Running head: LITERATURE REVIEW
Shiva Krishna Gollapelly
University of the Cumberland’s
Infotech Import in Strat Plan (ITS-831-30)
Strategic Planning of Human Resource Management in Information Technology: A Literature
Every business organization has a unique objective, and which will be achieved when
there is a combined effort from different departments. There are those with many departments,
while others lie small business will have a few. The only similarity, however, is how effective
the different departments work together for the benefit of the company. Human resource is one
of the departments and involves handling issues that relate to the personnel in the organization.
Technology has been on the rise in today`s world, but that does not beat the logic of human
resource in organizations. There is still the essence of human resource, even with the increased
artificial intelligence in certain companies. The best approach that can enhance an effective
marrying of information technology and human resource is, therefore, to allow the two work in
unison. There are many advantages that information technology brings about when it comes to
human resource management (Shahreki, 2019). There are various activities, which concern
human resource management, including recruitment, training, developing, and rewarding people
in the organization. These processes will be effective is there is a proper use of the information
technology. The only thing, however, to look into is to ensure an effective approaching when
choosing the best information technology technique to employ. The below literature review will
be concerned with issues information technology has brought when it comes to the efficiency of
human resource management (Turulja, & Bajgoric, 2018). It will also help solve some possible
challenges that occur when information technology is used from the views of different authors.
Better services to line managers are one of the advantages of information technology to
human resource management. When looking into the issues of human resource management in
the organization, there is a need to involve the line managers who actively interact with the
employees (Zheng, 2017). The line managers have the knowledge of what happens on the ground
and therefore, will be in a better position to explain the needs of the organization. One of the
major issues that line managers know is what kind of skills the company require at a particular
time. They will analyze the current performance of the organization and decide the best approach
to use to address the issue. With information technology, they are able to do an analysis of the
current skills and the performance in the company (Ahmed et al. 2017). They also will compare
the possibility of the company operating under specific skills. With such kind of knowledge, they
are able to advise the human resource managers on the best ways to handle the issue. They may
opt to hire employees who have the skills or train current employees. This will, however, depend
on the urgency of the issue (Shahreki, 2019). Training and developing line managers,
information technology tools will, therefore, prepare the line managers for a number of
One of the crucial roles of human management roles is to manage the resources in the
organization based on the needs of the company. There are different approaches that can be used
when it comes to enhancing management. According to (Ahmed et al. 2017), the approaches
will, however, differ depending on the nature of the organization and the urgency. A point to
note is that different organizations will have different ways of operating, and therefore
generalization should not be considered (Tomanna, et al. 2019). There are different information
technology tools that can supplement human resource management. An example of a tool is the
‘talent management’, which helps the managers define how effective the employees are. The tool
will involve a certain gauge of events whereby every employee will be tested of their efficiency.
There are different ways that an employee can know whether they are functioning in the right
direction or not. According to (Turulja, & Bajgoric, 2018) however, the best way is to have a
specific measure or objective and analyze whether one met the requirements or not. With such an
information technology tool, it will be possible to have fair employee analysis and therefore,
competition. With the old model of analyzing employee performance, issues of favours were
present (Patro, 2017). However, with the IT tool, it is possible to have fair awarding schemes if
the organization wants to reward its employees. Engaging your employees to organizational
goals is the key to the future of every business. There are different goals that every company has,
and the employees should own them. That means they will be working towards a common goal,
and everyone will take the objectives to be theirs. Therefore, with regard to the nature of the
organization, the process will be enhanced through human resource IT tools.
The recruitment process is one of the essential parts of running an organization.
Companies need to come up with the best candidates to ensure they operate effectively.
However, that cannot be done with information technology more so when a pool of candidates is
needed. Information technology has enhanced the recruitment process whereby it offers online
portals for many candidates to access. As outlined by (Ahmed et al. 2017), when the portal
allows many people to apply for the position, the company will most likely get the best
candidate. Remember that the number of candidates who are qualified and who will see the post
are many, and therefore the company will benefit from that as outlined by Patro, C. (2017). In
the past, however, the management would only contact those people who were close to them.
That meant the pool of resources and skill were limited. Information technology has therefore
played a major role in ensuring the organization only employs the best candidates, which
Data management and critical analysis
Data is an important aspect of the running of any organization. According to (Aljazzaf,
2018), there are different types of data and which the managers must rely on to make an
informed decision. In human resource management, there are certain types of data, which are
sensitive and therefore require effective handling. One of the issues with companies is that they
do not have an effective way of handling human resource data. In most cases, sensitive or
confidential data is exposed to people who should not have access to it as (Turulja, & Bajgoric,
2018) describes. This adds to the problems whereby inconveniences arise if such data is leaked.
Information technology has, however, enhanced the handling of data in human resource
management. There are many instances that require data analysis to be done fast. With
information technology, the process will be easily handled. Issues like defining the payment of
casual workers should be done through certain tools. The information technology has, therefore
ensured that such problems are addressed easily and that the companies run effectively. Data is a
crucial aspect and should be handled effectively if the company wants to gain the best out of all
the human resource proceedings.
Cost-reduction and efficiency
When running an organization without technology, the combination of the processes and
proceedings is hard. However, when technology is involved, the process becomes easier and
therefore, more efficient. Human resource management involves a detailed analysis of the
recruitment, training, retention, and other processes. With an effective information technology
tool, it is possible to ensure that better operations are achieved. In the past, it was a challenge to
combine human resource with other departments. However, with Information Technology tools,
the process has become easier and which enhances company operations. There is a need,
therefore, for managers to embrace issues of information technology. However, the tools used
should be in line with the company`s objectives and operations. Cost-reduction will be achieved
if all the processes are running effectively (Tomanna, et al. 2019). Assuming there are different
departments to be involved in a project and they run concurrently. If there are no clear lines of
communication, the project is likely to fail. When a project fails, it means that the company will
have to invest more money to ensure all the processes are run. However, with an effective
communication technology approach, the processes will run concurrently, and nothing will go a
However, despite the numerous advantages that information technology has on human
resource management, there are several challenges that scholars have identified. One of the
challenges is difficulties in evaluating early adoption. When implementing new technology in the
workplace, there are challenges that will occur more so where detailed training is involved
(Zheng, 2017). The employees may be resistant, as they will find the processes hard for them as
compared to working the old ways. However, the challenges can be addressed by bringing to
table the advantages that the employees will get if they completely understand the system.
Training for accountability is another problem that companies may face (Aljazzaf, 2018).
Remember that the process of training involves spending a lot of the company`s money. There
are times the business will seem like it is not benefiting at all when the systems are being
implemented. The best approach, however, is to ensure that the systems the company is adopting
will be beneficial in the end. Proper market research should be done to ensure that all the
processes are beneficial, and nothing is left to chance. It is therefore evident that when
information technology is implemented in human resource management, efficiency is earned.
Ahmed, A., Abu-Naser, S. S., El Talla, S. A., & Al Shobaki, M. J. (2018). The Impact of
Information Technology Used on the Nature of Administrators Work at Al-Azhar
University in Gaza.
Aljazzaf, S., Mithas, S., & Tafti, A. (2018). The Complementarity between Information
Technology Management and Human Resource Management.
Patro, C. (2017). Impulsion of information technology on human resource practices. In
Managerial Strategies and Solutions for Business Success in Asia (pp. 231-254). IGI
Shahreki, J. (2019). The Use and Effect of Human Resource Information Systems on Human
Resource Management Productivity. Journal of Soft Computing and Decision Support
Systems, 6(5), 1-8.
Tomanna, T., Gerbi, D. Y., Hossin, M. A., & Zhang, S. (2018). Impact of Information System on
Transformation of Human Resource Performance: An Exploratory Study in Oromia
Radio and Television Organization. Journal of Human Resource and Sustainability
Studies, 6(01), 37.
Turulja, L., & Bajgoric, N. (2018). Information technology, knowledge management and human
resource management. VINE Journal of Information and Knowledge Management
Zheng, X. (2017, November). Research on the application of information technology in human
resource management. In 2017 International Conference on Smart City and Systems
Engineering (ICSCSE) (pp. 85-88). IEEE.
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