BUSN20019 Professional Project-The Traditional Research

anagement. The use of information technology in the human resource can also help the business to automate various routines such as processing paycheck and other transaction activities. Issues related to employing organizations, globalization and working environment has become increasingly complex from time to time. Human resource managers in these organizations face serious challenges which influence various cultures, countries and political system.

1.3 Problem statement 

With such trends among most organizations, information technology is deemed necessary tool which managers can use for human resource in order to strengthen the organization's capabilities (International Conference on Management Science and Engineering Management, & In Xu, 2013). Besides, communication and information technology have played a big role human resource application such as human resource application system. This system involves a framework for the collection, storage maintaining, retrieving and validating information required by the human resource personnel and unit characteristics of a particular organization. The human resource information system is also crucial in decision-making processes as opposed to a database.

Information technology in human resource is beneficial in terms of reducing the response time and enhancing the quality of HR services within the workplace. Currently, many communication and information system applications within the workplace encourage more organizations to integrate their human resource with information technology infrastructure for optimal output (Christensen & Schneider, 2017). The human resource information system has the potential to support long-term planning, labor force planning, demand forecast, staffing as well as other human resource functions in the workplace. In addition, HRIS can support compensation programs, salary forecasts, contract negotiations and budget preparations.

1.4 Research Aim

The objective of this research process is to examine the impact of information technology on human resource organization with respect to accountancy as a profession.

1.5 Research objective

To explore the impact of information technology on human resource management.

To recognize the information technology tools applied by human resource management.

To identify issues of implementing information technology in human resource management.

To determine the effectiveness of information technology in human resource management.

1.6 Research Questions

What are the impacts of information technology of human resource management?

What are some of the information technology tools used by human resource management?

What are some of the issue that influences information technology use in human resource management?

How effective is information technology on human resource management?

The human resource management function covers a wide scope within any organization. As a result, it requires an effective human resource management system that is centered on addressing various administrations, technological and statutory requirements for purposes of enhancing support among human resource professionals, account managers and employees. The purpose of fostering relationships among these groups is to provide accurate and reliable feedback that can assist an organization in decision-making processes (Ramlaul, Vosper & Price, 2013). A majority of organizations with an effective human resource system are encouraged to establish a good rapport with technological companies to improve their productivity. According to surveys conducted by various organizations, more than 90 percent of human resource departments have one form of a computerized system.

The Institute of Manpower Studies suggests that adoption of new technologies have a positive effect on functions of human resource management. One of the key changes with regard to adoption of new technology includes the separation of human resource system from a centralized framework within the organization. This separation has led to a majority of human resource management application to be integrated. Besides, the value of human resource system has shown significant improvement as a result of integration between financial department and human resource management systems (Parry, Stavrou, & Lazarova, 2013). According to a survey conducted by Cedar, a software consulting company, human resource management systems are used to enhance productivity among employees through communication, enrollment for benefits and retirement services. The stages of adopting human resource information systems are categorized into three stages. The stages begin with operational impact information technology for purposes of automating daily activities, reducing administration burden, costs as well as improving productivity to the overall functions of the human resource. The second stage includes facilitating both employees and managers access to human resource database and services which play a significant role in reducing the response time and service delivery.

The last stage of adopting human resource management includes the transformation of the scope and duties of human resource organization for purposes of focusing on more strategic issues (Chowhan, Pries & Mann, 2017). According to a survey conducted on various companies in the United Kingdom, his findings suggest that the size of organization played a significant role in determining whether an organization required a human resource information system. Besides, the study indicated that majority of information technology applications focused mainly on administrative aspect as opposed to a decision-making process. Other studies indicate that online self-service has significantly improved the quality of service delivery. Studies involving both private and public sector indicate that web-based framework has a positive influence on accuracy and quality of information. Human resource management is considered as an integral input in the production of since labor costs is a significant aspect of operating costs which directly has an impact on the quality of service delivery.  

Some human resource organizations indicate that information technology adoption has significantly played a critical role in improving productivity among workers (Wang, 2013). Information technology adoption in human resource department is significant in because it helps in reducing paperwork. A majority of human resource professional agree that information technology helps to automate record keeping among other clerical duties.in addition, information technology solution help HR managers reduced administration burdens, improved operating efficiency, increased volume of work and shift additional administrative duties (Majeed, 2013). Information technology has helped human resource managers to improve the relationship with business and citizens, improved timeliness of service to workers, improved line manager’s ability to meet human resource functions, improved employee awareness, appreciation and enhanced the human resource ability to recruit and retain top talents. Several factors influence the adoption of a human resource information system. Among the success factors that influence adoption of IT systems include improved accuracy of information and service improvement (Pan, Chang & Huang, 2017).

The human resource management information system is classified under several core modules. Each module consists of a specific function that facilitates human resource process by the HR managers. These modules will consist of human resource processes which comprise recording and updating of all human resource transactions. Among these modules include personal record management, competency assessment, career assessment, career management, performance management, resourcing, strategy formulation, development, employee communication, remuneration, benefits and reward, establishment data, separation, security administration and information service.

The establishment data module is responsible for storing information which requires a logistical approach. The personal record management is responsible for scoring basic information about employees such as family details, language proficiency, academic qualifications and bank account.  Besides, the module stores asset declaration and information on service profile. The competency assessment module is responsible for recording and analyzing competency level of each employee. Career management enables the human resource managers to plan for strategic positions. The performance management aspect focuses on creating a link between career developments with performance levels. The resourcing module is involved in determining the short-term requirements for human resource and ensuring that each employee is motivated to perform their assigned duties.

The development module is involved in planning performance development programs for employees in relation to the objectives of the organization (Oschman, 2017). Communication among the employee and behavioral change plays a significant role in enhancing cooperation and harmonious relations between management and employees. The separation aspect with regards to human resource management is responsible for exit strategy through early retirement, resignation, dismissal or death. Remuneration aspect is involved with promotion and benefits such as loans, medical benefits, claims and allowances.

3.0 Methodology

This chapter discusses the methodology for the research through describing the research design, study population, instruments used to collect data and methods of conducting an analysis. This research design involved a descriptive study. The purpose of a descriptive study was to assist in clearly describing the findings of the impact of information technology on human resource management. In addition, the descriptive study was aimed at identifying the specific tasks involved with human resource management as well as how these processes can leverage on the information technology applications to improve the quality of service delivery and overall productivity of the organization. As a result, this descriptive study plays an important role in providing detailed information concerning information technological tools for purposes of providing a conclusive report on the impact of information technology on human resource management.

The method and instruments of data collection for this study involved secondary resources from peer-reviewed journals, publication and business reports which are based on the impact of information technology of human resource. The information derived from secondary sources was scrutinized based on the research questions for purposes of providing detailed and informative content regarding the impact of information technology on human resource management. After the information was gathered and correct information was identified it was used to prepare discussion and analysis of the research. Both recommendation and conclusion were based on the findings of this research study. The validity and reliability of this research study are critical. Validity with the context of this research refers to those instruments that enhance the ability to measure the findings of this study. For this reason, it was significant to use secondary resources from peer reviewed sources, publications and business reports. On the other hand, reliability will confirm the accuracy of the findings based on the research questions. The ethical consideration of this study will depend on the collection of data as it pertains to impact of information technology on human resource management on accountancy as a profession. The research process will involve all the guidelines as provided by the institution for purposes of providing credible information that upholds professional standards of conducting a research study.

The adoption of information technology tools for human resource management does not influence various sectors for recruitment (Chae, Koh, & Prybutok, 2014). Besides, studies indicate that private sector organizations were well positioned to adapt to information technology systems as compared to public sector. The differences between the level of adoption between the public and private sector is attributed to the constraints as a result of the law. In addition, required transformation in public sector and accountability is likely to be hindered by an outdated administrative culture that may not be conversant with the digital arena. The type of tool that is used for recruitment has a significant impact regardless of the sector. However, the government is well positioned as compared to both public and the private sector in the adoption of Information Technology application for recruitment task (Bloom, Garicano, Sadun, & Van Reenen, 2014).

The reason as to why government controlled sector are more integrated with information technology tools as compared to private sector is because they are involved with large scale employment positions that cannot be managed with efficiency without the adoption of information technology. All sectors suggest that information technology systems are considered as the highest tool used for recruitments because users who are conversant with information technology systems often prefer the Internet and other networking technologies for their service and information requirements (Asogwa & Etim, 2017).  When it comes to maintenance and development, some studies indicate that information technology does not show significant impact among between the sectors. The studies further indicate that the type of tool used between the sectors varies with regards to development and maintenance tasks. The private sectors have a well-developed information system for maintenance and development as compared to the public because they have fewer employees. This is because the development and maintenance of human resource play a critical role in their survival where information technology is the effective solution to guarantee sustainability.

A larger proportion of organizations attest to using information technology systems for training and human resource development for both private and public sector. Interestingly, application software and IT tools were considered as the most used information technology tools for maintenance and development. This trend can be seen across all sectors since various technologies such as e-learning and multimedia offer innovative and exciting resources for teaching which should encourage more organizations to adopt the new technologies (Ransbotham & Kiron, 2017).

Additionally, the private sector uses information technology applications for performance evaluation and absenteeism analysis. With regards to management and planning, government and public sector use slightly more information technology systems for human resource management and planning. The reason provided for these findings is that government and public sector are more mandated to perform management and planning activities as opposed to the private sector. Besides, these activities are standardized according to quality and quantity of all the sectors. The advancement of technology has played a significant role in reducing the cost as well as improving productivity and profitability in human resource management (Chang, Jack & Webster, 2017).

The majority of the businesses that are being opened are taking the necessary steps required to implement information technology in vital areas such as accountancy through enabling the employees to make contribute and gain a competitive advantage. The findings of this research indicate that the end user computing plays an important role which affects job performance for human resource professionals. However, information technology is considered to have different roles for human resource professionals. Every organization that has human resource has to take advantage of technology by becoming more effective in communicating with customers (Vollmer & Tysiac, 2017). Furthermore, the computing mindset is taken to be a critical factor of for human resource professionals who are centered in using application than other individuals in various sectors.

The experts within an organization are often involved in preparing solutions for daily problems through an organization's network. For most of the organizations that have adopted information technology, the primary application of human resource technology id transactional work. Therefore a functional expert is expected to apply information tech ology tools to search and make use of information from the internet as well as other application such as the use of presentation and word processing for purposes of applying the solutions from business to employee. The impact of information technology in human resource management involved operations, transformations and relation.

These operations involved improved processes in cost reduction and reducing administration burden which will lead to a positive assessment of the human resource function. Relation involves adapting to new and enhanced possibility of communication between people which leads to social trust. For instance, an accountant and human capital developer should possess a computing mindset and knowledge to cooperate with information technology experts (Khoury, & Khoury, 2014).

The transformational aspect relates to organization performance and strategy implementation. Accountants and other professionals should have computing mindset and knowledge to comprehend the value of a firm. This mindset is crucial for encouraging other stakeholders to convert the data into valuable information for the decision-making process. The human resource managers should have a computing mindset that will enable them to understand the value of information technology and know about the resources available to improve knowledge through information technology. Interestingly, for most workers and managers, human resource is considered as a guiding principle which contributes to effectiveness in delivering on their duties.

For the functional experts including the e-HRM alternatives help to reduce the dependency which consequently reduces the interpersonal trust (Marler & Fisher, 2013).  The impact information technology has on professional such as an accountant is critical in improving knowledge in the use of information technology as well as increasing performance of their duties. The human resource managers are mandated to reinforce the weaker areas of end user interactivity with information technology. Through training programs, various stakeholders within an organization can improve and develop their computing competence in areas that have not fully integrated information technology system.

Conclusion

The impact of advancement of information technology has become a competitive tool in reducing the costs, quality, productivity and profitability. Modern businesses and firms have already adopted while others are in the process of making necessary steps to implement information technology systems in crucial areas within their human resource department. The findings of this study also support the conclusion that information technology plays a significant role within organizations for human resource activities (Razavi et al, 2016). Consequently, there is no framework for standardization and adoption of computer software into various human resource activities.

The lack of a standardized framework is explained through the challenges between job requirements and level of professionalism among employees to perform their duties. Fear and ignorance are attributed to low levels of integration of information technology systems with regards to the low level of knowledge and training in information technology. Many organizations do not have portals that perform specific human resource function are dependent on different computer software for performing similar tasks of human resource management. This research has significant implications for management of human resource (Sahu, & Gudavarthy, 2017).

Accounting professionals need to adapt, implement and improve their information technology because it has the potential to improve their performance efficiently. The human resource managers are mandated to improve weaker areas of end user computing in various human resource aspects. The firsts step towards developing and transforming end user computer interactivity is dependent on training and motivation of human resource managers. End user computer interactivity is a significant tool that involves necessary skills in the process of hiring. Accountancy is considered as the combination of capital, human and technological resources that are essential for any organization. Labor-saving technologies, on the other hand, involves two classifications such as information technologies and innovations within a particular innovation (Shukla, 2017).

The findings of this research suggest that although the information technology resources have a direct influence on performance, innovations within the organization have an indirect impact on the overall benefits of information technology applications. Interestingly, the decrease in labor cost as a result of efficient use of the human resource is more enough manage the expenses that will be incurred in the adoption of information technology. Therefore the current adoption of information technology among various organizations is still below the optimal level required for human resource departments. The limitation of this study is that it is based on secondary sources (Tucker, 2017).

Therefore, it does not provide the current state of the impact of information technology in human resource management. Another limitation of this study is that evidence provided is based upon research findings of previous researchers which cannot be substantiated as to whether the researchers followed ethical principles of conducting a credible research study. However, further research should be conducted on a specific aspect of human resource in order to determine the effectiveness and information technology on human resource management. Also, further studies should involve the collection of information through primary sources for purposes of getting the current information about the impact of information technology on human resource management.

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