siliconindia | | July 20178IN MY OPINIONROLE OF INFORMATION TECHNOLOGY IN HRM: OPPORTUNITIES AND CHALLENGESBy Sudhakar Kannan, Head ­ IT, codeMantra Pvt. Ltd.codeMantra uses technology, automation, process management and deep industry experience to design innovative solutions that improve the competitive position of publishing partnersI nnovation in this digi-tal era has shot up over all vital business exer-cises. This article en-visions the role of IT in real-time measurements of the HRM capacity. It addition-ally concentrates on the opportu-nities and difficulties confronted by the organizations in actualizing IT crosswise over HRM work. A few basic zones of HR capacity are additionally highlighted where IT has been executed effectively by different organizations.HRM depicts a procedure of overseeing and using the employ-ees of the organizations. It involves varied functions, including enroll-ment and choice of appropriate candidates, providing opportunities to enhance their KSA (Knowledge, Skills and Abilities), evaluating their skills and fixing appropriate pay packages, promotion and incen-tive procedures, guiding in overall professional success, and in reliev-ing the employees from the compa-ny. Essentially there are three sorts of e-HRM, i.e. operational, social and transformational e-HRM. Oper-ational relates with the managerial elements of HR division, social re-lates with giving data to the repre-sentatives and making virtual rela-tionship among them so they can be constantly associated, while trans-formational e-HRM centers over the key introduction of the HR work. It connects the HR work with business system to accomplish the objectives adequately and productively. It also enables overseeing and sharing the information over virtual systems. Significance of Using Technology in HRMThese days, all types of organiza-tions are making use of innovation in their HR administrations. HR and Sudhakar Kannan
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