HR & IT: A Symbiotic Relationship

Acknowledgement

Firstly, we would like to thank our mentor, Dr Gunjan Mohan Sharma, Faculty member at IFIM Business School, who as a guide has helped us to choose our topic and encouraged us by giving us his full support and his valuable time for our project report. His suggestions have guided us a lot and helped us in dealing with the problems regarding the project work which we faced. We also express our gratitude to our internal guide for providing our necessary facilities in completion of this project. We take great pleasure to thank our friends and family for their co-operation and support.

Introduction

Edwin Flippo defines- HRM as “planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are achieved. ” “HRM is concerned with the individual’s dimension” in management (Decenzo and Robbins). Since organization are formed from individuals, employees enriching their services, skill development, performance motivation that would enhance employee’s commitment to the organization is crucial to achieve organizational objectives. this can be true,

Information Technology could be a technology that uses computers to assemble, process, store, protect, and transfer info. just as the web and the net have affected all people, they have affected technology in addition. the majority organizations rely on the standard and flexibility of their info systems to remain competitive. As a member or worker of associate in any department of the organization, you may without doubt be concerned in these info systems. Information Technology has changed the way the business is conducted in the modern era, the advent of computers and the word wide web has inflated that impact considerably This made technology adoption is indispensable which is applicable to all areas of business. This influence of technology is applicable also to human resources HR practices. From client management to managing candidates interview on the go, financial planning, paperless reimbursement, leave maintenance, attendance, instant approval etc. The App world could be a good companion for the busy HR Managers and employees (millennials). Today mobiles and social media applications keep connected in each people’s daily activities; thus, their expectations towards technology will be an equivalent in the work. Hence this shift inspired the HR department to be innovative once it involves employee’s work-life balance.

According to the Forrester analysis, HR’s main role is to guard company’s IT information and infrastructure mobile devices as client access to company e-mails and IT infrastructure. thus, HR got to play a lively role in making terms and conditions for workers mistreatment these devices to confirm that there's a transparent understanding of however the mobile devices area unit to be used. To be effective, HR & IT are seated along to ensure that IT department which is procuring, provisioning and enforcing policies for these devices and managing enterprises mobility risk, is mindful of HR’s goals of improving employee productivity and satisfaction level. Nowadays, entrepreneurs realized the power of information technology applications for achieving the business goals. It not solely helps accomplish the business goals, conjointly improve the work processes.

The role of Human Resource Management (HRM) in an organization is to performa various organizational process such as staffing, hiring, training and developing employees of an organization. The aim of the HRM function is achieving organizational competitiveness by imparting and facilitating regular academic and training programs for the employees and skilled development of the staff of the organization. The past research has proven that data and Information Communication Technology (ICT), such as the internet, mobile, media, are meeting the requirements and smooth functioning of the organization and especially the HR function. Technological advancement will have a large impact on the HR it enhances the HR processes, competencies and structure of the organization. Human Resource should be aligned with firms strategy and its objectives. It should act as a light-emitting diode for the Information Technology function of the organsisation. It should measure functions associated with all the technonology development of the organisation, Eg. Research and Development and IT system which is a critical innovation activity within the business, that may an allied activity such as information gathereing, information sharing and retrieval with focus on some technical data, that would lead to technology innovation. The technology might have a bigger impact on organizations which operates in dynamic environment that would help better efficiency and effectiveness of HR functions of an orgnaisation. Hence, utilizing IT application for management and advances recruitment system can increase the efficiency of the business. However, innovation in HR system would result in number of dimension as follows:

1. To identify solutions quickly and flexibly throughout a negotiation
2. To identify new ideas for merchandise and services
3. To identify new marketsInnovations like these are supplemented with info Technology to form a positive impact in HR.

According to Rosabeth moss Kanter, “one in every of the leading management theorists of her time, argued that the re-birth and success of business organizations can depend on innovation (developing new merchandise, introducing new services, and in operation methods), entrepreneurship (taking business risks) and inclusive management (encouraging all staff to participate in creating decisions concerning work). Technology is a set of processes, techniques, method, equipment, tool, machinery and skills that a product or services are offered by them. Technology is that the application of science to business, using regular and directional practices and research” (Tarogh, 2002).

Technology is an instrument which is invented with a objective of revamping data in an organization. Information abuse, faulty design and development of database system, are reason for undue use are the main disadvantage this creates issues of confusion in the revival of right information. “Information technology is more a kind of plan, strategy, thought and an instrument with innovation in human areas”. (Ahmadi, 2011). The right way of system implementation and design, security are major challenges faced by the IT managers. Information Technology adoption is a culture of information construction. Without the creating information system construction and gathering culture its difficult to develop an successful information system for an organization. Supercomputers, computers, cables and wires are critical part of information technology. “IT made it possible to possess reached to information from anyplace by creating pc programs cheaper, easier and smaller” (Mohammad Nejad, 2011) Muthu Kumar et al, 2015, explores the available technology and its usefulness in executing the managerial functions and challenges faced by them. Indeed, technology rules the world and HR people enjoy the benefits. Unal et al, 2012, studied the impacts of IT on HR practices with respect to competency development of HR professionals.

The study established the fact that the role of IT on the performance of HR professionals in the delivery of services. IT application has varied impact on the HR Functions, Eg,, elerning and development, HR Role processing, Staffing through job portal, verification, shortlisting of candidate in hiring processing, performance evaluation can be conducted through the help of IT. Sameni (1990) The strategic objectives led to prepare an IT strategic plan that in turn translates into relevant HR strategic. Research Objectives

• To study on how technology plays an important role in today’s World of Human Resource.
• To know what extend new technology (software and applications) are being used.
• Impact of Technology in Human Resources. Research Gap
• As Human Resource department has developed with technology like any other department of an organization. In this paper, we will be carrying out the study on what innovated applications and software are being used by today’s organizations.

Research Methodology

This study is mainly exploratory in nature and entire discussion has been made based on secondary data. The secondary data are collected from the Interviews of HR Professionals at NHRD and various reports published by magazines, websites and journals etc. DATA AnalysisAutomation is an integral part and facilitates the documents- based process. It helps in managing many administrative tasks like taking attendance, filing documents, transferring documents, job applications via automated application tracking device, cloud documents and many more. Also it eliminates paper-work. Today, Automation of HR is just the tip of the iceberg. Automation is categorized into 3 types:

1. Artificial Intelligence
2. Virtual-Augment Reality
3. Big Data Part

Artificial Intelligence (AI): John McCarthy, the father of AI. According to him it is the way of making a computer-controlled robotics or a software thinking intelligently like a normal human think. AI is categorized into two types:

• Artificial Narrow Intelligence (ANI) – It came around twenty years ago which helped in problem-solving. It is good at performing single task say, playing chess, making purchase suggestion or it may be teaching someone to do faster calculations.
• Artificial General Intelligence (AGI)- We are still far from AGI, as it requires more computing may be 10 years from now when everything gets automated. For say, Robotics are replaced AI and Machine Learning are getting boom as it helps in predict customer by looking at their buying behavior. But with this, human interface also plays a very important role, as AI does not have emotional or analytical comes from human.

Big Data and HR Analytics: Big Data Part is for business performance results. HR can quantify the impact on business performance, forecast workforce demands (short term and long term), identify critical skills gap, and explore different scenarios to develop people strategies to meet the needs of the company. Big Data defined as the use of multiple data sources available from various departments of the organisation. This data sources incudes the data source from tradational HR sources. “Advanced analytic platforms; cloud-based services; and visualization tools to evaluate and improve practices including talent acquisition, development, retention, and overall organizational performance. ”. Big data HFR analytics process is the integration of and analyse the external and internal environments such as external data sources such as, government and social media that would offer the insights to the HR analytics solutions offered to the organisation.

“Using these tools, HR organizations are able to perform analytics and forecasting to make smarter and more accurate decisions, better measure inefficiencies and identify management “blind spots”. ” The big data capability has improved the various corporations revenues through the better understanding pf customers and shareholders also helpful in precise targeting of customers and improves the cost efficiency of organisations. “Big data also has attracted the attention of human resource managers who now can analyze mountains of structured and unstructured data to answer important questions regarding workforce productivity, the impact of training programs on enterprise performance, predictors of workforce attrition, and how to identify potential leaders”. How to make use of Big Data: Organizations generates dashboards that would be generally used to share with top management for reporting purposes. HR managers should effectively use the reporting and dashboards developed as part of the HR analytics fopr presentation in graphical format rather than just displaying the raw data in the presentation to top management. Monitoring the employees and forecasting the possible HR issues can be one of few dimensions the HR make use analytics. Most HR leaders understand the importance of HR analytics.