The advantages and disadvantages caused by different technology trends on HR activities

with example.

5 main types of digital technologies are driving the trends shaping human resource management
today. There are:

Social media

Advantages

 Social media has exploded over the past five years, with companies using different
outlets to post job openings, interact with clients and employees and make major product
announcements.
 One of the biggest advantages of human resource managers using social media on the job
is that it makes the recruiting process easier and more successful for the company.
 HR managers can post job openings on all the company’s social media sites, including
links to the listings on the company website.

Disadvantage

Social media profiles present unreliable or inconsistent representations of candidates.

One of the biggest disadvantages of social media recruitment is that an individual's
profile often presents a highly sanitized version of their personality and life.

Example:  LinkedIn, Facebook, and Twitter.

Mobile applications

Advantages

 Increased Productivity.
  Reduced Human Errors.
 More Effective Hiring Process.
 Prompt Feedback.
 Higher Employee Engagement.
 Improved Communication between Workforce.
 Effective Data Management.
 Hassle-free Application Processing.

Disadvantage

 HR manager really can’t escape from work some times.  This can cause him or her to be
exhausted by their job.  They simply cannot disconnect from their job.  Sometimes, we all
need a break.
 Employees may get lazy.  If there are remote workers, it can be easy to get distracted. 

Example: WorkBright, NamelyHR, Zenefits.

Cloud computing

Advantage

 One of the most appreciated advantages of cloud computing in HR is the

centralization of information. For companies, this means fast and efficient storage
and retrieval. For instance, the Human Resource registry becomes flawlessly
organized, and the storage and retrieval of administration-heavy documents
become smooth.
 Cloud-based technology can fill the communication gap between manager and
junior staff. 
 The human resource office is not only involved in managing people, but it’s a
purveyor of key processes in an organization, so a consistent approach in its
operations is key. For instance, for companies with branches across the globe, it
can get extremely challenging when it comes to interpreting and implementing
decisions from head office.

Disadvantage

Understanding all the technology is difficult.  There is always something newer

and better.  Sometimes may feel like keeping up with all of the latest technology
trends on mobile have running in circles and not doing our job at hand.
 Example: SaaS, ATS.

Data analytics

Advantage

 Better hiring practices.

 Decreased retention.
 Task automation.
 Process improvement.
 Improved employee experience.
 More productive workforce.
 Improved workforce planning through informed talent development.
Disadvantage

There have to be multiple levels of access and the system must be constantly monitored
for any data theft. Maintaining such a system will obviously lead to greater costs and
that's the second main disadvantage to implementing HR analytics.

Talent analytics

Advantage

 Providing better hiring insights

 Tracking hiring metrics
 Gathering continuous feedback
 Applying predictive analytics
 Improving employee retention rates
 Increasing profit
 Time-saving
 Promoting transparency

Disadvantage

While the advantages of HR Analytics are immense, there are also a couple of

disadvantages to using it in the current scenario. Maintaining such a system will
obviously lead to greater costs and that’s the second main disadvantage to implementing
HR analytics. High acquisition and maintenance costs mostly act as a deterrent,
especially for smaller companies to implement such a system.