The study on Human resources in a digital age Dissertation

The study on Human resources in a digital age - Dissertation Example Primary research is conducted for the study. This is done using the questionnaire method on a sample of 100 HR professionals across different sectors. They are primarily HR executives and HR managers in organizations. The analysis is done based on the responses collected from candidates and presented in the form of graphs and pie charts. The drawbacks and loopholes in the system are identified and suitable recommends are provided to eliminate them. Table of Contents Abstract 2 Introduction 5 Background 6 Research aims and objectives 7 Problem Statement 8 Literature Review 8 Impact of Information technology in human resources in organizations, changing trends 8 Human Resource Management using information technology and competitive edge of firms 13 Strategic constraints on human resource management in the digital age 17 Technology and training for human resource professionals 20 Research Methodology 24 Primary Research Study 24 Scope of Research 25 Data Collection methods and technique s 26 Research Limitations 27 Questionnaire design 28 Research Findings and Analysis 29 Quantitative Analysis 29 Qualitative Analysis 38 Recommendations 42 Conclusion 44 Reference 46 Bibliography 49 Appendix 51 Questionnaire 51 Introduction Globalization and global competition has been imposing great pressure on managers in organizations to make better and faster business decisions. Investments in information and technology have also been creeping up along with this pressure. Investments in the area of information and technology in considered being one of the critical means of improving and fastening up of management decision making. Even then, organizations have faced the great difficulty in realising the potential of investments in the areas of information and technology in businesses. This has been particularly visible in the business area of human resource management, despite the fact that longer lead times associated with changes in human resource management systems necessarily means HR accounts for a major candidate to derive benefits from information and technology. In order to emerge successful amidst the increasingly and global competition managers are constantly faced with the pressure of controlling labour costs, motivating employees and subordinates to provide high quality services, enhancing customer oriented performances and constantly searching for better and new ways of doing the jobs successfully. Circumstances make it mandatory for organizations to meeting these objectives against all odds in the face of a shrinking workforce and the global environment in which employees hail from diverse and multicultural backgrounds located across different parts of the globe. Even the routine and conventional tasks maintaining records of employees and regulatory and legal compliance have become increasingly geometrically intensified. In other words systems and operations in organizations have become more complicated and this consequently demands more sophis ticated technology applications which go much further beyond the conventional tasks of improving the routine task activities. Managers have their own stake in exploiting information technology for furthering and bettering human resource management. However, various managers have different views regarding the effectiveness of use of IT in human resource