Impact Of Technology On Human Resource Development

Human resources are sometimes termed as human capital, are the set or group of individuals who constitute the workforce of an organization. Human resource is a broader concept when compared to the human capital which has a narrow view. John R. Commons coined the term ‘human resource’ in his book “The Distribution of Wealth but did not further build upon it” during 1893. The term was extensively used during early 90s as the workers were seen as a kind of asset or capital. From the perspective of an organization, workers or the employees are seen as the capital to the company, and their values can be enhanced through further learning and development and is termed as human resource development. Human resources play an important role in the development

The introduction of new technologies makes information accessible to the entire organization. Due to this, time lapse during the activities can be avoided effectively. Since technology is globally reachable, the expenses will be reduced and global reach can be successful. The introduction of technology has its impact on the following fields of HR practices:
• E-Recruiting:
HR professionals can post the vacancies can be posted online and the applications can be collected. Now a days, the interviews are also conducted online to avoid extra expenses during the process and also to save time.
• Human resource information system:
The management of employee records and their maintenance requires a lot of paper work. Human resource information system has enabled the organization to store and retrieve the employee data in an electronic format, so that it can be accessed whenever needed. It also reduces the organization’s shelf-space.
• E-Training:
The technological development has made its impact on human resource development, as the training of employees can be done in a more efficient manner. The virtual classrooms has enabled the HR professionals to train a large number of trainees in a cost-effective way. It also helps the managers to track the employee performance more efficiently, with reduced errors. The use of Skype, virtual chat rooms are some of the training tools

In this method of motivation fear of consequences of doing something or not doing something keeps the worker in the desired direction. This method has got several limitations. Fear creates frustration, a hostile state of mind and unfavorable attitude towards the job which hinders efficiency and productivity. So, the use of it should be kept to its minimum. Hence, it is important for the employers to note down the factors which can enhance the motivation of employees towards the work to meet the goals and targets of the organization. There is no particular model to build motivational concerns with the employees and this model differs from organization to organization and from industry to industry. It is important to note the motivational challenges of the employers, depending on which the employee-motivation model can be built. Generally, the model is viewed from both the perspectives and is as