Description
Just to make sure we cover everything, this is to focus on HR functions within Information technology industry, this is related to my HR course
Assessment Task: You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles.
Step 1. Select an industry sector.
Read the Assessment task above and identify which sector you will study (Information Technology).
Step 2. Undertake research of the recent academic literature since 2010.
Identify five (5) academic peer reviewed journal articles. It is recommended that you undertake your research via the online ‘search’.
Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarize the main ideas of the article, the second identifies the hypothesis, purpose, research methodology and conclusions.
.doc file
Explanation & Answer
Attached. Please let me know if you have any questions or need revisions.
Running head: Human Resource Management in Information Technology
1
Human Resource Management Functions in Information Technology
Name
Institutional Affiliation
(Total words: 2246)
INFORMED CONSENT
2
Annotated Bibliographies on Informed Consent
Introduction
Human Resource Management concerns the effective development of both the individuals
employed within an organization and the organizational environment in which they operate.
This development particularly simultaneously refers to enabling talents within individual
employees and of efficiently ensuring that programs are meant to nurture organizational values
and enhance interdepartmental communication, are correctly implemented and are functioning
within the organization. These goals are addressed through a series of relevant methods of
providing guidance which aim to ensure that the organization is functioning at optimal
capacities and that the requirements of individuals workers are being met. At the same time,
through the nature of the industry – innovative and pragmatical approaches must be taken to
ensure the continuity of the fields’ efficient rise.
Annotated Bibliography
M K, Ganeshan & .C, Vethirajan. (2020). Electronic Human Resource Management
Practices And Employees Perception Towards Information Technology Industry.
International
Journal
of
Scientific
&
Technology
Research.
9.
86-90.
https://www.researchgate.net/publication/340813859_Electronic_Human_Resource_Mana
gement_Practices_And_Employees_Perception_Towards_Information_Technology_Indust
ry
This paper successfully illustrates certain key aspects regarding Human Resource
Management functions, effectively diving into collective perceptions amongst organizational
members and focusing on the innovative potential it holds. The emphasis is placed on the
Information Technology industry, referencing vital traits of the field as an environment focused
INFORMED CONSENT
3
on innovation - applied simultaneously for the products and services rendered but also on
managerial standards and practices. Particularly, administrative goals have shifted over the past
30 years with an effective focus adjustment placed on environmental accommodation for
employees. This shift in the previously imposed hierarchies sees organizations centre around
the existing (pertained within the company) and potential talent (available on the market). This
strategy
has
encountered
immeasurable
success,
having
effectively
implemented
methodologies that aim to function in focusing more on the process than on the product or
service rendered. To further illustrate this point, the authors state that this change of perspective
has initially meant focusing on individuals above gained capital – selecting a strategy of longterm growth over short-term gains.
The paper pursues the potential of administrative development, focusing on strategies
of e-HRM – system which addresses organizational needs in terms of recruitment and talent
management. This form of “web-mining” has seen immeasurable success, increasing the
effective reach the referenced organizations (analysed within the study) have had over the past
few years in effectively addressing talent allocation and scouting. A key take-away also focuses
on the retention and attraction strategies an organization may apply, in hunting for new
members. Beyond the recruitment process, the paper highlights the efficient appliance of
behavioural development programs, which aligned with company culture aim to generate a
proficient working environment which is both adaptive (reactive to its members) and, at the
same time, innovative. This dynamic shift also focuses on talent development – ensuring the
effective retention of individual workers by fostering growth opportunities and learning to
advance within their current field. Due to the dynamic nature to which labour has evolved,
these retention strategies have also seen the potential incorporation of addressing career
transitions for interested workers. Organizations that create, maintain, and measure such
methodologies – focused on leveraging intellectual capital seem to have attained a competitive
INFORMED CONSENT
4
advantage, over the past few years. Providing employees with personalized applications
through HRM portals, which are specific to their potential needs, illustrates that e-HRM might
be a key source of ensuring development, leading towards the adoption of competitive
advantage through its (existing and potential) intellectual capital. The information generated
by the authors stems from examining current literature on the matter and analysing practical
examples applied onto specific organizations.
Çalişkan, E. N. (2010). The impact of strategic human resource management on
organizational performance. Journal of Naval science and engineering, 6(2), 100-116.
066_Esra_Nemli1.pdf (d1wqtxts1xzle7.cloudfront.net)
This article cites the vitality of effectively implementing relevant methodologies when
addressing administrative capabilities of effective Human Resource Management. The
coherent ...