The Organizations Culture And Change

Published Date: 02 Nov 2017

HRM Changing Role

In the early 20th century organizational management were concerned with only maximizing employee productivity with the personnel department possessing the task as caretakers of employee information (Kavanagh &Thite, 2009). Also during this time the government was not actively involved in employment relations, thus employers took advantage in abuses of child labor, discriminatory practices, unsafe working conditions, and so on. After World War II the human relations movement strove for better employment provisions and conditions from employers who propelled government involvement to enact a number of employment laws. The record-keeping of the company’s personnel department increased to keep up with the new demands of complying with government agencies. These new demands instigated establishing more divisions within the personnel department to include recruitment, labor relations, training and benefits, and government relations to maintain organization compliance to new employment laws (Kavanagh &Thite, 2009). The responsibility of maintaining legislative compliance and other additional functions changed how the personnel department functioned.

The birth of the human resources department brought awareness of management of HRM’s importance to the organization and its bottom line. With employees increased participation of their work environment and compensation HR went from a record keeping role as caretakers to development of employees. Because of HR’s increased workload of keeping employee records another solution was needed to store and retrieve employee information and other data, which came about with the advent of computer technology. HRIS applications enable HRM promptly to acquire data from previous employees, job applicants, and current employees. Self-service provide employees knowledge with regard to time off, sick days, vacation, flex time, and offers employees updated and precise information without the need of requesting information through HR. HRM has become the most valuable asset to any organization when it comes human management. HRM is a strategic method to the accomplishment, motivation, development, and control of the organization’s employees.

Factors

HRIS is an operating system or online application solution that enables a company to monitor its employees, their private data, records, and job function information. These processes give the following data to be kept on any employee: the job description, division, wage history, salary breakdown, educational attainment, unique capabilities, other benefits, and team management to more confidential data, such as impairments, social security number, birth date, marital status, and remuneration selected. Employee handbooks and benefit enrollment sections are also a division of HRIS system. The majority of businesses also disclose their financial structure and payroll in their HRIS to help generate more reliable information for shareholders, workers, and government organizations. The objective of employing HRIS is to save money and reduce the role of HRM.

Technological Role

The tools that technology provides aid HRM to employ various business’ strategic methods and goals. Technology also supply HRM a means to build performance assessment metric scales of employees based on the business evaluation of both past and present output. This mode of storing, retrieving, and calculation of various evaluations and analysis can also help in employee in advancement and training through online applications for management supervision. The most significant benefit that technology brings to HR is the capability to input information regarding financial or human resources material on a continual basis precisely as well as enable access to employees and management for monitoring and supervision of data. The technological impact of HRM is vital for the development of human capital to be consistent and remain competitive. Organizations recognize that intellectual capital is difficult for competitors to reproduce, thus human capital is their most valuable asset to achieving a sustainable competitive advantage. Technology is essential to HRM’s people management function in attracting, retaining, and engage talent.

HRIS Influence

HRIS affects organizational practices through uniting work environment changes. Changes occur when older systems are pooled into one HRIS with improved technology tools and resources. These breakthroughs can lead to problems in the working structure and standards of every HR area, which may cause employee resistance. On the other hand, the two primary objectives of HRIS are to provide accurate and timely information to clients who use the system and to support daily operations of the organization. Executives and managers need to inform employees promptly with regard to the planned development of HRIS to reduce resistance and increase buy-in. Human Resources goals are to ascertain the availability of experienced and skilled employees who can carry out the daily job functions. HRIS systems assist HR in reducing the workload in the service of employees while sustaining employee records, financial presentations, providing employees self-service portals, and other vital functions to remain aligned with HR strategic goals as well as the organizations strategies and objectives. An HRIS system aids HR to perform HR jobs in a reliable and controlled means through technology.

The catalyst spurring change of the personnel department to become human resources department started with a human relations movement by a workforce demanding changes in working conditions and improved treatment by employers, which was further spurred by enacted government employment laws. With increasing amounts of data for keeping employee records and maintaining compliance to employment laws companies found computers a useful tool as a more effective and efficient method of timely storing and retrieving accurate data. HRIS systems enable HR functions to be more effective and efficient as well as helping the company save money while remaining align with department and organization strategies. HRIS also influences organizational practices through uniting work environment changes. The benefit to an HRIS system for an organization is substantial if properly executed, workforce is trained to use systems correctly, and if there is buy-in from the entire workforce.