TOPIC

The ICT revolution has undoubtedly unleashed functional

outcomes that guarantee organizational essence of acquisition. However,
there exists behavioural and socio-technical concerns that inundated
human resource management perspective of information systems.
Identify and extensively discuss these concerns with sufficient
theoretical reinforcement.

ABSTRACT
ICT is very important as the world is becoming a global community. It is used in almost

every aspect of today’s world as well as in businesses. Most organizations use ICT to

enhance their everyday work. Modern organizations/companies make use of this technology

not just to use it because it’s in the ICT age but because it also helps their employees and

managers to achieve their organizations set goals. ICT however, has both positive and

negative effects on the employees in an organization which could be either lead to job

satisfaction or company growth or job loss. ICT is a critical asset in modern organizations

and companies as it aids their functional essence.

INTRODUCTION
MEANING OF ICT

ICT is an acronym that stands for Information Communication Technology. There is no

universally accepted definition for ICT because its concepts, methods and applications are

constantly evolving on almost daily basis and it’s difficult to keep up. The introduction of

these technologies to modern organizations has assisted in the accomplishment of

organizational set goals. A good way to think about ICT is to consider all uses of digital

technology that exist to help individuals and businesses use information. ICT covers any

product that will store, retrieve, manipulate, translate or receive information electronically in

a digital form. For example, personal computers, digital television, email, robots. So ICT is
concerned with the storage, retrieval, manipulation, transmission or receipt of digital data.

Importantly, it is also concerned with the way these different uses can work with each other.

Efficient communication is critical to company success. In an increasingly connected and

dispersed business landscape, recruiting, retaining and leveraging employees require ongoing

communication and collaboration. A key advantage of information technology lies in its

ability to streamline communication both internally and externally. However, the

development of ICT in organizations has undoubtedly affected the behavioural and socio-

technical aspects of an organization. These concerns will be discussed below.

BEHAVIOURAL ASPECTS OF HUMAN RESOURCE

MANAGEMENT IN AN ORGANIZATION
The field of organizational behaviour / human resource management deals with the behaviour

of individuals and groups within organizations, and investigating the enhancement of the

effectiveness of an organization’s human capital in order to gain competitive advantage and

achieve organizational goals. Example topics of OB study include personality/dispositions,

emotions and affects motivation, social concept and identity, decision making and cognition,

justice and trust, organization and work attachment, leadership, groups and teams, and

organizational culture and climate. Example of topics in HR encompasses job analysis,

recruitment, selection, training and development, performance appraisal, compensation,

quality of work life, workforce diversity, and strategic human resource management. The

introduction of the ICT to these personnel has affected their behaviour towards their jobs.

PRACTICAL IMPLICATION
1. The introduction of the Automatic Teller Machine (ATM) has automatically taken

over the job of a cashier in a bank.

2. The accountant is kept under pressure while trying to compile his financial statement

so as to be accurate as his computer system in order to keep his job.

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 3. A typist addicted to his typewriter might find it difficult to accept a new computer set

and this may lead to psychological breakdown of this employee while trying to meet

up with his work standards.

4. An organization with greedy and manipulative accountants will be able to regain its

dignity with the help of these information communication technologies. For example,

a shopping complex with no automatic payment machine can easily get robbed. Most

products have their price tags digitally stored on the automatic payment machine and

so makes it difficult for cashiers or accountants to manipulate the figures.

SOCIO-TECHNICAL ASPECT OF HUMAN RESOURCE

MANAGEMENT IN AN ORGANIZATION
Socio-technical systems design methods are an approach to design that considers human,

social and organizational factors as well as technical factors in the design of organizational

systems. They have a long history and are intended to ensure that the technical and

organizational aspects of a system are considered together. The outcome of applying these

methods is a better understanding of how human, social and organizational factors affect the

way that work is done and technical systems are used. This understanding can contribute to

the design of organizational structures, business processes and technical systems. Even

though managers realize that socio-technical issues are important, socio-technical design

methods are rarely used.

The introduction of ICT to this section has efficiently merged both human, social,

organizational and technological aspects of the HRM. Some technologies have been

introduced that can function faster than a human but mainly with the aid of a human and it

helps to reduce psychological effects (stress) and physical effects (health breakdown) in

humans which enables them work more efficiently and effectively.

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 PRACTICAL IMPLICATIONS
1. An accountant trying to calculate finds it difficult but with the aid of a calculator,

calculations become easier, faster and more efficient.

2. A manager can monitor the activities and performances of his employees through the

aid of a CCTV camera.

3. Employees can work under pressure knowing fully well that they are being monitored

and as a result find it difficult to work comfortably in their offices which can lead to

over work, stress and physical breakdown.

CONCLUSION
The introduction of ICT to an organization has undoubtedly unleashed functional outcome

that guarantee organizational essence of acquisition. The implication of these technologies to

the human resource management of aspect of an organization has in one way or the other

affected both the behavioural and socio-technical aspect of the department. Employees can

either improve positively or reduce negatively. ICT can help some employees achieve job

satisfaction and it can also reduce their job satisfaction and can sometimes lead to loss of job.

REFERENCE
1. Avgerou C. Gborra C. Land F. The Social Study of Information and Communication

Technology, 2004 Oxford, UK Oxford University Press.

2. Avison D., Baskerville R., Myers M. Controlling Action Research Projects,

Information Technology and People, 2001, Vol. 141 (Pg. 28-45)

3. University of Maryland: Robert H. Smith School of Business. Copyright Robert H.

Smith School of Business, University of Maryland College, Park, MD 20742

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