I need two 250 words discussion responses (one for each) for …..

1.The technology use has transformed the HR landscape from an administrative role to one that is significantly more strategic. Before the technology found its way to HR, the activities were purely administrative. Everything was paperwork characterized by numerous filling. The HR department was forced to contact face to face meeting during the recruitment process, payroll, timesheets, and benefits were recorded on paper. There was a challenge of managing data effectively.

Currently, the technology has transformed everything in the HR department in terms of data management. The technology has helped to address the problem of a considerable amount of paperwork, and the introduction of software has simplified the filing system. Such software includes cloud/web-based solutions, server/client solutions, and mobile application that are installed desktops. These applications are used in training management, employee lifecycle management, performance appraisal, deployment, attendance, compensation management, and onboarding. The systems comprise of numerous standalone components on the HR department. Being an HR Manager, one must have technology background understanding because the job involves a lot of applications and filing forms, for instance, data analytics and mining. Technology will help in simplifying accounting and data storage. Also, software programs are used in screening.

Before the early 1990s, the administrative HR departments had different hiring and recruiting process, which is different from what the technology-driven HR uses today. There was a time when the job applicants were forced to buy Sunday Newspapers to look for jobs that were being advertised. The could note down the mailing addresses that they could later to drop off their applications. Or if one was lucky enough to find the interview being contacted, they could do it on the spot or if not they could go home and wait for a callback. Sometimes the signals were busy because of other individuals being online; thus, the applicant missed call waiting on their service. The invention of the facsimile machine simplified things. This enables the job applicants to fax a scan over their application letter, resume, and process of call back could start afterward.

From the time the technology was introduced, it transformed the hiring and recruiting process. Currently, HR department uses technology in advertising jobs electronically. Applicants can search or apply the job using the company website. Also, the applicant can scan the resume and submit it to the company electronically, which reduces labor-intensive tasks by utilizing an applicant tracking system. Once the applicant completes the selection process of an organization, he or she is promoted to become an employee because a considerable part of the onboard process is automated.

REFERENCES

Ivancevich, J. M., & Konopaske, R. (2013). Human resource management (12th ed.). New York, NY: McGraw-Hill Irwin.

Recalled from http://www.huffingtonpost.com/meghan-m-biro-/the-i…

http://www.gethppy.com/hrtrends/technology-changin…

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2. “Human resource departments need to be able to collect, store, and evaluate large amounts of information about the internal and external environments” (Ivancevich, J. M., & Konopaske, R. 2013). The human resource information system (HRIS) it increased response time for different aspects of the HR department, such as traditional human resources activities. “Human resource information system has become very essential in almost all organizations due to the benefits, its feasibility and reduction of manual work” (Anitha, J., & Aruna, M. 2014). “Today’s technological environment, information is wealth and HRIS is an essential spectacle of competent management of human resources” (Anitha, J. & Aruna, M. 2014). “In the 1940’s the first personnel officer was appointed to the St. Mary’s Explosives Factory in New South Wales, an din the same year a Personal and Industrial Welfare Officers’ Association was established in both Victoria and New South Wales” (Tubey, R., Dr., Rotich, K. J., & Kugat, A., Dr. 2015). During this time industries didn’t have any kind of HR department so there wasn’t anyone taking care of labor essentials within companies. This included issues of company performance and productivity. If companies during this tie had access to HRIM everything would be organized such as tracking employees, product inventory, and even employee service programs could have been developed.

Resources:

Anitha, J., & Aruna, M. (2014). Adoption of human resource information system in organizations. Journal of Contemporary Research in Management, 9(4), 63-74. Retrieved from https://saintleo.idm.oclc.org/login?url=https://search-proquest-com.saintleo.idm.oclc.org/docview/1664139224?accountid=4870

Tubey, R., Dr., Rotich, K. J., & Kugat, A., Dr. (2015). History, Evolution and Development of Human Resource Management: A Contemporary Perspective. European Journal of Business and Management, 7(9), 139-148. Retrieved July 11, 2019, from https://www.iiste.org/Journals/index.php/EJBM/article/download/21196/21540.

Ivancevich, J. M., & Konopaske, R. (2013). Human resource management (12th ed.). New York, NY: McGraw-Hill Irwin.

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