The document discusses the impacts of technology on human resource management. It describes how technology can improve HR processes like recruitment, training, and performance management. It provides examples of how tools like applicant tracking systems, learning management systems, and automation can make HR departments more efficient by reducing paperwork and freeing up time. The document also discusses how technology enables better services to managers, enhances management, facilitates career development, and provides access to useful HR tools. In conclusion, it states that while technology improves record keeping and is a time and resource saver, high implementation costs, training needs, and security issues must also be considered.

1. Contemporary Issues
in
Human Resource
Management
Lec-2
-Technology in HRM
-Green HRM

2. Technology in HRM
2

3. Technology in HRM
• Human resource management is the effective use of human resources in
order to enhance organizational performance.
• It has been conventionally proved that Information and Communication
Technology (ICT), such as the Internet, mobile communication, new
media, and such in HR can greatly contribute to the fulfillment of
personnel policies of the organization.
• Technological advancement can have a huge impact on the HR
department of an organization.
• It allows the company to improve its internal processes, core
competencies, relevant markets and organizational structure as a whole.
• Technology development is an important activity for the innovation
process within the business.

4. Scope of Technology in HRM
• Innovation in Human Resource Management can manifest itself in a
number of ways:
1. To identify solutions quickly and flexibly during a negotiation
2. To identify new ideas for products and services
3. To identify new markets
4

5. Impacts of Technology on HRM
• Information and Communication Technology (ICT) can make the
following major impacts in Human Resource Management.
1. Better services to line managers
2. Enhancing management
3. Effective recruiting
4. Career development and human capital management
5. Automation of HR processes
6. Availability of HR tools
5

6. Impacts of Technology on HRM
• 1. Better services to line managers
• Both HR and line managers primary interest is the success of the
business. The human resource’s main function is to support the
workforce needs of the organization.
• Strategic planning is important for line Manager for reviewing
business projections and future demands of trained current
employees and requirement of new recruitment with higher level of
skills
• Training and developing the line managers in IT tools will, therefore,
prepare the line managers for a number of leadership tasks.
6

7. Impacts of Technology on HRM
2. Enhancing management
• In Human Resource different IT tools can supplement management and
enhance efficiency and effectiveness of the organization as a whole.
• For example, Success Factors Solutions has developed an HR IT tool of
talent management for Hilton Worldwide, which had a worldwide
operational capacity.
• Managers within the organization measure performance, sometimes by
comparing it against a benchmark and then analyze the findings to upgrade
their controls to advance the organization’s performance.
• Engaging your employees to organizational goals is the key feature of every
business.
7

8. Impacts of Technology on HRM
3. Effective recruiting
• Effective recruiting cannot be done without the use of IT.
• Organizations now use job portals on the internet to search for the best
candidates for the position.
• Employers can present all necessary information related to job, careers and
personal development of each employee on portals online.
• This is a great promotional tool for the organization.
• Currently, Envoy has developed Asana, an IT tool for recruiting that
analyzes details down to where a potential candidate’s high priority values
are. The HR IT tools not only help hire the best potential but also retain it.
• Linkend-in, use of Social Media, Application Tracking System
8

9. Impacts of Technology on HRM
4. Career development and human capital management
• Career development is an integral aspect of career management with
major emphasis being on the enhancement of employees’ career which
corresponds with the requirements of the organization.
• Career Development – Objective and Importance
• The main objective of career development is to ensure that people with
appropriate qualifications and experiences are available when needed.
• Career development is an integral aspect of career management with
major emphasis being on the enhancement of employees’ career which
commensurate with the requirements of the organization.
9

10. 10
Importance of Career Development:
Both external and internal factors influence the need for career
development.
Among these factors, Slavenski and Buckner (1988) list the following:
1. The need to identify and forecast human resource needs
2. Social and demographic trends
3. The changing nature of work
4. Changing types of jobs
5. Multicultural work force
6. Worker productivity
7. Technological changes and decreasing advancement opportunities
8. Organizational philosophies and practices
Tools used are Oracle Human Capital Management Solutions, KPIs

11. Impacts of Technology on HRM
5 . Automation of HR processes
• An incredibly complex domain that involves many processes.
• HR specialists spend too much of their precious time on mundane,
monotonous activities instead of focusing on more serious issues.
• The implementation of technology into the HR workflow frees the
professionals from a great amount of routine work.
• The automation of processes eliminates paperwork, speeds up the
execution of many tasks, and contributes to more efficient HR
performance.
• What Is HR Automation? HR automation is the process of enhancing the
efficiency of the HR department by freeing employees from tedious manual
tasks, and allowing them to focus on complex tasks like decision making
and strategizing.
11

12. Benefits of HR Automation
12
1. Improved Efficiency
2. Actionable Insights
3. Reduced Errors
4. Improved
Communication &
Collaboration
5. Reduced Paper-
based processing
Costs
6. Positive Experience
for Job Candidates &
Employees

13. Impacts of Technology on HRM
6. Availability of HR Tools
• HR specialists struggled with endless phone calls, emails, and paperwork. They
had to keep dozens of processes and tasks in mind.
• Now, there are hundreds of available HR tools that are designed specifically to
facilitate and optimize the work of HR specialists.
• The features of the HR software include:
• Streamlining workflows
• Organization and management of employee data
• Creation of detailed employee records
• Social collaboration
• Applicant Tracking Software (ATS), Payroll Software, Online Team Timesheet
Software, Performance Management Software Tools, Learning Management
Software (LMS)
13

14. • E-Job Design & Job Analysis
• E-Human Resource Planning
• E-Recruitment
• E-Selection
• E-Performance Management
• E-Training & Development
• E-HR Record

15. (1) Improves record keeping
(2)Good for routine task
(3)Time and resource saver
(4)Easy controlling Approach
(5)Advancementof technology
(6)Organization system
supportive
(1) High cost of implementationand
maintenance
(2)High cost of training and development
beforeadopting E- HRM
(3) Not Much useful forsmall scale buisness
(4) Subject tocorruption/hacking/data loses

16. 16
Green
HRM

17. Green Human Resource Management
• Opatha ,(2013) and Opatha & Arulrajah, (2014) define GHRM
as
“In an organisation, all the activities that are involved in
development, implementation and on-going maintenance of a
system that works with the motive of making employees
green.”
It is the part of HRM which involves transformation of
employees into green employees which aims to achieve
environmental goal and contribution to the environment
sustainability.

18. Green Human Resource Management
• Green Human Resource Management (Green HRM)
• integration of Environmental Management with Human Resource
Management
• where HRM policies of the business organizations are used to
promote:
• environmental sustainability and
• the wise and judicious use (conservation) of resources

19. THE NEED

20. Green HRM processes
1. • Green Recruiting
2. • Training, Development, and Learning
3. • Performance Measurement
4. • Compensation and Rewards

21. ONLINE RECRUITMENT
RECRUITMENT

22. GREEN TRAINING
GARDENING
TRAINING
&
DEVELOPMENT

24. WORKPLACE

25. Green HRM Effect
• It increases employee morale.
• It helps in employee retention and reduces labour turnover.
• It provides lucrative opportunities for quality human talent.
• It helps in building company image to attract good human resource.
• Improves brand image of the company in the market.
• It can also be used as a marketing strategy.
• It improves the quality of the overall organization both internal and
external.
• It improves relationship of the company with its stakeholders-
customers, suppliers, vendors, shareholders, government agencies,
employees and the media.

26. Green Companies
The
eco
eye

27. Suzlon Energy
The Suzlon One Earth campus is a unique corporate headquarter
spread over 10 acres of land in Hadapsar, Pune, India. It’s corporate
building is the most energy-efficient building ever built in India.