H.R & Technology: Technology in Workplace
Discussion: Technology in the Workplace The constant development of new technology helps organizations provide better communication, customer service, resource management, and information security. Technology has also transformed how organizations function and the way they do business, allowing for more streamlined processes and collaboration. However, with the evolution of technology, comes the constant need for organizations to meet the challenges of these changes and to be aware of possible risks. Constant change and risk management require human resource professionals to monitor and update policies, procedures, and employee training to ensure compliance with all legal and ethical standards related to technology and its use.
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Technology in Workplace
Name of the Student
Human Resource and Technology
Technology has changed how HR departments work greatly. Firstly Artificial Intelligence (AI) and machine learning are prominent for data analysis, finding patterns, and making predictions. Secondly, robotics was seen affecting employment as industrial robots take on tasks performed by manufacturing workers (Beirne, 2018). Several technological devices, such as Virtual reality, wearable devices, and digital platforms, are commonly used for online marketing. These platforms include Amazon, e-Bay, and labor market platforms used, such as Uber and Freelancer.com. The above examples suggest the role of the HR function in navigating the changes and also influence the way organizations to need to undertake their HR activities. Good working policies and efficient procedures will not only save a company from the atoning of reputation damage but also ensure a long-lasting relationship between employer and employee (Spook, 2017). It will also guarantee that their privacy is upheld.
Data, digital privacy, and security policy are some of the difficult to enforce; for instance, the growing use of connecting devices sensors has created a vast footprint to consumers. From a regulatory perspective, one important question would be who owns the data –the user or service provider who stores it? If the service provider owns it, what obligations does it have to save it, and what extent can the information be shared. Artificial Intelligence (AI) and social media could pose a significant risk to the organization. Firstly on social media, HR needs to inform employers on what to like, comment, and post to save and maintain the company’s reputation (Valverde, 2007). Likewise, when and where to use cell phones to deal with in meeting texters and also avoid leaking of confidential information as pictures can be taken with Smartphone cameras and end up in the wrong hands. Secondly, the use of AI needs to well train by talented professionals to avoid biases, which might result in poor results.
Beirne, M., & Ramsay, H. (2018). Information technology and workplace democracy. Routledge.
Spook, S., Koolhaas, W., Bültmann, U., & Brouwer, S. (2017). Using sensor technology for workplace health promotion: A needs assessment among manual workers Sander Spook. European Journal of Public Health, 27(suppl_3).
Valverde, S., Solé, R. V., Bedau, M. A., & Packard, N. (2007). Topology and evolution of technology innovation networks. Physical Review E, 76(5), 056118.