Technology in HR Is It the Solution or the Challenge?

 Technology in HR is it the Solution or the Challenge?

Figure 1: AI’s Impact on HR

Introduction 

Digital solutions are progressively finding their place within HR procedures, driven by the rapid evolution of the technology industry (Johnson, Lukaszewski and Stone, 2016) This topic delves into the incorporation of technology into HR operations, examining both the opportunities it offers and the potential drawbacks and challenges it presents.

Advantages provided through Technology in HR

 Video source:  (Linkedin Talent Solutions, 2016)

Technology is commonly used in various HR functions to streamline processes, improve efficiency, and enhance decision-making. The technology used in HR operations, including:

  • Recruitment and Talent Acquisition
  • On boarding and Orientation 
  • Employee Records Management 
  • Payroll and Benefits 
  • Administration 
  • Performance Management 
  • Learning and Development 
  • Employee Self-Service 
  • Workforce Analytics 
  • Compliance and Reporting 
  • Communication and Engagement

Increased productivity and efficiency are benefits of integrating technology into HR operations, as digital solutions simplify repetitive work and enable quicker data processing (Tursunbayeva, 2019). In addition, technology may offer real-time data and insights to the HR team, empowering them to make better decisions and create efficient talent management strategies. 

By incorporating technology into the HR process, businesses have achieved heightened recruiting efficiency (ResearchGate, n.d.). Technologies such as applicant tracking systems and automated resume screening have substantially reduced the hiring timeline while elevating the calibre of candidates. Moreover, technology has facilitated more streamlined on-boarding procedures, swiftly incorporating new hires into the company culture, and equipping them with the essential tools for success.

Drawback in using Technology in HR

Figure 2: Man vs Technology

Data Security and Privacy Concerns - Storing and managing confidential and sensitive employee information electronically can lead to data security risks. Data breaches, unauthorized access, or cyberattacks can compromise the privacy of employee records hence its important have required security setup and authorized access level to control any breaches (Ansen and Twum-Darko, 2014).

Data Inaccuracies & Overwhelm and Information Overload - Accurate data is essential for effective HR processes, as inaccuracies can lead to flawed decision-making. Simultaneously, the vast amount of data generated by HR technology could make it challenging to derive actionable insights. To address this, organizations must prioritize data accuracy and provide HR professionals with the required training.

Costs of Implementation, Maintenance and Updates/Complexity - Implementing HR technology solutions are a multi-faceted endeavour, entailing significant financial considerations, including initial investments and ongoing maintenance costs. Neglecting to keep systems up to date can result in operational inefficiencies and security vulnerabilities. Furthermore, the integration of diverse HR technologies requires a substantial commitment of time and resources. A comprehensive strategy that encompasses financial planning, maintenance, and integration is vital for the successful implementation of HR technology solutions. To avoid these issues its important to budget for initial investments and ongoing maintenance, prioritize system updates, and dedicate resources and time to ensure the successful integration of diverse HR technologies.

Resistance to Change and Technology Skill Gaps - The adoption of HR technology requires HR professionals to develop technical skills, which can be challenging for some. Resistance to change can lead to inefficiencies during the transition. Balancing technology with the human touch is essential to maintain control over HR processes and adaptability to unique needs. To overcome this challenge Investing in HR professionals training, employ change management strategies, balance automation with personal touch, conduct pilot programs, collect feedback, and embrace continuous improvement.

Lack of Personalization & Depersonalization - Excessive reliance on technology can depersonalize HR, hindering human touch in sensitive areas like conflict resolution, counseling, and career development. Automated systems' one-size-fits-all approach may overlook individual employee needs and preferences. Balancing technology with personalization is crucial for effective HR.  it’s important to blend personal interactions with technology, tailor solutions to individual needs, equip HR professionals to handle sensitive matters effectively, and foster a culture of empathy and active listening in HR processes.

Conclusion 

Incorporating technology into HR is vital for streamlining processes and increasing transparency for employees when used correctly. This approach does not take away jobs but enhances them, allowing HR professionals to focus on more meaningful activities and strategic decision-making (Budhwar et al., 2022). However, it's essential to maintain the human touch and empathy, as machines cannot replace the nuanced understanding that humans provide in various situations. Balancing technology with the human element is key to improving and developing the organization.

Reference list
 

Ansen, J. and Twum-Darko, M. (2014). Information Security Management in a Human Resource Information System of a Selected University of Technology THE FACULTY OF BUSINESS IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF TECHNOLOGY IN BUSINESS INFORMATION SYSTEMS AT THE CAPE PENINSULA UNIVERSITY OF TECHNOLOGY OF SOUTH AFRICA CPUT copyright information. [online]

Available at: https://core.ac.uk/download/pdf/148365631.pdf

[Accessed 06 November 2023].

 

Budhwar, P., Malik, A., De Silva, M.T.T. and Thevisuthan, P. (2022). Artificial intelligence – challenges and opportunities for international HRM: a review and research agenda. The International Journal of Human Resource Management. [online]

Available at: https://www.tandfonline.com/doi/full/10.1080/09585192.2022.2035161

[Accessed 06 November 2023].

 

JJohnson, R.D., Lukaszewski, K.M. and Stone, D.L. (2016). The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes. Communications of the Association for Information Systems, [online]

Available at: https://aisel.aisnet.org/cgi/viewcontent.cgi?article=3940&context=cais

[Accessed 06 November 2023].

 

Linkedin Talent Solutions (2016). The role of HR has evolved. Meet the 21st century HR Leader. YouTube.

Available at: https://www.youtube.com/watch?v=ukmC6F0JvQw.

[Accessed 06 November 2023].

 

ResearchGate. (n.d.). (PDF) The influence of technology on the future of Human Resource Management. [online]

Available at: https://www.researchgate.net/publication/265685423_The_influence_of_technology_on_the_future_of_Human_Resource_Management

[Accessed 06 November 2023].

 

Tursunbayeva, A. (2019). Human resource technology disruptions and their implications for human resources management in healthcare organizations. BMC Health Services Research, [online]

Available at: https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-019-4068-3

[Accessed 06 November 2023].

Comments

  1. HR MAB Fazil Farook 20238 November 2023 at 13:00

    The use of technology in HR practises is praiseworthy, it is equally imperative to address its synergy with the human element. A comprehensive investigation of the potential benefits of utilising technology to enhance the ability of HR professionals to deliver a personalised and empathetic approach would be advantageous.

    ReplyDelete
  2. Rasika Gardihewa9 November 2023 at 08:07

    The blog post provides a well-rounded analysis of the incorporation of technology into HR operations, highlighting both the advantages and challenges associated with this integration. By presenting a balanced view, you have provided valuable insights for readers looking to understand the complexities of this evolving landscape.

    ReplyDelete
  3. HRMBAPriyantha28 November 2023 at 10:21

    Technology in HR continues to evolve, empowering HR professionals to streamline processes, improve decision-making, and create more engaging experiences for employees. It enables HR to shift from administrative tasks to strategic functions, focusing on fostering a positive work culture and driving organizational success.

    ReplyDelete
  4. Zeinab Ahamed HRMBA28 November 2023 at 21:41

    you have laid out the information that outlines the potential of technology for enhancing various human resource (HR) operations, including recruitment, performance management, and employee engagement, consequently fostering heightened efficiency and facilitating evidence-based decision-making. As you mentioned it highlights the limitations associated with a significant dependence on technology, including potential data security vulnerabilities, the risk of experiencing an overwhelming amount of information, the expenses associated with implementation, resistance towards adopting new technologies, and the potential for depersonalization in human resources procedures.

    ReplyDelete
  5. Anonymous1 December 2023 at 22:21

    Incorporating technology into HR is vital for streamlining processes and increasing transparency for employees when used correctly. It leads to Increased productivity and efficiency are benefits of integrating technology into HR operations, as digital solutions simplify repetitive work and enable quicker data processing. so, thanks for sharing a supportive blog for us.

    ReplyDelete
  6. Roshani_HR_MBA_B291 December 2023 at 23:42

    HR technology has the potential to significantly improve productivity, judgment, and employee satisfaction. However, it also presents difficulties that must be managed carefully to ensure that it has a beneficial effect on corporate objectives and the general work experience.

    ReplyDelete
  7. Aravinda Fernando MBA292 December 2023 at 02:39

    The current HR department has seen substantial changes due to technological advancements over the past few decades. Yet, it can lead to disarray and inefficiency since your HR staff employs distinct solutions to handle certain tasks. Great

    ReplyDelete
  8. Merril John2 December 2023 at 06:16

    In the realm of HR, technology is a double-edged sword, offering both solutions and challenges. Embracing innovative tools streamlines processes, enhances efficiency, and elevates the employee experience. However, it also demands adaptability and the finesse to navigate potential pitfalls. Striking the right balance is crucial—leveraging technology to augment, not replace, the human touch in HR. When wielded wisely, technology becomes a powerful ally in shaping a responsive, agile, and people-centric workforce for the future.

    ReplyDelete
  9. Anuradhi Welideniya3 December 2023 at 08:38

    Your blog on the dual role of technology in HR presents a thought-provoking analysis. Skillfully navigating between its potential as a solution and the challenges it poses, your insights contribute to a nuanced understanding of technology's impact in the HR landscape. Well-balanced and engaging!

    ReplyDelete

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