• Other HRM IT Investment Factors
o Fit of the application to the firm’s employee base
o Ability to upgrade or customize the software
o Increased efficiency and time savings
o Compatibility with current systems
o Availability of technical support
o Time required to implement and train staff members to use HRIS
o Initial and annual maintenance costs
• Influence of Technology in HRM
o Operational impact – automating routine activities, alleviating
administrative burdens, reducing costs, and improving productivity internal
to the HR function itself. (Change How thing will be done same thing are
now done efficiently)
o Relational impact – How managers manage better by allowing them better
access to information. E.g. Search for specific skills set for hiring people.
o Transformational impact – Changing activities of the HR department.
Change on What rather than how. E.g. Training with technology rather than
by traditional way; Teaching managers things that could not be done before.
3. Managing change
• Both proactive and reactive change initiatives require HR managers to work with line
managers and executives to create a vision for the future, establish an architecture that
enables change, and communicate with employees about the processes of change.
• In highly competitive environments, where competition is global and innovation is
continuous, change has become a core competency of organization.
“No Change means no chance.”
• Types of Change
o Reactive change – Change that occurs after external forces have already
o Proactive change – Change initiated to take advantage of targeted
• Managing Change through HR – Formal change management programs help to keep
employees focused on the success of the business.
• Why Change Efforts Fail:
1. Not establishing a sense of urgency.
2. Not creating a powerful coalition (teams or person) to guide the effort.
3. Lacking leaders who have a vision.
4. Lacking leaders who communicate the vision.
5. Not removing obstacles to the new vision.