Understanding HRM and Insights on Technological Influence - Blog 01

This article aims to provide knowledge regarding Human Resource Management (HRM) and its functions and insights on technological applicability. It will address the potential to enhance HRM functions and various practices while applying new technologies. HRM plays a crucial role in any organization, ensuring that employees are recruited, trained, and developed to achieve organizational objectives. Initially, in understanding HRM, various definitions can be brought up.

Definitions of HRM

Kleiman has recently defined HRM as "the organizational function that consists of practices that help the organization deal effectively with its people during the various phases of the employment cycle" (Kleiman,2024) 

According to Garry Dessler, "HRM is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health, safety, and fairness concerns." (Dessler,2020) which emphasizes the need for proper talent acquisition, training development, performance management, and compensation benefits rather than just hiring and firing employees. 

Edwin B. Flippo defines HR as "the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to achieve individual, organizational, and social objectives."(Flippo,1984).  Flippo mainly focuses on strategic Business functions that align with the HR process in the organization to achieve corporate goals effectively.

Michael Armstrong brings the definition as "HRM is a strategic and coherent approach to managing an organization’s most valued assets the people working there who contribute to achieving its objectives."(Armstrong,2020) which emphasizes the necessity of key drivers of competitive advantage.

This entails the different aspects of Human Resource Management. The following video supports in enhancing your understanding of HRM.

Source: GreggU(2020)Defining Human Resource Management [Online video]. Available at: https://www.youtube.com/watch?v=JhSbEa8mmDs&t=83s [Accessed 11 March 2025].

Technological Influence on HRM

What is technology

Technology is now a complex concept to define where as Oxford University Press (2023) has defined as the useful application of scientific knowledge, mainly in daily life and industry. It includes tools, practices, and frameworks that enhance efficiency, communication, and problem-solving across a range of fields (Brynjolfsson & McAfee, 2014). 

In business aspects, technology includes digital software, automation, artificial intelligence (AI), and data analytics. These technologies are crucial to the transformation of modern industries, particularly human resource management (HRM). (Stone et al. 2015)

Technological Influence

Human Resource Management (HRM) has changed compared to historical methods due to technology, which has changed how businesses recruit, train, and manage staff. HR procedures have become more efficient and decision-making. It has improved with the combination of automation, data analytics, and artificial intelligence.  (AI) (Stone et al., 2015).

The HR functions like recruitment and selection, performance management, and employee engagement are all improved by digital HR solutions including applicant tracking systems, CRM, MIS and cloud-based HR software (Marler & Fisher, 2013).

Furthermore, in the post-pandemic environment, talent management has been replaced by remote work technologies and virtual training platforms (Bussin & Rooy, 2020). HR practitioners must adjust as technology develops further to take advantage of these developments for strategic workforce planning.

 

References:

       

Armstrong, M. (2020) Armstrong's handbook of human resource management practice. 15th edn. London: Kogan Page.
Dessler, G. (2020) Human resource management. 16th edn. New York: Pearson.
· Brynjolfsson, E. and McAfee, A. (2014) The second machine age: Work, progress, and prosperity in a time of brilliant technologies. New York: W.W. Norton & Company.
· Bussin, M. and Rooy, D.J.V. (2020) ‘Artificial intelligence in talent management: The future of HR?’, SA Journal of Human Resource Management, 18(1), pp. 1-11.
Flippo, E.B. (1984) Personnel management. 6th edn. New York: McGraw-Hill.
Kleiman, L.S. (2024) Human resource management: A managerial tool for competitive advantage. 6th edn. New York: Cengage Learning.
· Marler, J.H. and Fisher, S.L. (2013) ‘An evidence-based review of e-HRM and strategic human resource management’, Human Resource Management Review, 23(1), pp. 18-36.
· Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R. (2015) ‘The influence of technology on the future of human resource management’, Human Resource Management Review, 25(2), pp. 216-231.
· Oxford University Press (2023) ‘Technology’, Oxford English Dictionary. Available at: https://www.oed.com [Accessed 12 March 2025].