Essays on Technology Will Continue to Change the Role Human Resource Function and Human Resource Professionals Coursework

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The paper 'Technology Will Continue to Change the Role Human Resource Function and Human Resource Professionals " is a good example of human resources coursework. The business  landscape is rapidly transforming. Stiff competition for the global market and the fight to harness talents are observably some of the emerging trends dominating various business organizations. Moreover, the functions of the human resource department and human resources (HR) personnel are currently being reshaped by the stringent forces of emerging technology, globalization and talent constraints. Basically, the major driving forces behind the reorganization of the HR planet are the technology and talent management initiatives.

This implies that human resource management systems will always be altered by ever-evolving technological innovations. In addition, managing the talents within an organization also presents a new dimension about the functionality and strategies of HR professionals. The paper critically examines how technology alters human resource functions as well as the professionalism of HR practitioners. The Impact of Technology on Human Resource Functions The contemporary technological trends especially the social media platforms are constantly reorganizing human resource processes which include employee recruitment, training, sourcing and managing workforce performance.

According to Gartside et al (2014), digital technology is reshaping the manner in which business organizations and government agencies conduct their operations. This ranges from the way in which they interact with customers and citizens to how they handle their employees. In this instance, the digital technology is viewed as a tool which disorients the traditional HR functions thereby refiguring the future functions of HR personnel. According to Gartside et al (2014), this is made possible by the fact that the digital technology enhances greater integration and flexibility of workforce as well as empowering the voice of workers hence giving them the opportunity to determine their own work experience. There is quite a number of significant ways in which technology shifts various functions of HR professionals within an organization.

For instance, digital technology is changing the initially known methodologies of collecting data on employees. Gartside et al (2014) observe that the new technologies such as Cultureamp’ s Murmur paint the traditional analytical data collection methods as expensive and time-consuming. Therefore the new technology enhances the quick collection of employee data by offering a real-time platform for surveying employees on an everyday basis.

Additionally, new dimensions of HR data collection technologies such as master data management (MDM), data analytics and industrial; consolidation will enable organizations to control the challenges that impede the collection of unaltered, integrated clean and integrated data (Virginia 2002). These improvements make it possible for firms to organize data on employees within a single database system. In essence, this implies that both the employers and the employees now have the privilege to access and view all data with ease.

This possibility shifts the employee data management function which has been a popular function of HR professionals to both employees and line managers. Gartside et al (2014) observe that as the digital technology continues to evolve at a higher rate, it will empower firms to be more responsible with regard to talent management and HR activities. This implies that the emerging digital trends can effectively play the role of talent management. As a result, they have the capacity to reshape the traditions of talent management which have been centralized as HR activity over the years and integrate them into normal business activities.

The advances in digital technology are hereby giving organizations the chance to shift the role of talent management the HR professionals to the employees. This includes HR based functions such as recruiting, hiring, succession planning defining career paths which will eventually be transformed to the powers of the employees due to the emerging trend of social and market-based digital instruments.

References

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