The Impact of Information Technology on the Role of Human Resources Term Paper

The Impact of Information Technology on the Role of Human Resources - Term Paper Example The paper discusses the crucial interaction between HR and information technology in an organization. In its initial years of adoption, IT was performed more routine functions, such as those of the personnel department, as opposed to the more sophisticated roles of the HR However, the current information technology (which includes ERP, employee databases and management systems, SAP as well as the more holistic HR information systems (HRIS) the role of IT has transformed from performing tactical, routine tasks to those involving more strategic contributions towards the organization. The fact that both HR and IT have undergone strategic transformations over the years has increased the researcher’s interests in exploring the linkage between the two. On the contrary, however, the little empirical examination has been done in this area. A model proposed by Leavitt indicated a linkage between people, structure, tasks, and technology. According to him, technological change is driven by organizational change. The concept is elaborated by Dewett and Jones who claim that IT contributes towards information efficiency as well as information synergies by achieving the former through enhanced output and quality of information and ensuring the latter by enhanced coordination amongst various groups within the organization. One increasingly interesting aspect of organizational change has been that of the changing nature and role of the HR. HR experts have assumed the prominent roles of partners and change agents. The role of HR as a business partner allows the HR professionals to contribute to the accomplishment of organizational goals, develop strategic outcomes for the business, as well as help the business accomplish the ‘strategy should follow structure’ rule. The role as a change agent involves HR professionals facilitating the process of change in organizations, ensuring that the HR setup facilitates change rather than hampering it, and enhancing and r ewarding competitive behaviors within the organization. At the same time, however, the change has been slow which is mainly due to HR involvement in mundane tasks such as paperwork and manual processing of CVs. It is believed that IT has facilitated the HR transition from performing administration and tactical tasks to more strategic ones by shifting the burden of tactical work from HR to IT. It has been observed that by delegating the bulk of administrative tasks to IT, small businesses are in a better position to deal with strategic planning and success models. Furthermore, research has suggested that the relationship between organizational performance and IT is vague. In fact, as claimed by some, it is a dual-edged sword. The relationship presents what is known as a â€Å"productivity paradox†. This term accurately depicts the situation of organizations that have made significant investments in IT but have not yet reaped its benefits. At the other end, however, are the pot ential benefits of IT on HR due to outsourcing, collaboration, and computerization of service delivery platforms. Eastman Chemical is an organization that is on the verge towards outsourcing the administrative aspect of its HR.