This document discusses the influence of technology on human resource management (HRM). It outlines how technology has transformed recruitment, training and evaluation, communication, applicant tracking systems, teleworking, and the future of HRM. Some key points include: 79% of Global 500 companies use the internet for recruitment, which provides lower costs, quicker hiring, and access to more candidates. Technology allows for tracking employee skills, training, evaluations, and using that data to help managers provide development opportunities. It also speeds up communication and productivity within organizations. The future of HRM will focus on employee experience over engagement, digitalized HRM systems, people analytics, and the growing gig economy of freelancing. Overall, technology significantly impacts all areas of H

1. Influence of
Technology
on HRM
by-
Navitha Pereira

2. INTRODUCTION
• Technology has
transformed our
lives and the way
we communicate
• Company and
workers are
changing according
to new technology.
• Technology and
HRM have a wide
range of impact
upon each other.

3. SLIDE /
TECHNOLOGY
AND HUMAN
RESOURCE
MANAGEMENT

4. 79% of companies from the
Global 500 group at least to
a certain extent use the
Internet for seeking new
personnel.
Advantages:
•Lower costs of recruiting
•Quicker process of
recruitment
•Possibility to attract better
candidates
Technology
based
Staffing and
Recruitment

5. EMPLOYEE TRAINING,
MONITORING &
EVALUATION
•Systems includes data on an
employee’s skills, training
courses taken, costs of courses,
developmental activities.
•Calculates vacation time, hire
date, any leaves of absences
(paid or unpaid), termination date
if applicable.
•For each individual it offers a
vast database of web pages,
newsgroups, mailing lists, online
courses, forums, etc.

6. •Skills, competencies, jobs
held, training, and employee
development interests, can be
used to help managers provide
development opportunities for
their employees,
•Ensure that the appropriate
employees are offered
positions that will enhance their
skills.
• This information will help HR
professionals to provide more
targeted advice and counsel to
managers
Organization
Development

7. SLIDE /
COMMUNICATION
•Tools can include things like
video conferencing; Bluetooth
enabled printers, remote
databases, computers, Apps, etc.
•Speeds up the productivity of an
organization

8. An ATS is a type of software
application that handles the
recruitment process, namely by
sorting through thousands of
resumes, to determine which
ones are the best fit for the
positions for which they were
submitted
Applicant
Tracking
Systems

9. SLIDE /
TELEWORKING
Moving the work to workers
instead of moving the workers to
work, with help of information
technologies
Advantages:
•Decrease of absenteeism
•Lower turnover rate
•Organizations can access a
broader pool of employees as the
geographic tie to an "office" are
diminished.

10. SLIDE /
FUTURE OF
TECHNOLOGY
& HRM

11. SLIDE /
• Focus on Employee Engagement
to Employee Experience
• Digitalized HRM
• People Analytics
• ‘Gig Economy’ – Freelancing
FUTURE OF TECHNOLOGY & HRM

12. CONCLUSION
• IT benefits internal
operations of the
organization to a large
extent
• IT has an influence on all
the sectors of HRM in
terms of planning and
management,
recruitment, training and
development
• It is clear that no single
company will be able to
avoid these changes and
adaptation is necessary.

13. SLIDE /
•https://www.forbes.com/sites/cheetung/2017/12/19/four-key-hr-trends-to-
watch-in-2018/#6d6f210719de
•https://www.useoftechnology.com/communication-technology-organizational-
communication/
•https://www.jobscan.co/blog/8-things-you-need-to-know-about-applicant-
tracking-systems/
•http://www.proceedings.informingscience.org/IS2003Proceedings/docs/071Bal
oh.pdf
•https://catalogue.pearsoned.ca/assets/hip/us/hip_us_pearsonhighered/sample
chapter/0132270870.pdf
•https://www.ijariit.com/manuscripts/v3i2/V3I2-1327.pdf
REFERENCES

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THANK
YOU