Technology has had a significant impact on the nature of the changing role of human resource management (HRM) in the last 40 years. In the past, HRM was primarily focused on administrative tasks such as payroll, benefits, and recruiting. However, technology has enabled HRM professionals to automate many of these tasks, freeing them up to focus on more strategic and value-added activities.

One of the most significant impacts of technology on HRM has been the rise of human capital management (HCM) systems. HCM systems are software applications that help organizations to manage their workforce more effectively. HCM systems can be used to automate a wide range of HR tasks, such as recruiting, onboarding, performance management, and compensation.

HCM systems have enabled HRM professionals to improve the efficiency and effectiveness of their operations. For example, HCM systems can help to reduce the time it takes to recruit and hire new employees. HCM systems can also help to improve the accuracy of payroll and benefits processing.

In addition to HCM systems, a number of other technologies have also had a significant impact on HRM. For example, social media has become an important tool for recruiting and engaging employees. Cloud computing has also made it easier for organizations to access and manage HR data.

The following are some of the specific ways that technology has impacted the changing role of HRM in the last 40 years:

• Recruitment: Technology has made it easier for organizations to recruit employees from all over the world. Online job boards and social media have made it easier for organizations to post job openings and reach potential candidates.
• Onboarding: Technology can help organizations to onboard new employees more quickly and efficiently. For example, HCM systems can be used to automate the process of providing new employees with access to company resources and information.
• Performance management: Technology can help organizations to improve the performance management process. For example, HCM systems can be used to track employee performance and provide feedback.
• Compensation: Technology can help organizations to develop and manage compensation plans. For example, HCM systems can be used to calculate salaries and benefits.
• Training and development: Technology can be used to deliver training and development programs to employees. For example, online training courses and webinars can be used to provide employees with the skills they need to be successful.

Strategic Impact of Employee Voice in Enhancing Organizational Performance

Employee voice is the ability of employees to communicate their ideas, opinions, and suggestions to management. Employee voice can be enhanced through a variety of mechanisms, such as employee surveys, focus groups, and suggestion boxes.

Employee voice has a strategic impact on organizational performance in a number of ways. First, employee voice can help organizations to identify and address problems early on. Second, employee voice can help organizations to develop innovative solutions to problems. Third, employee voice can help organizations to improve employee engagement and morale.

The following are some of the specific ways that employee voice can enhance organizational performance:

• Improved decision-making: Employee voice can help organizations to make better decisions by providing management with access to a wider range of perspectives.
• Increased innovation: Employee voice can help organizations to develop innovative products and services by providing management with new ideas and suggestions.
• Improved employee engagement and morale: Employee voice can help to improve employee engagement and morale by giving employees a sense of ownership in the organization and its success.

Conclusion

Technology and employee voice have both had a significant impact on the changing role of HRM in the last 40 years. Technology has enabled HRM professionals to automate many administrative tasks and focus on more strategic and value-added activities. Employee voice can help organizations to improve their decision-making, innovation, and employee engagement.

Recommendations

Organizations should embrace technology to improve the efficiency and effectiveness of their HR operations. Organizations should also encourage employee voice and provide employees with opportunities to communicate their ideas, opinions, and suggestions to management. By doing so, organizations can enhance their organizational performance and achieve their business goals.