Although the underlying reasons for HR policies are similar, HR policies are not a one-size-fits-all proposition. A number of factors are pertinent in developing HR policies. The size of the employee base, the corporate structure, the workplace climate, and even the location and industry all comprise organizational culture, and ultimately influence HR policies.
Used well, technology makes HR practices more efficient. Good HR practices maximize the benefits and minimize the problems.
Recruiting Transformed Before the internet and email, connecting with job seekers meant phone, face time or a letter. That frees up a great deal of time that HR would have spent dealing with paper resumes or personal calls. Online forms have a standardized format that often makes it hard to tell a star performer from a slacker.
A badly designed system with confusing instructions and slow response times can actually turn job seekers off to applying with a firm.
If a manager wants to share a new schedule with a project team, one email with an attachment or a conversation on Slack can share the word with a dozen people at once. Information in a two-page email may be better off delivered to the group face to face.
That way everyone can ask questions and hear the answers. Data Analysis Analyzing employee performance used to depend on personal assessments and obvious standards: Did the employee finish the task on time? Does their boss trust them?
Technology makes it easier to gather and break down data on employees to get an overall picture.
Which tasks do they perform best? If they fell short, was it by 12 percent, 50 percent or 75 percent?
Software programs can even take over much of the work in evaluating employees. Too Much Data As HR makes more use of data collection and analysis, employees might feel their privacy shrinking.
If, say, a company has security cameras that monitor employees every second, it can be easier to find the facts behind a harassment charge or someone drinking on the job.
However, being constantly monitored can alienate employees as well. Good HR practices involve not only knowing how much data can be gathered but also how much should be gathered.
Another risk is that the HR department can end up getting more data than it can manage.
After a certain point, wading through data to pick out the relevant material becomes an impossible task. Security Practices Securing employee records used to mean locking a file cabinet.
In the 21st century, best HR practices have to include security for the digital data. Some security is more an IT matter, such as a good firewall. HR needs to have good policies in place, though, governing who can access confidential data, both hard copy and in electronic form.The Impact of Technological Change on Business Activity How Is Technology Impacting the Changes in the 21st Century Workplace?
The Role of . Employers generally implement human resources policies to give an organization structure, to provide employees with discernible guidelines, and to support the company's employment actions. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their .
Purpose – This study seeks to investigate the role and impact of HRM policy, and the gap between policy and practice, on organizations and their employees. It . Purpose – This research aims to answer the call for more empirical research on identity theory by exploring the role and impact of human resource management (HRM) policy, and the gap between HRM policy and practice, on organizations and their employees.
It looks at the role that soft policy plays in obscuring hard practice and considers the . The impact of human resource management (HRM) policies and practices on firm performance is an important topic in the fields of human resource management, industrial relations, and industrial and organizational psychology (Boudreau, ; Jones & Wright, ; Kleiner, ).
Purpose – This research aims to answer the call for more empirical research on identity theory by exploring the role and impact of human resource management (HRM) policy, and the gap between HRM policy and practice, on organizations and their employees. It looks at the role that soft policy plays in obscuring hard practice and considers the . the impact of human resource management practices on turnover, productivity, and corporate financial performance MARK A. HUSELID Rutgers University This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. 1 Forthcoming in the Journal of Labor Research, What Do Unions Do to the Workplace? Union Impact on Management and HRM Policies ANIL VERMA*.