Role of IT in strategic HRM

Submitted By:
Anjali Singh

Introduction
IT based HR management brings higher accuracy & speed in
transaction oriented HR processes like Payroll, Attendance, Leave, Goal
Setting & Tracking, Performance Appraisals, Applicant Tracking in
Recruitment System, Shifts Planning & Scheduling, Management of
Training process, Planning of performance linked remuneration,
Maintenance of employee data & its update etc...
In a manual system, there is no transparency. An employee does not
know if his/ her personal records, on the basis of which his career is
being managed, is updated or not. In an IT based system, with on-line
access to personal records, an employee can audit all personal records
& can get the same updated without delays. Some IT based systems
even enable data entry & update by the employee him/her-self,
thereby reducing the data entry load at the HR end. Also IT based
systems enable an employee to raise queries/ concerns/ complaints/
suggestions & track its settlement, thereby making HR respond in a
time bound manner & increase satisfaction of employees.

Objective
To study the role of IT in strategic HRM.
To Study the factors enhancing the success of
HR practices
To know the benefits of IT in HR practices.
To analyze the trends and best practices for
using IT for competitive advantage.

Literature Review
The human resource (HR) department is one part of the organization that
early on embraced IT in order to facilitate its new and improved operations
(Strohmeier, 2007; Besson and Rowe, 2012; Marler and Fisher, 2013;
Orlikowski and Scott, 2008). Human resource management (HRM) relates
to the creation and transformation of human resources that affect
organization performance through strategic investments such as stuff
education and can offer significant competitive advantage (Grant and
Newell, 2013). New IT use and related investments carried the promises
of transforming the role of human resource department inside the
organization (Marler and Fisher, 2013; Barrett and Oborn, 2013) by
providing cost reductions, improvements over practice and orientation
towards strategic tasks (Lepak and Snell, 1998; Ruta 2009, Strohmeier,
2007). Despite the promises, however, recent research shows that there is
little actual evidence for the related claim that new IT
investments can transform the role of HR department from a more
functional role to a strategic one (Marler and Fisher, 2013; Besson and
Rowe, 2012; Parry, 2011).

Research Methodology
RESEARCH DESIGN
Descriptive research design will be adopted for this study.
SAMPLE SIZE: A sample of minimum respondents was selected from
various areas of Lucknow. An effort was made to select respondents
evenly. The survey was carried out on 50 respondents.
SAMPLE UNIT: Lucknow.
SAMPLING TECHNIQUE: For the purpose of research convenient
sampling technique was used.

DATA COLLECTION SOURCE: Two methods have been used to collect

the relevant data, which are essential for the study, they are:
Primary Data: data is collected to obtain desired information through
structured questionnaire.
Secondary Data: it is compiled through books, magazines,
newspapers and internet etc

Importance
It
is
often
supposed that
the usage of
technology applications increases effectiveness.
The current research is devoted to the analysis of
information technology in human resource
management of the originations and its influence on
the
organizational
performance
of
company.
Technology helps HR professionals to be more
efficient, save costs and provide organizations
leadership with accurate information, which is very
important for strategic and operational decisionmaking.