Fluent Essays

Human Resource Management System Implementations Technology has transformed the world of business over the years. The impact is seen across many departments in organizations, including Human Resource (HR) departments, where technology continues to have a significant impact on HR practice. Technology has made it easy to handle general administrative tasks, allowing HR managers to focus on more important tasks within the organization (influence of technology in human resource management, 2020). Sports Centre Limited (SCL), a company dealing with the manufacturing and distribution of sportswear and accessories, has a global presence in 12 countries and prides itself on having over 200 employees. SCL has an HR department stationed at the headquarters, where most of its functions are performed manually. Upon investigation, several problems have been identified in the organization. Primarily, open positions in the branches take a long time to fill, creating a shortage of workers, affecting productivity. Secondly, the training and development of employees is not an organized process, forcing employees to train themselves. Thirdly, retrieving employee data from the files stored in the HR department dusty shelves takes a lot of time, and some files lack vital information. Lastly, employees complain of receiving late communication, and their salaries are delayed in some months. These findings are but a few to prove that the companys HR function needs to implement a Human Resource Management System (HRMS) for faster and more efficient operations. The following are reasons why SCLs Human Resource function should use technology in HRM. HRMS will help in recruitment. Technology is changing how HR carries out the advertising and selection of candidates (Fenech et al., 2019). Through an online recruitment portal, SCL will post open positions alongside required skills and qualifications. Job seekers will also review the open positions and send in applications for qualified posts. The same platform can track the application process, screen candidates, invite them for interviews, and communicate the results. Additionally, technology will manage employee records and process payroll, ensuring timely payment of salaries and wages. An efficient HRMS will consist of a database where employee details are stored and updated regularly for better reporting and preparing for personnel audits (Top 5 benefits of using technology for employee management | Peninsula, 2021). On the other hand, with the relevant employee data, calculating monthly gross and net earnings will be faster and accurate, thus a timely payment of benefits. An effective HRMS will monitor employee performance and identify their training and development needs. A computerized performance monitoring module will evaluate the amount of work delivered by employees over a certain period. Upon evaluation, gap identification will be carried out to establish the training needs of each department within SCL. Analysis of training needs helps minimize the competency gaps among employees (Manna et al., 2016. This will improve employee capacity, enhance their morale and motivation, thus boosting productivity. Kuswati (2020) suggests that one way to improve employee performance is by increasing their motivation. That way, managers will not have to worry about employees meeting expectations or high turnover rates. The use of technology in HRM has transformed the way human resource professionals manage people in organizations. More HR functions can be automated as technology advances, leading to faster, accurate, and efficient processes. More importantly, the use of the HRM system has resulted in a reduction in HR management costs and reduced the administrative burden of the HR department. References Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences, 22(2), 1-10. Kuswati, Y. (2020). The Effect of Motivation on Employee Performance. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 3(2), 995-1002. Manna, R., Singh, A., & Sharma, P. (2016). Does training need analysis help to minimize competency gap: an investigation. Amity Journal of Training and Development, 1(1), 109-131. The influence of technology in human resource management. (2020). Retrieved from: https://phdessay.com/influence-technology-human-resource-management/ Peninsula. (2021). 5 benefits of using technology for employee management Retrieved from: https://peninsulacanada.com/blog/technology/top-5-benefits-of-using-technology-for-employee-management/ Research Paper: Final Paper This activity addresses the following module outcomes: MO1: Analyze privacy issues associated with the organizational use of personal information. (CO4) MO2: Compare IT ethics issues related to technology-related unethical behavior. (CO3) Final Project Milestone: Final Paper Write a 15-20 page paper not including the title, abstract, or reference pages. You must cite at least twenty independent scholarly sources to support your position, using appropriate APA format.  Your Word document file name should include the assignment number and your last name. Papers MUST include the following components: Title Page: Include name, paper title, course title, instructors name, and date. Abstract: A brief discussion of the paper. Introduction: Discuss the purpose of the paper in succinct, declarative sentences. The introduction should offer a preview of the paper, its value, and be based upon the concepts studied in the course. Discussion Content: This section should include 3 elements: 1) a brief examination of the issue, concept, or consequences of actions taken, 2) the concepts or theoretical applications that pertain to this topic, and 3) a discussion of your position on this topic, supporting your argument from the text and other appropriate sources. It is highly recommended you make use of appropriate headings to guide your reader. Conclusion: Include summative paragraphs which include a restatement of key points in your discussion and the recommendation you will make to the fictional company. References: There should be a minimum of twenty academic references to support your paper. Document all sources according to APA style. Please take note of the resource listed below as you select external scholarly sources for this assignment: Excelsior College Library Homepage Library Overview [VIDEO]: A brief introduction to the EC Library (Links to an external site.) [Video file, 03:53 mins] Starting Your Research Guide (Links to an external site.) : You must use at least three scholarly sources. It is highly recommended you utilize the Excelsior College Library to conduct your research. All students/researchers must be able to discern what is solid source/reference material and what is not. What is scholarly (sometimes referred to as peer-reviewed) (Links to an external site.) ? [Video file, 04:00 mins] Scholarly sources can generally be identified by several features: Content (topic being discussed) Audience (for the layperson or someone familiar with the research on the subject?) Language (higher level language and discipline-specific terminology) Intent (case study, report of experimental results, ) Authorship (qualifications of author to write on the topic, usually an advanced degree with years of experience and research on the topic) Peer-reviewed (material is evaluated by experts and only published if it meets the discipline’s standards) References (other materials used in the research process are listed in a bibliography or footnotes) Listing (Check Ulrich’s in the Research Databases to see if the publication is listed as refereed.) Your assignment is due at the end of Module 8. Compose your work in a .doc or .docx file type using a word processor (such as Microsoft Word, etc.) and save it frequently to your computer. For those assignments that are not written essays and require uploading images or PowerPoint slides, please follow uploading guidelines provided by your instructor. Check your work and correct any spelling or grammatical errors. When you are ready to submit your work, click “Upload Submission.” Enter the submission title and then click on “Select a file to upload.” Browse your computer, and select your file. Click “Open” and verify the correct file name has appeared next to Submission File. Click on “Continue.” Confirm submission is correct and then click on “Accept Submission & Save.” Turnitin® This course has Turnitin® fully integrated into the course dropbox. This means that you should only submit your assignments to the dropbox below. Please do not submit your assignment directly to Turnitin.com . Once submitted, your assignment will be evaluated by Turnitin® automatically. You will be able to view an Originality Report within minutes of your first submission that will show how much of your work has been identified as similar to other sources such as websites, textbooks, or other student papers. Use your Originality Report as a learning tool to identify areas of your assignment that you may not have cited appropriately. You may resubmit your assignment through this dropbox as many times as you need to check to see if you have made improvements, until the due date of the assignment. However, once you have made your first submission, you will need to wait 24 hours after each subsequent submission to receive a new Originality Report. Plan accordingly as you draft your assignment. Once the due date has passed, your assignment submission will be considered final. Evaluation This assignment will be graded using the SBT Research Paper Rubric located on the Course Rubrics page within the Start Here section of the course. Please review the rubric prior to beginning your work so that you ensure your submission meets the criteria in place for this assignment. This assignment is worth 20\% of your final course grade. Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences, 22(2), 1-10. In this article, the author (Fenech, 2019) tries to research how digital transformation has impacted human resource management. The author uses different approaches to look into how new technology has changed the nature of doing business. A company may choose to use a resource-based method to achieve a competitive advantage. Qualitative methodology is the research methodology that is used in the article. It is done through semi-structured interviews with five human resource agents based in the United Arab Emirates (UAE). The author summarizes the impact that digital transformation has had on some HR practices like employee relations, HR planning, performance and reward management through the interviews. Kuswati, Y. (2020). The Effect of Motivation on Employee Performance. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 3(2), 995-1002. (Kuswati, 2020), reviews the impact motivation has on the performance of an employee. The article supports evidence of declined employee performance to decreased levels of motivation. Research methods used include descriptive and survey procedures. Data collected from 109 officials from the Majalengka University help demonstrate these findings. Questionnaires are the primary method used to collect data, and correlation techniques determine the relationship between the two. The article summarizes how organizations can use motivation to boost employee productivity. It is a comprehensive review since all sources are well researched and backed. Manna, R., Singh, A., & Sharma, P. (2016). Does training need analysis help to minimize competency gap: an investigation. Amity Journal of Training and Development, 1(1), 109-131. (Manna, 2016), reviews how training can help in minimizing competency gaps. He starts by looking into various ways that organizations can ensure competency in employees to boost productivity. According to him, the best way is to train the already existing employees. From his review, it is evident that the training and development of employees lead to a competitive advantage. Hiring the right employee is essential to a company as they can find the right solutions to its problems. Further, in the research, the author suggests a competency-based training model. It enables employees to gain the right skills for the right job. Competency mapping is essential as it determines performance gaps and training needs for a particular job designation or profile. Citation of literature and presentation of data is done without bias by the authors. Theoretical discussions on manufacturing companies are also included. Thus, the information contained is reliable and valuable. The influence of technology in human resource management. (2020, April 2). Retrieved from: https://phdessay.com/influence-technology-human-resource-management/ The research paper reviews how information technology has changed the way we do our work and its impact. In the introductory part, the report investigates the various ways advances in technology have impacted HR responsibilities. In addition, the paper supports evidence of technology making HR roles and obligations much more accessible through a Human Resource Management system. The review investigates how organizations can use the system to cut costs and time for doing basic HR tasks. Information contained in the paper is well researched and backed up, thus making it a comprehensive review. Top 5 benefits of using technology for employee management | Peninsula. (2021, June 16). Retrieved from: https://peninsulacanada.com/blog/technology/top-5-benefits-of-using-technology-for-employee-management/ The blog gives a brief overview of the importance of technology in HR. The introductory part reviews why and how an organization can implement technology in its HR department. It is followed by the author explaining the benefits of incorporating technology in managing employees. References: Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences, 22(2), 1-10. Kuswati, Y. (2020). The Effect of Motivation on Employee Performance. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 3(2), 995-1002. Manna, R., Singh, A., & Sharma, P. (2016). Does training need analysis help to minimize competency gap: an investigation. Amity Journal of Training and Development, 1(1), 109-131. The influence of technology in human resource management. (2020, April 2). Retrieved from: https://phdessay.com/influence-technology-human-resource-management/ Top 5 benefits of using technology for employee management | Peninsula. (2021, June 16). Retrieved from: https://peninsulacanada.com/blog/technology/top-5-benefits-of-using-technology-for-employee-management/