Global HR Strategic Management Issues and Challenges : New Developments in Technology.

Lets discuss about one of the most trending and impactful factor affecting Human Resource Management in this century.

That is New Development of Technology and how it has affected the way Human Resource Management happens around the globe.

Technology changes the way HR departments contact employees, store files and analyze employee performance. Used well, technology makes HR practices more efficient. When used poorly, it can get in the way of managing the company's human resources. Good HR practices maximize the benefits and minimize the problems. (Sherman, 2018)

"In organizations, despite increasing needs for Corporate strategy IT strategy HR Strategy (Emphasis on IT) Long term strategies Short and Middle term strategies  technological advancement, human and cultural factors play a more important role than before. However, technology is often seen by management as essential means to compete in the global market. To that technology, including information technology, brings the desired results, the most important issue for an organization is how to manage the technology with respect to human organizational aspects, how to analyze and understand human factors guided by the norms, shared beliefs, and assumptions of the organization, as well as by individuals’ unique values-all together known as“ culture.” (Zakaria and Yusuf, 2001)

• Recruiting has been transformed to Digital & Online

Earlier days recruitment happened via newspapers, Letters ,Telephones. Now the entire process has gone online, Job posting sites dominate the process over traditional methods. 

This has made process fast, Convenient and also it reaches wider channel of job seekers.  

A good system can save lot of time and money for the firm as they will not have to deal with papers and resumes. But errors in system may well confuse the applicants and may result in losing the candidate.

• Ease of Communication

With email, text and messaging apps it's easier than ever for HR staff to stay in touch with the rest of the company. If a manager wants to share a new schedule with a project team, one email with an attachment or a conversation on Slack can share the word with a dozen people at once. There's a risk of relying too much on tech as a time-saver though. Information in a two-page email may be better off delivered to the group face to face. That way everyone can ask questions and hear the answers. (Sherman, 2018)

• Data Analysis

Analyzing employee performance used to depend on personal assessments and obvious standards: Did the employee finish the task on time? Does their boss trust them? Technology makes it easier to gather and break down data on employees to get an overall picture. Which tasks do they perform best? Do they meet all the goals from last year's performance appraisal? If they fell short, was it by 12 percent, 50 percent or 75 percent? Software programs can even take over much of the work in evaluating employees. ( Sherman, 2018)

• Too much data

As HR makes more use of data collection and analysis, employees might feel their privacy shrinking. If, say, a company has security cameras that monitor employees every second, it can be easier to find the facts behind a harassment charge or someone drinking on the job. However, being constantly monitored can alienate employees as well. Good HR practices involve not only knowing how much data can be gathered but also how much should be gathered.

Another risk is that the HR department can end up getting more data than it can manage. After a certain point, wading through data to pick out the relevant material becomes an impossible task. It's also possible that HR will misread data or make assumptions that a face-to-face conversation could clear up.

• Security Practices

Earlier days security practices meant locking employee files in a cabinet or a safe. But in 21st century when all data gathered on online platforms or computers , security is a major concern. All these information is confidential and need to be secured with the best encryption and updated security system available. With the change of technologies security systems has to be changed frequently to ensure all information is secure. 

REFERENCES: 



Jen Schramm (2016) The Big Issues Facing HR , https://www.shrm.org/hr-today/news/hr-magazine/0316/pages/the-big-issues-facing-hr.aspx  , Accessed time 12.10 , 2018.05.03

Sherman F. (2018) How Does Technology Impact HR Practices, http://smallbusiness.chron.com/technology-impact-hr-practices-37912.html , Accessed time 12.30 2018.05.03

Mamoudou. S & Joshi G (2014), Impact of Information Technology in Human Resource Management , Research India Publications, India.

Zakariya & Usoof (2001) The role of human and organizational culture in the context of technological change. School of Information Studies, Syracuse University, Syracuse, USA.