Gestion des ressources humaines : changements technologiques
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Module 1: Gestion des modifications apportées à la gestion des ressources humaines

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Gestion des ressources humaines : changements technologiques

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Business Management -> Human resource management: changes in technology

Changes in technology

Organisations must ensure that they use the latest technology to maintain their competitive advantage or edge and so that they can keep costs down as low as possible by taking advantage of cost efficiencies and economies of scale. There are many forms that this technology can take, from machine technology to information technology, and management must research all trends and developments in these areas and assess their relative significance to the organisation.

Animation - Advantages and costs of technology

Advantages achieved from using the latest technology:
- less risks to employee health from high speed and repetitive jobs
- decreased costs to the organisation
- increased efficiencies in production and taking advantage ofeconomies of scale
- higher quality levels of work and less waste allows greater employee flexibility in the workplace e.g. from multiskilling and job rotation, etc
- assists improved organisational competitiveness

The introduction of new technology usually brings with it a need to undertake an assessment of workplace job designs and job specifications. Some jobs no longer need to be performed whilst new jobs evolve from the introduction of the technology into the workplace. Organisations need to alter training requirements to meet the needs that must be addressed if the new technology is to be used effectively and in order to retrain their employees for alternate jobs in the workplace. Assistance must be provided to those employees who find themselves de-skilled and those who need to be multi-skilled or cross-skilled.

Management of organisations must alter their employment policies accordingly and take into account the many impacts that technology has on all aspects of the employment cycle from recruitment and selection through to termination of employment.

Management of organisations may introduce a computerised database on employees and workforce trends generally. Such a human resource information system would take into account changes related to all aspects of the employment cycle and assist management with their planning and record-keeping.

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