The impact of external environment on human resources. Write about an event from
ID: 396323 • Letter: T
Question
The impact of external environment on human resources. Write about an event from the past few years that can be viewed as an external environment event. Examples may include: technology, legal changes, demographic changes, economy, natural disasters, industry competition. Explain its impact on the human resource sector and/or on the management of workers. It can be about one company or a set of companies (e.g. an industry) or a local economy. Make sure to provide at least 2 legitimate sources. Reference your sources. Draw a conclusion. Length- 1-2 pages.
Format: 12-pts Times New Roman, Double-spaced, 1-inch margin on all sides.
Explanation / Answer
One of the major changes that has happened in the external environment in the last few years is the advent of technological prowess and the use of artificial intelligence and Blockchain technology. If we consider the HR function, there are lot of tasks that include cognitive decision making and lot of manual tasks which are repeatable. If we break up the HR function into smaller areas it can be – Recruitment, payroll, Learning and development etc.
If we closely observes the landscape in the last few years, technology has begun replacing lot of areas in the HR domain. If we look at recruitment, the traditional mode of closely reading and going through 1000`s of CV`s have changed and everyone prefers the digital medium to recruit and use the available services. In the last few years, multiple companies have started using RPA bots which have the cognitive ability to look through multiple documents and pick out the candidate which has the best possible match to a given requirement. For this to be successfully delivered, the job description and its related data base have to be properly managed by the HR function. We can see the movement in role of HR team from browsing through multiple CV`s to managing the database and ensuring the BOT is ready to look for the ideal candidate.
If we consider the payroll function, then the systems can built in such a way that the compensations can be automatically managed and payment is triggered based on man hours spent in the office. This was a cumbersome task earlier which involved multiple rounds of stakeholders and validations and had a huge cycle time associated with it. Now with new technology and ERP enabled systems, the entire data is available to use freely and in a swift mode. The data churned out can auto initiate the payment to the employees.
Learning and development has also moved away from conventional classroom sessions to eLearning systems. In this case, system can auto track the interest of the user and suggest similar courses to increase the knowledge level of the user. It can also monitor the completion status and speed and suggest appropriate level courses for future.
If we observe the pattern of adoption in companies for technology, then we can see that major consulting companies are suggesting this new approach to use automation to increase the efficiency within the companies. The output that is obtained has shown significant improvement across major areas and an increased visibility of the process to the auditors and higher management. This change in paradigm has also coincided with the change in demography of personnel in HR function. The newer generation are more open to the latest technology and can embrace the changes quickly as compared to the older generation who are still to get grasp of the changes in the technical environment.
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