Free The Effect Of Internet Usage On HRM Essay Example

Introduction

It has been argued that anytime it is possible to get personal information to people, it is one of the ways of empowering. Also, anytime there is elimination of an intermediary, it is also a process of empowering. Finally, anytime time employees are given the tools to make and analyze a decision, it is also an act of empowering. It has been stated by Gubbi, Buyya, Marusic and Palaniswami (2013) that human resource management has always been affected and changed with the use of technology. There are changes that have been introduced in the management of the human resource function. The human resource function has always been in the forefront in implementing technology in the business processes. The human resource management has been seen to be continually integrating old business practices with new technologies. There have been changes and the ways in which the new technologies have been seen to bring impact to the human resource function. The internet is perhaps one of the sectors in which human resource management has been seen to have the greatest impact and influence. The greatest impact that the use of the internet has had on the human resource function is that of information sharing. Human resource managers and employees are not able to access real-time information regarding the human resource management. It has made the human resource management function to have changes and react to the changes when there is a need to react.
There is now easy access to information by employees. Employees are not able to react to changes within a short period of time. It has made the human resource field to have a different approach and way of handling the changes that are seen with the use of human resource management. The internet has changed the way human resource asset interact. It is now possible to have interactive human resource which was not possible to have in the past. There are now no barriers between the junior staff and the senior management in the human resource function in any organization. Internet usage has had a direct impact on the human resource function. With the use of the internet, human resource department is now possible to offer information to the human resource managers and employees at any time that this information is needed (Ulrich, 2013). The reactions that are seen with the access of this information is of tremendous impact to the human resource management function. It has called for a new approach in which the human resource function will handle this information. There are new ways in which human resource function has been integrated in the management of human resource function.
With the use of the internet, it is now possible for the human resource professional to access and process any information in any platform. They are now able to use tools that are available on the internet to process any information that might be hard with the use of different tools via the internet. The internet has enabled the access of tools that enable people that use the internet to be able to process any forms of information. The corporate human resource systems that have been known to lock information because of the lack of a common platform to access is no longer inaccessible now. The internet has changed the data access procedures that are found in these systems. It is now possible to collect data and enter this data without having to be concerned with the platform that has been used in developing the system that is used for entering the data. It is now possible to enter the data to the system with the use of the internet. The data can now be analyzed and processed with the internet browser programs which are easy to find. Compatibility issues have been solved with the use of the internet.
There are experiences where changes have been seen where new approaches to the use of human resource management. There are new technologies that have been developed and go beyond information access. These new solutions include the use of enterprise resource planning (ERP) software. There are also interactive voice response, and HR service centers. With the use of these new internet capabilities, managers are able to conduct analyses from the data that they collect from the various internet sources (Snell, Morris, & Bohlander, 2015). They are able to compare the data that they have collected with other firms in the world. It is a process that has improved the human resource management function in the world.
Also, the internet has enabled human resource function to undertake evaluation and assessment in an easy manner. There is now the possibility to distribute the performance evaluation with the internet usage. There are new processes which have enabled people to undertake online evaluations on human resource performance. Evaluation materials have now been distributed over the internet. One of the aspects which has been enabled is that of undertaking performance evaluations with the use of the internet. It comes from using the internet to reach to branches that are far in terms of geographical location.
The human resource function has also enabled the employees to administer their benefits and allowance. With most organizations being able to have websites, they integrate information online and let the staff fill in the compensation benefits as explained by the human resource personnel. With this arrangement, most employees are now able to fill their details on the company website. The human resource management has now been turned into self-management programs. It is no longer a requirement that the human resource personnel are the ones who have to fill in the details of the employees (Jiang et al., 2012). With this process, employees are able to understand the benefits and some of the functions that are found in the human resource management function. They are able to understand the requirements and what needs to be done in the entire process. The internet and the use of company websites has enabled the human resource personnel have enough time to handle other tasks which are of higher levels when compared to filing in the details of the staff. With the availability of interactive web-based tools, employees are able to get the needed information and free the staff from having to enter the information that they have on the internet. Also, apart from entering information regarding their benefits, employees are able to access the needed information regarding their benefits when compared to other organizations. They are able to understand what other organization are paid when it comes to salary. With this information, they are able to understand how other organizations are doing and whether to demand an increase in their basic pay. The internet has provided for this information (Kiesler, 2014).
The internet has also enabled human resource in organizations to grow and have betters ways of enhancing their skills. With the use of the internet, employees in technology fields are now able to have some chances and opportunities of having personal growth. It has enabled many organizations to access information that would have been difficult at first when dealing with the use of information technology. Personal growth is an important aspect when it comes to human resource development and enhancement. The personal growth aspect of human resource management has been enabled with the use of the internet. It is because of the fact that information that can be used for personal development has been made available on the internet. It is for this reason that it is possible to have information for users from the internet. It has enabled employees to have new ways of enhancing their careers. Additional skills have been provided by companies for employees. It is one of the developments which has benefited the productivity of the organization in the long run (Mello, 2014).
Conclusion

References

Gubbi, J., Buyya, R., Marusic, S., & Palaniswami, M. (2013). Internet of Things (IoT): A vision, architectural elements, and future directions. Future Generation Computer Systems, 29(7), 1645-1660.
Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), 73-85.
Kiesler, S. (Ed.). (2014). Culture of the Internet. Psychology Press.
Mello, J. (2014). Strategic human resource management. Cengage Learning.
Snell, S., Morris, S., & Bohlander, G. (2015). Managing human resources. Cengage Learning.
Ulrich, D. (2013). Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.