Future of the Technology of Human Resource

Human resource management refers to the manner in which an organization handles issues affecting its workforce. It involves the process of conducting selection, recruitment, training, rewarding, appraisal and separation. Currently, these processes utilize both technological and manual techniques. This is necessary because the employees are rational and have the ability to choose. As such, they have the ability to dictate what they want in an organization.Advertising We will write a custom essay sample on Future of the Technology of Human Resource specifically for you for only $16.05 $11/page Learn More On that basis, it is difficult to enforce technology to a high degree since it is prone to diverse weaknesses. Some of the weakness could include inability to handle specific human tasks, technological failure or unpredictability of human behavior. It is essential to realize that multiple changes are being addressed to make technology suitable for the dyna mic field regardless of the presence of weaknesses (Fleetwood Hesketh, 2010). Currently, most organizations utilize technology to conduct selection and recruitment processes. This nature of technology is subjected to significant uncertainties. Most organizations incorporate the manual process of candidates meeting the human resource management personnel to prevent the weaknesses. Through this process, they can ascertain that the chosen employees are suitable for their organization. However, this process is still subject to human errors that arise from biasness and mental weakness of predicting the future. The process of conducting training and development in the course of employment is another critical element of the organization. Through this process, the organization can impart skills and knowledge to its workforce. Such an investment is vital for the organization to realize its goals and objectives. Most organizations employ apprenticeship and further education to realize their goals. When employees are equipped with the appropriate skills and knowledge for their tasks, it is also important to evaluate the rewarding criterion. In this case, organizations base their remuneration on the contributions and knowledge of the employees. This involves provision of monetary and non-monetary benefits to employees. As a result, such a system will provide morale for employees to achieve the organization’s objectives. In addition, it is essential to consider the working environment and living conditions of the employees. This enables them to work efficiently for the organization (Ulrich, 1997). In the course of the employment term, organizations conduct appraisal process to assess the performance of their employees. Through this process, they can establish the real contributions made by each employee. This will assist the organization realize optimum performance of their employees.Advertising Looking for essay on business economics? Let's see if we can hel p you! Get your first paper with 15% OFF Learn More Moreover, it will assist them to make recommendations for employees that need to be promoted, sent for further training or retrenched. External parties conduct this process through the manual process. Therefore, it assists the organization to boost the morale of their employees while retaining resourceful employees (Heneman Greenberger, 2002). As employees progress in their career paths, it is vital to prepare them for separation. In this case, the employees are given skills and knowledge on how to survive once they move out of the organization. This process is critical for the organization, since employees will have to move out when they are old. As such, it requires the preparation of employees both psychologically and financially. Such a process will minimize the organization’s exposure to risk. In addition, the employees who leave the organization will always be good ambassadors. The development of technology d emands incorporation of effective human resource information systems that will boost its tasks. In this case, all elements of human resource management will be undertaken in an efficient manner that will increase its overall effectiveness. Initially, the technological facilities utilized to conduct selection and recruitment process must suit the needs of the organization. In this regard, the facilities for conducting the process will be customized to the needs of the organization. As such, organizations will be required to outline their needs from candidates intending to take part in the process. Under such a process, candidates will be subjected to tests that assess their mental capabilities and suitability to the opportunities available. This will eliminate any form of human weakness. In addition, the organization will select and recruit the candidates in an ideal process. Similarly, as time progresses, technology will facilitate organizations to identify their employees at a tend er age, which will enable them to groom and train them as per organization objectives (Losey, 2005). This organization’s activity will boost the performance of the employees selected and recruited. As a result, it will minimize the level of labor turnover leading to a high degree of labor retention. The process of training and developing employees will be another critical element of the human resource. In this case, various technologically enabled means will be adopted to impart knowledge and skills to the employees. This will lead to improvement of quality of the organization employees. In addition, employees will be able to deliver without any interruption. Working for an organization will not demand physical consolidation of the workforce in a specific location. This means that employees will work at their own convenience while getting experience and improving their skills. Consequently, employees will develop mastery of work in their areas of specialization without necess itating the organization to incur expenses in the process of further training and education.Advertising We will write a custom essay sample on Future of the Technology of Human Resource specifically for you for only $16.05 $11/page Learn More Remuneration process will also be positively influenced by technology. The remuneration system will be tailored towards the needs of the employees. This implies that both monetary and non-monetary benefits will be integrated to suit the needs of the employees. As such, employees will be rewarded based on their contributions and value to the organization. This will demand the improvement of delivery of services since most labor will be outsourced. Therefore, through utilization of the technologically enabled means of payment, employees will receive their remuneration. In addition, the environment in which employees operate in should be ideal. This will involve the provision of incentives and working conditions that promote retention of employees (Rothwell et al., 2008). Consequently, employees’ morale will be high, and their contributions to the organization will be significant. The process of appraisal will be effective with high-tech techniques. In this case, organizations will adopt technological facilities that will monitor and assess the performance of employees. This will eliminate human bias and weakness experienced previously. Since most labor will be outsourced, the employees’ contributions will determine their remuneration. In addition, a clear channel for employees to raise issues on their performance will be developed. This will reduce instances of conflicts and strikes. As a result, the activities of the organization will be re-engineered to customers’ satisfaction. In addition, the organization will identify the appropriate employees for their activities. Employees with impressive work will be promoted to improve their attitude towards the nature of their con tribution. Thus, employees will be appreciated for their efforts while gaining ideal remuneration. At the retirement stage, an ideal technological system will be used to conduct the separation process. This will involve identification of individuals that would have reached the retirement age, and preparing them for the retirement. In this regard, technological facilities will be utilized to offer them with the right skills and knowledge for their future lifetimes. This will involve preparation of individuals to live in the environments for senior people or nursing homes. Through this process, technology will be adopted to offer choices to employees. At the same time, employees will be offered ideal material benefits for working in the organization. This will consist of both monetary and non-monetary benefits (Tan, 2002). In the future, the technology adopted for conducting human resource activities will be very effective and dynamic. In this case, optimum output will be realized fro m the business operations.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As such, there will be many technological facilities that will be incorporated in ensuring the success of transactions and partnerships. Considering this impact, the next few years will be influenced by technologies such as ASPs, voice recording, web portals, mobile web and e-signatures. Such technologies will evolve to create an overhaul of the human resource management system in the future. As a result, the standards of human resource activities in the organization will be complex and unique to their needs. For this reason, few resources will be invested in the organization’s activities while output will be high. Consequently, this will lead to high productivity of the employees caused by their satisfaction in their careers. Finally, this technological advancement will improve the standards of human resources. References Fleetwood, S., Hesketh, A. (2010). Explaining the performance of human resource management. Cambridge: Cambridge University Press. Heneman, R. L., Greenb erger, D. B. (2002). Human resource management in virtual organizations. Greenwich, Conn.: Information Age Pub.. Losey, M. R. (2005). The future of human resource management: 64 thought leaders explore the critical HR issues of today and tomorrow. Alexandria, Va.: Society for Human Resource Management ;. Rothwell, W. J., Prescott, R. K., Taylor, M. W. (2008). Human resource transformation: demonstrating strategic leadership in the face of future trends. Mountain View, Calif.: Davies-Black Pub.. Tan, F. B. (2002). Global perspective of information technology management. Hershey, PA: IRM Press. Ulrich, D. (1997). Human resource champions: the next agenda for adding value and delivering results. Boston: Harvard Business School Press. This essay on Future of the Technology of Human Resource was written and submitted by user Kaelynn Ball to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.