Final assignment

Human Resource Management System Implementations

Technology has transformed the world of business over the years. The impact is seen across many departments in organizations, including Human Resource (HR) departments, where technology continues to have a significant impact on HR practice. Technology has made it easy to handle general administrative tasks, allowing HR managers to focus on more important tasks within the organization ("influence of technology in human resource management," 2020). Sports Centre Limited (SCL), a company dealing with the manufacturing and distribution of sportswear and accessories, has a global presence in 12 countries and prides itself on having over 200 employees. SCL has an HR department stationed at the headquarters, where most of its functions are performed manually. Upon investigation, several problems have been identified in the organization.

Primarily, open positions in the branches take a long time to fill, creating a shortage of workers, affecting productivity. Secondly, the training and development of employees is not an organized process, forcing employees to train themselves. Thirdly, retrieving employee data from the files stored in the HR department dusty shelves takes a lot of time, and some files lack vital information. Lastly, employees complain of receiving late communication, and their salaries are delayed in some months. These findings are but a few to prove that the company's HR function needs to implement a Human Resource Management System (HRMS) for faster and more efficient operations. The following are reasons why SCL's Human Resource function should use technology in HRM.

HRMS will help in recruitment. Technology is changing how HR carries out the advertising and selection of candidates (Fenech et al., 2019). Through an online recruitment portal, SCL will post open positions alongside required skills and qualifications. Job seekers will also review the open positions and send in applications for qualified posts. The same platform can track the application process, screen candidates, invite them for interviews, and communicate the results. Additionally, technology will manage employee records and process payroll, ensuring timely payment of salaries and wages. An efficient HRMS will consist of a database where employee details are stored and updated regularly for better reporting and preparing for personnel audits ("Top 5 benefits of using technology for employee management | Peninsula," 2021). On the other hand, with the relevant employee data, calculating monthly gross and net earnings will be faster and accurate, thus a timely payment of benefits.

An effective HRMS will monitor employee performance and identify their training and development needs. A computerized performance monitoring module will evaluate the amount of work delivered by employees over a certain period. Upon evaluation, gap identification will be carried out to establish the training needs of each department within SCL. Analysis of training needs helps minimize the competency gaps among employees (Manna et al., 2016. This will improve employee capacity, enhance their morale and motivation, thus boosting productivity. Kuswati (2020) suggests that one way to improve employee performance is by increasing their motivation. That way, managers will not have to worry about employees meeting expectations or high turnover rates.

The use of technology in HRM has transformed the way human resource professionals manage people in organizations. More HR functions can be automated as technology advances, leading to faster, accurate, and efficient processes. More importantly, the use of the HRM system has resulted in a reduction in HR management costs and reduced the administrative burden of the HR department.

References

Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences, 22(2), 1-10.

Kuswati, Y. (2020). The Effect of Motivation on Employee Performance. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 3(2), 995-1002.

Manna, R., Singh, A., & Sharma, P. (2016). Does training need analysis help to minimize competency gap: an investigation. Amity Journal of Training and Development, 1(1), 109-131.

The influence of technology in human resource management. (2020). Retrieved from: https://phdessay.com/influence-technology-human-resource-management/

Peninsula. (2021). 5 benefits of using technology for employee management Retrieved from: https://peninsulacanada.com/blog/technology/top-5-benefits-of-using-technology-for-employee-management/