TechHR
ex
L&D
UNPLUGGED
Sphere
About Us • Contact Us
People Matters ANZ
People Matters Logo
Login / Signup
People Matters Logo
Login / Signup
  • Current
  • Top Stories
  • News
  • Magazine
  • Research
  • Events
  • Videos
  • Webinars
  • Podcast

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

 

 

  • HotTopic
    HR Folk Talk FutureProofHR
  • Strategy
    Leadership Csuite StrategicHR EmployeeRelations BigInterview
  • Recruitment
    Employer Branding Appointments Permanent Hiring Recruitment
  • Performance
    Skilling PerformanceMgmt Compensation Benefits L&D Employee Engagement
  • Culture
    Culture Life@Work Diversity Watercooler SheMatters
  • Tech
    Technology HR Technology Funding & Investment Startups Metaverse
  • About Us
  • Advertise with us
  • Become a sponsor
  • Contact Us
  • Feedback
  • Write For Us

Follow us:

Privacy Policy • Terms of Use

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

People Matters Logo
  • Current
  • Top Stories
  • News
  • Magazine
  • Research
  • Events
  • Videos
  • Webinars
  • Podcast
Login / Signup

Categories:

  • HotTopic
    HR Folk Talk FutureProofHR
  • Strategy
    Leadership Csuite StrategicHR EmployeeRelations BigInterview
  • Recruitment
    Employer Branding Appointments Permanent Hiring Recruitment
  • Performance
    Skilling PerformanceMgmt Compensation Benefits L&D Employee Engagement
  • Culture
    Culture Life@Work Diversity Watercooler SheMatters
  • Tech
    Technology HR Technology Funding & Investment Startups Metaverse
How does technology affect human resource management?

Story • 6th Sep 2023 • 3 Min Read

How does technology affect human resource management?

TechnologyRecruitment TechnologyHR Technology

Author: Alyssa Navarro Alyssa Navarro
4.3K Reads
From revolutionising recruitment with AI-driven screening and predictive analytics to enabling remote work through virtual collaboration tools, technology has streamlined processes, enhanced decision-making, and provided unprecedented insights into employee behaviour.

Gone are the days when human resources (HR) departments were primarily concerned with administrative tasks and paperwork. Today, technology is not just a support tool, but a driving force behind how HR strategies are formulated, executed, and assessed. From harnessing the power of big data and artificial intelligence to revamping traditional recruitment processes, technology is revolutionising the HRM landscape in ways that demand attention and exploration.

From revolutionising recruitment with AI-driven screening and predictive analytics to enabling remote work through virtual collaboration tools, technology has streamlined processes, enhanced decision-making, and provided unprecedented insights into employee behaviour. However, alongside these advancements come ethical considerations, challenges in maintaining work-life balance, and the need to evolve HR roles to navigate the complex technological landscape. In this evolving paradigm, technology has not just changed human resources; it has fundamentally redefined its role in shaping the modern workplace.

The rise of augmented reality, virtual reality, and gamification in training and development, along with the potential they hold for transforming learning experiences and enhancing skill acquisition, is a trend companies must monitor and anticipate in the future. Beyond mere operational enhancements, technology's influence on HR is reshaping the very fabric of how organisations engage with their most asset – their workforce.

In Europe, Watson-Wyatt (2002) reported 70% of organizations used the Internet or Intranet for HR services, with plans to enhance e-HR capabilities in the following two years. In the UK, a 2005 Chartered Institute of Personnel and Development survey found 77% using HR information system (HRIS), while Cranfield School of Management's 2003 research indicated 82% adoption. HRIS offers various functions, from basic data storage to complex transactions, and its capabilities expand with advancing technology. Utilising HRIS yields benefits such as faster, more accurate processes, increased efficiency, and reduced HR costs for the HR function, line managers, and the organisation as a whole.

"HR technology is constantly evolving and companies across the board are aware of the immense benefits technology has to offer - not only in terms of hiring or retaining staff but also in how companies operate," says Ben Reuveni, co-founder at Gloat.

How does technology affect HR management?

Recruitment and talent acquisition. The process of attracting and selecting the right talent is the bedrock of any organisation's success. Technology has revolutionised this process, augmenting traditional methods with unprecedented efficiency and insight. The advent of applicant tracking systems, AI-driven candidate screening, and predictive analytics has streamlined recruitment, enabling HR professionals to identify the best fit for a role with greater precision. However, this shift is not without its challenges. Ethical concerns loom large, particularly when algorithms and AI-driven processes unintentionally perpetuate biases or exclude candidates who don't fit preconceived patterns.

Employee engagement and well-being. The rise of remote work, accelerated by technological advancements, has mandated a reimagining of how organisations foster employee engagement and well-being. Virtual collaboration tools, once deemed supplementary, have become lifelines for communication. Yet, the erosion of clear boundaries between work and personal life raises concerns about burnout and the blurring of professional identities. The challenge lies in leveraging technology to connect and empower employees without sacrificing their holistic well-being.

Learning and development. Continuous learning is imperative in today's rapidly evolving job landscape. Technology has enabled a seismic shift in how learning is facilitated within organizations. E-learning platforms, microlearning modules, and virtual reality simulations offer flexible, personalized learning experiences. Yet, the human element of mentorship and hands-on training should not be overlooked, as they impart tacit knowledge that technology struggles to replicate.

Data-driven decision making. The deluge of data generated by technology has provided HR with unprecedented insights into employee behaviour, performance, and sentiments. This data-driven approach allows for informed decision-making in areas such as performance management, talent development, and succession planning. However, the challenge emerges in deciphering the narrative behind the data – understanding the "why" amidst the statistical trends.

The future landscape. Looking forward, the trajectory of technology in HR is both promising and complex. The integration of artificial intelligence and machine learning will lead to even more refined candidate matches and predictive workforce planning. Virtual reality could revolutionize training by immersing employees in hyper-realistic scenarios. However, striking a balance between automation and the preservation of the human touch will be paramount.

"The future of work exists in a world where operations, human resources, technology, and management have transformed into trustworthy, transparent and collaborative workplace disciplines," says Jennifer Shambroom, CMO at Deputy.

Technology's imprint on human resources is profound and multifaceted. It streamlines processes, enhances decision-making, and alters the dynamics of employee engagement and development. Nevertheless, it presents challenges – from ethical considerations to the need for maintaining a human-centric approach. The task at hand is not merely adapting to technology but harnessing it to create a workplace that capitalises on the strengths of both innovation and human connection. As HR continues to navigate this dynamic landscape, its ability to embrace change while upholding the fundamental values of humanity will determine its enduring impact.

Read More

Did you find this article helpful?


You Might Also Like

Tech adoption: How your team’s personality drives

STORY • Yesterday • 4 Min Read

Tech adoption: How your team’s personality drives

Employee EngagementTechnology
New tech incoming: will people accept it?

STORY • 14th May 2025 • 6 Min Read

New tech incoming: will people accept it?

Technology#ChangeManagement
Why people metrics matter more than ever

STORY • 13th May 2025 • 4 Min Read

Why people metrics matter more than ever

TechnologyHR Analytics
NEXT STORY: Job loyalty on the decline: Are Gen Z less committed to long-term employment?

Trending Stories

  • design-thinking-hr

    New tech incoming: how do you get people to accept it?

  • design-thinking-hr

    Why people metrics matter more than ever

  • design-thinking-hr

    ChatGPT Walks It Back — AI Giants Race Ahead

  • design-thinking-hr

    Skype is dead: Did Microsoft's leadership let a billion-doll...

People Matters Logo

Follow us:

Join our mailing list:

By clicking “Subscribe” button above, you are accepting our Terms & Conditions and Privacy Policy.

Company:

  • About Us
  • Advertise with us
  • Become a sponsor
  • Privacy Policy
  • Terms of Use

Contact:

  • Contact Us
  • Feedback
  • Write For Us

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

Get the latest Articles, Insight, News & Trends from the world of Talent & Work. Subscribe now!
People Matters Logo

Welcome Back!

or

Enter your registered email address to login

Not a user yet? Lets get you signed up!

A 5 digit OTP has been sent to your email address.

This is so we know it's you. Haven't received it yet? Resend the email or then change your email ID.

People Matters Logo

Welcome! Let's get you signed up...

Starting with the absolulte basics.

Already a user? Go ahead and login!

A 5 digit OTP has been sent to your email address.

This is so we know it's you. Haven't received it yet? Resend the email or then change your email ID.

Let's get to know you better

We'll never share your details with anyone, pinky swear.

And lastly...

Your official designation and company name.