Role of IT in strategic HRM

Submitted By:

Anjali Singh

Introduction• IT based HR management brings higher accuracy & speed intransaction oriented HR processes like Payroll, Attendance, Leave, GoalSetting & Tracking, Performance Appraisals, Applicant Tracking inRecruitment System, Shifts Planning & Scheduling, Management ofTraining process, Planning of performance linked remuneration,Maintenance of employee data & its update etc...

In a manual system, there is no transparency. An employee does notknow if his/ her personal records, on the basis of which his career isbeing managed, is updated or not. In an IT based system, with on-lineaccess to personal records, an employee can audit all personal records& can get the same updated without delays. Some IT based systemseven enable data entry & update by the employee him/her-self,thereby reducing the data entry load at the HR end. Also IT basedsystems enable an employee to raise queries/ concerns/ complaints/suggestions & track its settlement, thereby making HR respond in atime bound manner & increase satisfaction of employees.

Objective

• To study the role of IT in strategic HRM.

• To Study the factors enhancing the success of HR practices

• To know the benefits of IT in HR practices.

• To analyze the trends and best practices for using IT for competitive advantage.

Literature Review

• The human resource (HR) department is one part of the organization thatearly on embraced IT in order to facilitate its new and improved operations(Strohmeier, 2007; Besson and Rowe, 2012; Marler and Fisher, 2013;Orlikowski and Scott, 2008). Human resource management (HRM) relatesto the creation and transformation of human resources that affectorganization performance through strategic investments such as stuffeducation and can offer significant competitive advantage (Grant andNewell, 2013). New IT use and related investments carried the promisesof transforming the role of human resource department inside theorganization (Marler and Fisher, 2013; Barrett and Oborn, 2013) byproviding cost reductions, improvements over practice and orientationtowards strategic tasks (Lepak and Snell, 1998; Ruta 2009, Strohmeier,2007). Despite the promises, however, recent research shows that there islittle actual evidence for the related claim that new ITinvestments can transform the role of HR department from a morefunctional role to a strategic one (Marler and Fisher, 2013; Besson andRowe, 2012; Parry, 2011).

Research Methodology• RESEARCHDESIGN• Descriptive research design will be adopted for this study.

• SAMPLE SIZE: A sample of minimum respondents was selected fromvarious areas of Lucknow. An effort was made to select respondentsevenly. The survey was carried out on 50 respondents.

• SAMPLE UNIT: Lucknow.

• SAMPLING TECHNIQUE: For the purpose of research convenientsampling technique was used.

• DATA COLLECTION SOURCE: Two methods have been used to collectthe relevant data, which are essential for the study, they are:

• Primary Data: data is collected to obtain desired information throughstructured questionnaire.

• Secondary Data: it is compiled through books, magazines,newspapers and internet etc…

Importance

• It is often supposed that the usage oftechnology applications increases effectiveness.The current research is devoted to the analysis ofinformation technology in human resourcemanagement of the originations and its influence onthe organizational performance ofcompany.

• Technology helps HR professionals to be moreefficient, save costs and provide organization’sleadership with accurate information, which is veryimportant for strategic and operational decision-making.