There are many different fields in the information technology industry and most of them tend to provide you with great job opportunities, especially if you’re passionate about what you do and you’re keen on progressing in your career.

Having said that, every industry has its own pros and cons, but if you decide to work within the field of human resource management, then you will certainly enjoy working in an environment where everything revolves around your employees and the way they feel about their jobs, as well as how they contribute to their company’s profits.


According to The World Bank (2016), Jobs are an essential part of human life. A job provides income and, in exchange, a person commits to work for a company or employer for some number of hours or days each week.

According to HRTechLaw (2017), Humans are still at the center of business, especially in HR; computers have not replaced people yet.

People will still do most tasks better than machines because no matter how much technology evolves it can never replace real-world experience and judgment, which inevitably come from our own thought processes.

Jobs are as good as never gone away nor the future, they will exist forever till humans exist on earth; all that has changed is its form.

Software Reshapes Data Management

With electronic technology, it’s now possible to input far more data than ever before. As a result, decision-makers now have access to more information about employees, their behavior, and how that impacts company performance.

For example, there are smart tools for tracking key employee metrics like sales figures, production numbers, and customer feedback.

By monitoring these factors at regular intervals throughout an employee’s tenure at a company (and by highlighting areas for improvement), organizations can improve business outcomes by helping managers develop talent.


The creation and maintenance of an open market that allows goods, services, people, and capital to move across borders.

This has become especially important in business. Businesses must now operate globally in order to compete with other companies.

It can be a daunting task for companies because they must adapt to different languages, currencies, cultures, and legal systems within each country.

In most cases, employees will also have to relocate if a company wants to create operations within another country. But there are ways for companies to maximize their profits when operating globally:

(1) transfer experience and expertise from one country/region into another through technology (2) provide clear written job descriptions that clearly outline performance expectations

(3) create employee training programs that fit with local cultures

(4) provide continuous employee development opportunities.

Role of Information Technology in Reliable Recruiting

Information technology (IT) has not only revolutionized business processes but also transformed traditional human resource functions.

The need for skilled and talented people remains at a high level; therefore, organizations face great challenges to quickly find suitable candidates for open positions.

Organizations have thus intensified their recruiting efforts and, by doing so, have employed technologies such as social media and smart applicant tracking systems (SATS).

As a result, new opportunities have emerged in recruitment services. Another way that IT has impacted human resources is through online training and e-learning applications. These allow individuals to learn skills remotely.

Employee Engagement

Most companies realize that without a motivated workforce, it’s nearly impossible to deliver optimal performance. For example, if employees don’t know what needs to be done or how to do it, then their engagement will certainly suffer.

A recent study found that employee engagement can lead to a five percent increase in profits for every one-point increase in an employee’s engagement score.

It also found that highly engaged employees are 12 percent more productive and profitable than those who are less engaged.

So, information technology plays a key role here by delivering organization-wide systems that help you manage your business more effectively (think: HR software).

These tools make it easier for managers and employees alike to understand expectations, monitor progress toward goals and get input when feedback is needed.


The one quality that can most impact human resource management within an organization is empowerment. The goal of every enterprise should be to empower its employees to achieve and sustain a competitive advantage over their competitors.

Empowerment, however, goes far beyond merely encouraging participation and sharing information.

It means providing real-time access to all relevant information that can contribute significantly to decision-making and results.

This necessarily includes technology solutions for communicating between departments as well as horizontally within departments, so employees do not feel isolated or disconnected from other employees or from those who manage them.

When everything required for making timely decisions and generating superior results exists in one place—and when it can be accessed immediately at any point in time—then your people are empowered.

New HR Technologies Gain Traction

New technologies are evolving at a breakneck pace, and human resources (HR) departments have found ways to use these new tools to streamline operations.

Everything from enterprise software platforms to social media channels has changed how HR departments operate in recent years.

Some of these technologies focus on delivering information quickly and cutting down on paperwork, while others have completely transformed internal processes for better efficiency.

For example, one platform helps employees submit time-off requests electronically and manage their schedules through an app.

This allows managers to approve or deny leave requests in real-time—and eliminates much of the lost productivity that usually occurs when one person calls out sick while another isn’t able to attend a meeting because they took vacation days.

Client Service and Personnel Administration

The impact of information technology on human resource management, in my opinion, does not seem to be that strong.

While information technology has affected various areas such as payroll, benefits administration, and hiring practices, it has not made much difference in areas where human resources managers need it most.

For example, if you are tasked with managing a large staff while your budget is limited and you don’t have a good system for scheduling employees or tracking who works when and where then information technology is quite helpful.

But there aren’t many systems designed to assist managers with their task of leading people so they can help make work easier for everyone involved. One area where I think IT could improve HRM practices involves employee performance reviews.

Better Solutions to Line Supervisors

The biggest disadvantage for line supervisors is that they have to handle multiple tasks simultaneously, but they don’t necessarily have enough knowledge and skills to complete each task well.

Even if their teams are highly productive, it doesn’t mean that they will be recognized as highly effective leaders.

It’s always a good idea to find technology solutions for these problems. For example, it makes a lot of sense to record employees’ performance data in an e-learning system so supervisors can easily track individual employee progress over time and provide better coaching.

It also makes sense to manage employee timesheets with an e-timesheet app so line supervisors can easily monitor team members’ work hours from their mobile devices and give timely feedback in case there are any issues.

Information Monitoring and Essential Evaluation

Recruitment and selection – Knowledge-based HR systems have made evaluation by interviewers practically a thing of the past. Computers now choose candidates based on pre-set criteria, like education, experience, and matching other candidate profiles.

In some companies, candidates can fill out a questionnaire that will be evaluated in order to reduce bias in hiring decisions based on an interviewer’s personality or appearance.

Automated monitoring tools are also often used to analyze time taken to respond during online interviews and the number of times interviewee clicks ‘apply’ instead of ‘next’ as a measure of how interested they are in company and job opportunity

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