal issues like harassment.

1. How Technology Affect HRM Practices
How Technology Affects HRM Practices
• Technology has had a positive effect on internal operations for organizations It has changed the
way human resource managers work.
• HRM professionals have become the primary source of information in many organizations.
• With the help of technology organizations information can easily be communicated via company
Web sites and intranets, e-mail, an messaging.
• Human Resource Information Systems (HRIS) allow HRM professionals to better facilitate human
resource plans, make decisions faster, clearly define jobs, evaluate performance, and provide cost
effective benefits that employees want.

2. Recruitment:
• Technology has changed the recruitment process it became flexible and more convenient
• Organizations can attract the potential candidates through different job-sites like career builder .com and
monster.com.
• Technology can save time and eliminate paperwork in recruitment process.
• Advance E-software for recruitment.(HCM, ATS, Application Stack, C Factor gamification).
Employee Selection:
Employee selection is a critical process in technology-based organizations, where specialized technical and
professional skills are required. The recruitment process must be carefully planned and executed to identify the
best candidates who fit well into the company culture.
HRM selection tools are used to assess candidates for their ability to work under pressure, team player attitude,
and fit with the company culture.
Companies can also use non-traditional criteria, such as attitude, during the selection process to identify the best
candidates for their organizations.

3. Training and Development:
• Technology has discovered and develop new ways for employees trainings
• resource managers orient, train, and develop employees and help them manage their careers.
• The Internet has provided HRM opportunities to deliver Web based training and development to employees
on demand, whenever the employee has the time to concentrate on the material.
• Teleconferencing technology allows employees to train and collaborate in groups regardless of their location.
• Organizations that rely heavily on technology find an increased need for training.
• Online training and teleconferencing also allow HR departments to deliver cost effective training that help
stretch the HR budget.
• Ethics and Employee Rights:
• Electronic surveillance of employees by employers is a complex issue that raises important ethical concerns.
• Employers must balance the need for monitoring with the need to respect employees' privacy and autonomy,
be transparent about monitoring practices, and consider the potential consequences for employees.

4. • Motivating Knowledge worker:
• Some of the unique challenges in motivating knowledge workers in organizations is Knowledge
workers appear more susceptible to distractions that can undermine their work effort and reduce
their productivity.
• Employers often believe they must monitor what employees are doing because employees are
hired to work, not to surf the Web checking stock prices, placing bets at online casinos, or shopping
for presents for family or friends.
• Paying Employees Market Value:
• Many Companies have implemented an extensive list of attractive incentives and benefits are paying
attractive incentive to their employees for instance, signing bonuses, stock options, cars, free health
club memberships, full-time on-site concierges, and cell phone bill subsidies.
• These incentives may benefit their recipients, but they have downsides.
• One is the perception of inequity if they are not offered to all employees.

5. Communications:
• In the technological advancement employees can easily connect online with one another.
• These open communication systems break down historical organizational communication pattern flows.
• They also redefine how meetings, negotiations, supervision and water-cooler talk are conducted. For
instance, virtual meetings allow people in geographically dispersed locations to meet regularly. Moreover,
it’s now easier for employees.
• Decentralized Work Sites:
challenges regarding decentralized work sites revolves around training managers how to establish and
ensure appropriate work quality and on-time completion.
Decentralized work sites remove traditional “face time,” and managers’ need to “control” the work must
change.
• Instead, greater employee involvement will allow workers the discretion to make decisions
• For instance, although a due date is established for the work assigned to employees, managers must
recognize that off-site employees (or telecommuters) will work at their own pace.
• Instead of focusing work efforts over an eight-hour period, the individual may work two hours here, three
hours at another time, and another three late at night.
• The emphasis, then, will be on the final product, not on the means by which it is accomplished. Working
from home may also require HRM to rethink its compensation policy.

6. Skills Level
• Technology advancement has impacted the work skills in more efficient way with increase of
software skills.
• Another implication is that technology tends to level the competitive playing
• field.16 It provides organizations, no matter their size or market power, with the ability
• to innovate, bring products to market rapidly, and respond to customer requests.
• Remember that Globalization 3.0 allows individuals to compete worldwide in purchasing
• or providing services.
A Legal Concern:
Organizations that use technology—especially the Internet and e-mail—must address the potential
for harassment, bias, discrimination, and offensive sexual behavior abuses.
• The use of the internet and email by employees can result in the transmission of inappropriate
materials such as racist and sexist jokes or offensive sexual content, which can lead to legal action
against the organization.

7. • Organizations must address the potential for harassment, bias, discrimination, and offensive sexual
behavior abuses in electronic communications to avoid legal issues.
• Developing clear policies and guidelines, monitoring employee internet and email usage, and
specifying disciplinary actions for violations can help mitigate the risk of legal action against the
organization.