2 Technological change in HRM

 Bridging the Communication Gap

This is probably the most obvious advantage that technological gadgets have on a company’s HR.
Technology makes it easier to communicate due to different mediums introduced. You can easily
communicate in a matter of seconds through emails, text and other messaging applications.

Many companies use a fixed medium of communication and use different online forums to exchange
files and messages such as Skype, Slack, Basecamp,Zalo, Messenger, etc. are only a few applications
that are used by companies to communicate. These messaging applications have made it easier for the
HR staff to keep in touch with the rest of the team. For example, if the Project Manager wants to
change the meeting time, then he simply has to drop an email to his team and send it to the HR. The
rest of the arrangements will be taken care of from there.However, as with every technological
invention, there are certain pros and cons. In some cases, technology can prove to be more time-
consuming. Information that is shared through a 2-page email can be easily communicated verbally.
The verbal form of communication is still considered as one of the best ways to communicate up-to-
date. This is primarily because one can easily interpret facial expressions and it gives more chances to
ask questions.

 Ease in Analyzing Employee Data

It is probably clear to you by now that technology is the indisputable future of HR. Another way that
technology is helping our HR is an efficient analysis of employee data. What was a rigorous process
in the past has been reduced to a few clicks now.

Companies have certain criteria that need to be fulfilled to decide whether their employee is
accomplishing their goals. Different applications to monitor employee performance have made this
procedure simpler and more efficient. Not to mention, it is less time-consuming as well.

You can easily bring together data and use it to analyze how your employee is performing. Software
programs and applications make the task of analyzing employee performance data simpler and less
complicated. However, it must not be ignored that there are still certain issues that require human
judgment. The recent advancements are simply a tool that will improve and complement HR
functionality and efficiency.
  Easier Recruiting

Anyone who works in HR must be well aware of how tiring and time-consuming the recruiting
process is. Not to mention costly as well. Fortunately, Artificial Intelligence (AI) has made this
process less extensive.

Companies have automated screeners that detect skills on a candidate's resume. This has made hiring
decisions extremely easy in the early stages of recruiting. The people in the HR department no longer
need to go through tens of thousands of emails and sort through them. They can simply use the
screeners to sort them out within seconds.

It is only the last stage of the HR process that requires human decision-making abilities. It has been
predicted that companies and businesses that rely on tools to help with their recruiting process are
bound to be more successful in the future.

 Increasing Efficiency

One can argue the disadvantages of the extensive use of technology, but it cannot be denied that
technology is the best way to increase efficiency. The latest tools and software’s help to create
harmony within a company. The data is recorded more systematically and is readily available if one
needs it. Moreover, the HR time which was too busy in administrative tasks earlier can now invest
their time on issues that require more attention.

The HR no longer has to struggle through piles of papers, messages can simply be drafted using
online tools. With the availability of online tools, even PDF Editing is not a struggle anymore. It has
given the human resources a chance to be more organized and accurate. This has a positive impact on
the morale of the employees as well.

 Security Concerns

Technology has raised several security concerns in the HR department. Having data online leaves
many companies exposed to security threats. Therefore, if you are planning to go all tech in your HR
Department, make sure you are following certain security procedures.

Passwords must protect ever company file in order to protect them from malicious user. System
credentials of the company devices need to be periodically changed. Firewalls and anti-malware
should be implemented and updated regularly. HR employees should be given basic trainings
regarding online security threats and how to easily avoid compromising the company’s confidential
information.