Thameera's HRM Coner : HRM in the Digital Age

The world has changed in cultural, societal and economical sectors due to digital technological changes. Those changes play a role in employees’ lives and HRM. According to Ashbaugh and Miranda (2002), in this digital age, HRM has transferred as E- HRM, as companies have to be adopted for the digital technological changes in recruit to retire functions, to be success. Evolution of HRM in according to technology changes is given below.

Figure 1- Evolution of HRM according to technological changes. (Ashbaugh and Miranda, 2002)

Table 1- Evolution of HRM according to technological changes

Stage	Functions	Example
Paper-Based Systems/Legacy mainframe systems	HR was the sole custodian of the data. Reporting was very rudimentary	In earlier time HR manager send employees to HR department to get their all their needed personnel information noted down by a HR officer.
Personal Computer (PC) Technology and local area network (LAN) systems	HR data were stored on a client server which is HR network. Able to produce reports that simply listed employee information.	In Hemas Ltd. earlier time all the information on HRM practices are entered in to a PC and stored there.
Electronic Database Systems	Emergence of relational database that stored a piece of data in more than one file, with different types of data. Develop more complex reports that integrated several data elements. Enterprise-wide system was initiated (SAP) which interrelate HR functions with all other departments. E-HRM has begun.	Singer HR department was able to generate employee report could from different databases that included name, address, and salary and benefit information.
Web-Based Technology	Interactive voice response (IVR) To interact with databases to get information or enter data into it a touch-tone phone is used. Web-based applications Applications that use a Web browser as a user interface	Omega Line Ltd. HR department used to get basic information needed from candidates for the recruitment process via website information forms.

(Author developed based on Ashbaugh and Miranda, 2002)

If considered 21^st century, most of the HRM functions are linked with this digital technology.

Table 2- Electronic technological tools used in HRM functions in 21st Century

Function	Technology Tools	Process/ ac
Employee recruitment, selection and placement.	E-recruitment web portals Social Media Sites (Facebook, LinkedIn)	Post available job positions and qualifications in web portals and job seekers select their expertise and apply.
Employee Development	E-learning Career Development Online Appraisal System (e-performance)	Employees are able to increase their skills through e-learning as they are provided with necessary inputs for career growth and feedback on their performance via E-learning.
Compensation	E-compensation, Compensation settlements Flexi-reward Packages Facilities	Determine the cost to company for the compensation plan awarded to employee and employee can determine the pay he will get in hand via e-compensation system they have lounged.
Employee Relations, Communication and Work Environment	Intranet OD and Team Development	OD exercises help in bringing organizational change and effective team development and build better employer employee relations.
Decision Making	Decision Support System (DSS) Artificial Intelligence (AI) System Online Analytical Process (OLAP) Group Decision Support System(GDSS)	DSS Technology tool used to get HR decision enable for taking quick business decisions as it summarize large amount of data with speed to a useful result.
Human Resource Information System (HRIS)	Intranet availability of Data record of Employees	All the information on company portals, employee portals, company policies, employee feedback etc. of Google.com is available in company intranet.

(Author developed based on Beer, 1997)

Challenges of E-HRM on organizations

It can be analyzed that with the concept of E-HRM, all the HRM data are mainly stored and handles via technological systems. According to a research done in China on E-HRM by Shrivatsava and Shaw (2003), it is a challenge for HRM, with the advance of technology, security of the data privacy also has to be advanced. HRM will have to lounge security systems, prevent privacy breaches and provide trainings for employees on data securing, which will cost high and time consumable and it will directly impact on company profits.

According to a web based survey 136 US and Canadian on E-HRM by Tansley and Watson (2000) stated that with rapid technological changes in according to remain competitive advantage, companies will have to adopt for the technological changes. Therefore companies will have to lounge new digital systems with the trend. It is required to provide trainings for employees which will be a cost for the company that have to be bared anyhow.

According to Ulrich (1997) a research done on Motorola in Russia he has stated that, changes in technology can result in anxiety and resistance among employees. Most of the roles of employees are replaced by a machine or computer which is cheaper and fast, but this enables lack of trust on employees towards the company and de-motivated. It is a challenge for HRM for assure employees of their worth and meaningful place within the business and by help to see the technology as an aid not a hindrance to their work.

Figure 2 - Technology and Employees (Beer, 1997)

According to above saying it can be analyzed that due to this technological development employees will even tent to be like machineries. Innovative and Creative ideas might not pop up and it is a great challenge for HRM to pop up and develop creativeness from the employees.

Figure 3- Author's suggestion corner (Author developed)

References

Ashbaugh. S. and Miranda. R. (2002), “Technology for Human Resource Management: Seven questions and answers”, Public Personnel Management, Sage Publication, 31(1).

Beer. M. (1997), “The transformation of the human resource function: Resolving the tension between a traditional administrative and a new strategic role”, Human Resource Management, 36(1).

Fernandes. A. (2017). The Digital Age of Real Estate. Deja Vu Real Estate Broker, 4-9.

Shrivatsava. S. and Shaw. J. B. (2003), “Liberating HR through technology”, Human Resource Management, John Wiley & Sons Ltd. 42 (3).

Tansley. C. and Watson. T. (2000), “Strategic exchange in the development of human resource information systems (HRIS)”, New Technology, Work and Employment, 15 (2).

Ulrich. D. (1997). Human Resource Champions: The Next Agenda for Adding Value and delivery Results. Harvard Business School Press, Boston.