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MGT501 Human Resource Management GDB No.2 Solution and Discussion Fall 2013 Due Date: January 22, 2014

MGT501 Human Resource Management GDB No.2  Solution and Discussion Fall 2013 Due Date: January 22, 2014

“Technology will eventually replace human resource which will significantly shift Human Resource department’s focus from one area of HRM to another.” Do you agree with this statement? Justify your arguments."

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Replies to This Discussion

Please Discuss here about this GDB.Thanks

Our main purpose here discussion not just Solution

We are here with you hands in hands to facilitate your learning and do not appreciate the idea of copying or replicating solutions.

last date 23 hoe hai ya nahe ku k lms open nahe hhora ?? 

Dear Admin, 

Want to confirm , Still LMS is down... i have been trying from long time but its down... Please confirm to me thanks 

plzz koi discuss kare 40 marks ka ha 

ayeshaarshad

chado g kya karna hai kar k lec suno pata ni humara Q ye subject hai IT main

Answer:

Yes, I agree with this statement that Technology will replace human resource which will significantly shift Human Resource department’s focus from one area of HRM to another.

The technological changes as are currently occurring in the computer and telecommunications industries. One estimate is that technological change is occurring so rapidly that individuals may have to change their entire skills three or four times in their career. The advances being made, affect every area of a business including human resource management. 

May this short article help you

The use of technology within human resource management has grown considerably over the last decade with the majority of organizations now using some form of HR information system (HRIS). For instance, in Europe, Watson-Wyatt (2002) found that 70% of the organizations surveyed used the Internet or Intranet to deliver HR services to employees with most respondents planning to enhance substantially their e-HR capabilities over the two years after the survey. In the UK alone, survey research by the Chartered Institute of Personnel and Development in 2005 showed that 77% of organizations used an HRIS. Research from Cranfield School of Management in 2003 found an even higher proportion of companies using HRIS at 82%. An HRIS can perform a number of functions from the simple storage and communication of information, to more complex transactions. As technology advances, the range of functions that an HRIS can undertake increases. The use of HRIS can provide a number of benefits to the HR function, line managers, and the wider organization. On one level, the use of technology has been shown to lead to faster, more accurate and more efficient processes, and reduced HR costs. Technology can also be used to provide HR information and to enable managers and employees to perform simple HR tasks themselves. On another level, the use of HRIS to reduce the administrative and transactional burden on the HR function can lead to a change in the structure of HR and allow the function to play a more strategic role in the organization. The reasons behind an organization’s introduction of an HRIS may vary considerably from the need to facilitate efficient processes or cut costs, to improve communication and customer service, or the desire to create a shift in the role of the HR function from one that is mainly administrative to one that is more strategic

is your LMS working????????

I am receiving this message "The page cannot be found"  what should i do here please tell?????

Umari bahi, 

Yes same problem is with me... its down... still not working....



is GDB ka ya wala point he marks laye ga

(which will significantly shift Human Resource department’s focus from one area of HRM to another)

yahan pe ya to explain karein k department's ka foucs kon say one area say kis hrm ki taraf change ho ga ??? 

it is true that technology has facilitated outsourcing and reduced the need for transactional work, executed properly, outsourcing creates the need for controls and administrative oversight of a sophisticated nature.

Building on Lepak and Snell's ideas, Bradford S. Bell, Sae-Won Lee and Sarah K. Seung "The Impact of E-HR on Professional Competence in HRM: Implications for the Development of HR Professionals." Human Resource Management. 45:3. 2006) review surveys that have found that companies can reduce transactions costs by up to 75 percent and that 70 percent of companies report that technology has improved service quality. Bell, Lee and Seung's survey finds that the transactional aspects of HR have become less important, while knowledge of the business and delivery of HR functions like staffing have become more important. It is not that HR managers have become more tech savvy. Rather, they have increasingly needed to work with service vendors and the internal IT function. Lepak and Snell argue that technological expertise ought to be added to the list of HR competencies. But they do not mean technology expertise in the sense of Google co-founder Larry Paige's or Microsoft's Bill Gates'. Rather, it is ability to coordinate and manage technology that matters.

Samir Shrivastava and James B. Shaw ("Liberating HR through Technology." Human Resource Management. 42:3, 2004.) agree that workplace applications are expected to drive the next phase of growth with respect to enterprise software, but they point out that some applications fail with respect to coordination and implementation.

technology will never replace human resourse

becoz for every new technolgy..human mind is required

to use that tec human mind is also required

it brings changes in some ways but can't replace

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