Impact of Information Technology on Human Resource of Developing Countries
1. Introduction
Impact of information technology on human resources, in its function were profound and pervasive as IT encompass wide range of tools that include hardware and software as well as networks as well as work stations (Scott Morton, 1991) Companies have made use of IT to transform human resource functions (Kinnie and Arthur, 1993), representing capital expenditure of capital investments. Information technology works well when there is effective synergy bases that produces successful company values and goals upon bringing about award winning leaders and people together in specific areas even within diverse environment.
1.1 Research problem
The research problem places at such elements of IT impacts on HR function, several secondary research comparing impacts of IT in such operational, relational as well as transformational impact of such IT based assumptions towards human resource organization and facets.
For instance, there can be problems on information technology roles that are in valuable importance to human resources found in the developing countries, there implies to certain management problems towards IT and HR process, IT usage and how it used in HR thus, IT allows HR team to amicably store as well as retrieve volumes of data information as quickly as possible upon institutionalizing organization based data There can be problems or issues in communication if one HR personnel fails to bring in effective communication allowing HR team to make better use of information at disposal (Culnan and Markus, 1987)
1.2 Studies that have addressed the problem
In a Towers Perrin (1992) study, proponents noted that IT can be potent weapon for lowering HR costs as part of administration process thus, increasing productivity among employees within the company, improve HR based response times as well as improve levels of decision making of HR managers and staff. IT provide data and communication platform that helps human resource link and leverage company’s human capital in order to achieve competitive advantage (Scott Morton, 1991) Despite IT benefits organizations have dismal record of turning investments in technology in increased productivity and strategic capability (Weill and Olson, 1989) Kinnie and Arthurs (1993) noted within HR IT has been used as no more than an electronic filling cabinet for keeping records and process routine HR tasks. HR departments have never used their systems for strategic purposes (Richards-Carpenter, 1991) as the problem tends not to be with IT availability for HR application as technology needed to compete is ready accessible as of today’s era. Evidence suggests that senior managers do not have a workable framework that conveys how IT can be leveraged to exploit full benefits within HR function (Monsalve and Triplett, 1990).
1.3 Deficiencies in the studies
Probable deficiencies in the studies is the lack of balanced research nature as well as comprehensive meta-analysis comprising to both qualitative and quantitative research and in the sense that, there is no enough examples towards several impact of IT on HR based functions. Thus, the lack of theoretical as well as conceptual frameworks can be noticeable and that discussion and analysis could only cater to descriptive studies surrounding the topic context. No accurate and well designed examples of such impact types providing scenarios or cases happening to an existing company
1.4 The importance of a study for an audience
The importance of study for an audience is amiably to inculcate knowledge based research of IT and its impact on human resource from within combining primary and secondary research structures and utilizing of human respondents as participants of the planned research design. To determine consistency flows into literature studies in relation to methods and interpretations for completing the study.
1.5 The purpose statement
The purpose of this study is ideally to recognize and fully understand several IT impacts on human resource function within organization through undergoing detailed research study in a case comparative nature, particular company noted cases matter for discussion and analysis of research evidence to be presented in full length.
1.6 Disposition
Thorough update took account of the move towards HRM that covers the considerable developments in HRM practice in IT based norms adhering to innovative areas in HR practice and thinking. Recognizing IT as human resource driven reality producing strategic process and real time applications as there will be practical advice on how companies can maximize the effectiveness of their HR function and ensure that it makes major contribution to information technology routes for adopting company related success.
2. Research questions and/or hypothesis
What is meant by information technology? Human resource?
How effective is HR function when it comes to IT usage and adoption? Discuss with examples
What are several impacts of IT on human resource? Discuss operational impact of IT in the following areas of: Reducing labor costs, Increasing productivity, Institutionalizing organization memory
Discuss relational impact of IT in the following areas of: Providing remote access, Enhancing service levels, Increasing connectivity Discuss transformational impact of IT in the following areas of: Reengineering work processes, Building virtual teams, Creating network organizations
What are some imperative changes to the HR function if all of the above impact are being met? And how it affects HR if not met properly or not used according to standards?
How and what are the ways to align IT with HR strategy as well as assess certain feasibility norms?
3. Method
Research methods can be classified as either quantitative or qualitative as qualitative method is designed to help researchers understand people and the social and cultural contexts which they live. Kaplan and Maxwell (1994) argue that the goal of understanding of phenomenon from viewpoints of participants and its particular social and institutional context is largely lost when textual date is quantified. The methodology to be used for the study is case study survey, multiple sources of qualitative and quantitative date, the study endeavors to have impacts of IT on HR. Statements or survey questions have to be open ended and guided by case study analysis paradigm (Lincoln and Guba, 1985). The questions are to be open-ended yet specific in intent, allowing responses, questions will be reasonably objective (McMillan 2000), to assume purposeful conversations where contents is a priority, The research implies to qualitative methods such as open-ended questions and quantitative methods such as to request respondents to rank their views about specific question in the questionnaire, as one common measure in education research (Marshall and Rossman, 1999). Case survey is needed to be examined for reliability and validity.
3.1 Knowledge claim
Global competition is putting increasing pressure on managers to make faster and better business decisions. Investments in information technology are often touted as critical means of speeding up and improving management decision making. Yet it has proved distressingly difficult to realize the potential of information technology investments. This is particularly so in business areas such as Human Resources, though the longer lead times traditionally associated with changes in HR systems mean that it is a prime candidate to benefit from information technology. Such complexity demand sophisticated applications of technology that go beyond simply improving the management of routine tasks. HR managers have stake in exploiting information technology to better manage their human resources. We propose a framework to help managers consider how HR information technology can improve human resources management and contribute to competitive advantage.
3.2 Type of research
Comparative case research, meta analysis driven
3.3 Unit(s) of analysis
Five point likert scaling, tabulations and interpretations in SPSS notion
Statements range from 1 = strongly disagree, 2 = disagree, 3 = neutral, 4 = agree and 5 = strongly agree
3.4 Logic linking of data to the propositions
Data will be collected and analyzed through using qualitative techniques such as pointing towards document analysis, interviews and questionnaire survey. The primary data is to be collected from the respondents in case situations, secondary data is to comprise of reference concerning research subject. The using of existing information on such levels into the study to be realized upon.
3.5 Criteria for interpreting finding
Respondents profile such as age, gender, education background and work position (have to be in the field of HR)
Case study survey structure and format
4. Theory
Human resource based theory and IT oriented theories as well as applications
4.1 Kind of theory
Reducing labor costs, Increasing productivity, Institutionalizing organization memory. Providing remote access, Enhancing service levels, Increasing connectivity. Reengineering work processes, Building virtual teams, Creating network organizations
4.2 Plan for use
For theoretical framework inclusion as well as conceptual basis and encounter of such literature studies and critical assimilations as possible.
5. Plan for Quality Assurance
For quality assurance, the research will have to undergo reviews and assessments prior to submission
6. Ethical considerations
Confidentiality will be observed at all times.
Credit:ivythesis.typepad.com
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