Involvement of ICT in human resource management
Technology is a set of processes, techniques, methods, equipment, tools, machines and capabilities offered by a product or service of them. Technology is the application of science to the industry through regular and trend-setting research and practice. Information technology is a tool that is created to innovate information systems and disadvantages. Information technology is generally caused by the improper use of this system, incorrect and incomplete design of information Systems. The inappropriate use of users (designers and computer scientists) of these systems leads above all to problems and disturbances. For further Information Technology is more a kind of idea, strategy, thinking and instrument of innovation in the human field. Today the implementation, growth, and protection of Information Systems are one of the most necessary business assessments in IT orientation. The IT industry is facing new challenges in this area, as are managers and the company itself. Information technology is a series of intelligent and cultural technologies and we can call it an information construction culture. Without creating a culture of information construction, therefore, what information is in IT is an information-based view. Information technology, which consists of the combination and the combination of connecting a range of schematics and supercomputers, computers, cables, and useful wires. The system for the creation and collection of information by the company and the organization.
Today, entrepreneurs with a keen business sense have recognized the power of information technology (IT) to achieve their business objectives. It not only helps to achieve the company’s objectives but also to optimize work processes.
Human resources management (HRM) includes activities such as recruiting, training, developing and rewarding a company’s employees. Human resources management must aim to make human resources competitive by offering continuous training programs for the personal and professional development of the company’s employees.
It has been conventionally proven that information and communication technologies (ICTs), such as the Internet, mobile communications, new media and others in the field of human resources, can make a major contribution to the achievement of the company’s human resources policy. Technological progress can have a major impact on a company’s human resources department. It allows the company to improve its internal processes, key competencies, relevant markets, and overall organizational structure.
Human resources must focus mainly on the company’s strategic objectives. These strategies must be guided in order to integrate a strategic IT plan for the company. These are activities related to any development of the company’s technological systems, such as product design (research and development) and computer systems.
Technological development is an important activity for the innovation process in the company and can include the acquired knowledge. In this context, all activities can have certain technical content and lead to greater technological progress.
Information technology can have a greater impact on enterprises that exist in a dynamic environment. This will increase the efficiency and effectiveness of human resources. Therefore, the use of a computer application for database management and the advanced recruitment system will increase the efficiency of the enterprise.
However, innovations in human resource management can take place in different ways:
These innovations are complemented by information technologies that have a positive impact on personnel work. Rosabeth Moss Kanter, one of the leading management theorists of her time, argued that the rebirth and success of businesses will depend on innovation (developing new products, introducing new services and operating methods), entrepreneurship (taking commercial risks) and integrative management (encouraging all employees to participate in decisions about their work).
Information and Communication Technologies (ICT) can have the following major impacts on human resource management.
Both the personnel department and the managers are primarily interested in the company’s success. The main function of the human resources department is to meet the company’s human resources needs. Strategic planning between HR and supervisors is important to review forecasts of future operational needs to determine whether current employees should be trained, prepared for promotion or whether more qualified candidates should be hired to complement the current employee knowledge base. The training and development of operational managers in IT tools therefore prepares them for a number of management tasks.
IT tools for staff that can complement management and increase efficiency and effectiveness, which can lead to the success of the company as a whole. For example, IceHrm Solutions developed an HR IT tool for talent management for Hilton Worldwide, which had a global operational capability. All over the world, companies contribute to improving the performance of companies, regardless of their size or sector of activity. Managers in the organization measure performance, sometimes by comparing it to a benchmark. They analyze and evaluate their results and design their controls accordingly in order to improve the company’s performance.
According to the Gallup survey, the commitment of your employees to your company’s objectives is the key feature of any organization. Management should also ensure that all departments improve their procedures and controls and focus their activities on better differentiating the company’s competitive advantage through what employees do and how they do it. These can be better-exploited thanks to HR IT tools adapted to the company.
Today, companies have realized that effective recruitment is not possible without the use of IT. Companies today use Internet job boards to search for the best candidates for the job. The process has been made effective through the use of the Internet, as many people learn of the existence of the offer and thus increase the likelihood of hiring effective employees.
On online portals, employers can present all the necessary information about each employee’s employment, career and personal development. It is an excellent promotional tool for the company. Envoy is currently developing Asana, an IT recruitment tool that analyses in detail where the high priority scores of a potential candidate lie. HR-IT tools make it possible not only to gain the best potential, but also to maintain it.
Data management is made easier by the use of computer technology and there is no more paper. Much of the monotonous work is no longer manual. This increases the effectiveness and efficiency of the work. Business performance can lead to timely business success, whether in a stable or unstable environment. Jobs that do not offer much variety in their performance and are highly repetitive are not appreciated by employees and ultimately lead to low retention or reduced efficiency.
Employee performance data can more often be critically analyzed by HR IT tools when online and easily accessible to all. For example, Zenefits recently developed an HR IT tool that completely dematerialized Passport. The tool is also sensitive to hierarchies and requires manager approval after submission. In this way, one person can get rid of the paperwork problems. With the development of this HR IT tool, Zenefits Passport has been able to radically simplify and manage its internal HR processes.
Business savvy entrepreneurs describe how a company’s performance can be made more effective and efficient through customer proximity, operational efficiency and excellence. Customer needs must be met by adapting and delivering examples of exceptional customers. To this end, companies use HR-IT tools to offer a universal product offering and diversify activities by improving products and services.
The ability to create various reports using computer programs can bring significant benefits.
Performance management can be seen as an ongoing process that monitors people’s performance to achieve the desired results. Performance management benefits all key stakeholders in a company by clearly describing what must be done to achieve certain desired objectives. Performance management is at the heart of all HR processes in a company because it affects the rest of the other HR functions or processes. Focusing on performance management can be ineffective without appropriate organizational design and management systems. Business performance can be improved by implementing management through goals and a participative leadership style using personal IT tools.
You can use IceHrm Performance Mangement Module for effective performance management in your organization. Refer to the below document for more information.
A company’s management is responsible to its owners for its performance and success. Senior managers can only perform well and prove their authority if they achieve the desired economic results, such as the profits they want to achieve over time. Management often uses operational research to maximize profit, revenue, utilization and performance. A company’s management typically creates a measurement system to set change targets and measure the company’s performance.
Business development can also be described by assessing the reliability of service and understanding the quality of the company’s customers. The added value can come from providing a reliable service so that customers know they are getting it on time, on time and with a good level of performance. As organizational change is inevitable, critical success factors and performance indicators need to be reviewed and appropriate HR IT tools developed to improve the quality of work. Achieving high-quality work and results will improve the company’s performance.
One of the most important HR processes is the central process of staff development. This HR tool provides all information on employee succession planning, overall performance assessment and review of the individual’s potential, including the detailed employee profile. This includes an agreement between the individual and the supervisor on operational objectives over a two-year period. This leads to the continuous development of the employee’s career. The great advantage of this tool is that the data once entered into the system is stored in the database and can be retrieved in the future. This also leads to considerable savings. Recently, Standard Life Group’s Oracle Human Capital Management Solutions have provided a tool to optimize human resources costs. It continues to contribute to the company’s strategic transformation by empowering its employees. Employees need feedback on their performance. Employees must be informed of their actual and expected performance. In this way, they know their own level of performance within the organization. For employees who work overtime and provide effective results, the bonus must be maintained. This HR IT management tool integrates all this data.
Human Resource Management IT tools have important organizational implications; they provide better services for line managers; they serve as a pipeline that links personal policies and personal processes across the enterprise; they facilitate human resource management within the enterprise; they provide critical data for strategic personal decisions; they enable rapid capture and analysis of information for HR professionals; and they reduce labor costs in conducting personal activities.
Globalization makes us aware of how IT can contribute to the implementation of business strategy within the framework of human resources management to lead the company on the path to quality and competitiveness in the marketplace. Research shows that information technology can be used to achieve HR objectives in a moderate way and that the specific implementation plan for the HR information system can significantly support the company’s HR strategy to achieve the defined Key Performance Indicators (KPIs). It should focus on what needs to be achieved. This means how HR IT tools can support KPIs and what kind of HR tools should be supported.