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Technology in Human Resource Management (by Ally Orlandos)

What keeps the hospitality industry going, especially in hotels, are the employees. Human resources (HR) have become an important asset to many hospitality businesses.

Since workers in a hospitality business are the ones who make connections with the guests and make sales, it is very critical to keep the employees happy. Finding the right employee that fits into the company has also become an important component of human resource management (HRM). Lately, there emerge a lot of new trends, one of which is about employee satisfaction and growth with the aids of technology.

Technology in Human Resources

HR managers and directors come up with many strategies to recruit the "right" employees. For example, HR managers are now implementing web-based programs to assist them in their day to day work. Such implications have been put into place at Pechanga Resort and Casino. With the employment pool being over 5,000, the HR managers have to have their work cut out for them. These web-based programs can help them manage the employee records efficiently. By using such programs, employees can be easily recognized and possibly get promoted quicker than if the HR managers were going through employees' performance reviews individually.


With a few HR specialists handling the questions and concerns from thousands of employees, these web-based programs can be very helpful for everyone. These specific programs can help improve the happiness of employees too. For example, employees working in companies that implement such programs will be able to skip the frustration of waiting in long lines if they want to talk to the HR about a concern. Employees also have more of chances of being recognized for the hard work they are doing.

My Own Experience with Technology in Human Resources

Working at a large resort with over 700 employees, I know it can be hard for the small HR team to deal with each individual employee on a daily basis. Being a college student, I only work on the weekends, which does not allow me to interact with the HR team who mainly works from Monday to Friday. Thankfully, my employer has made it possible to handle the majority of HR tasks online or through an app on my phone.


I can complete multiple tasks with the mobile app, such as requesting time off, calling in sick, fixing anything pertaining to insurance, and others. Without this mobile app, I would have had to fill out a form with a pen and submit the form for further review and approval. One can imagine how long it would take for the HR department to process various requests from hundreds of employees in the hotel. The mobile app also comes with other features, such as internal job postings, communicating with other co-workers, and submitting a resume. The idea of attaching an employee's resume on his/her profile allows the HR managers to easily identify the qualified employees for promotions and/or job rotations. Assisted by the technology used in HRM, the HR team are able to focus on the growth of the resort as well as the employees as a whole.

In conclusion, the emerge of technology has made many changes in HRM, some of which can be very beneficial. Technology's applications allow HR managers to focus more on what is best for the employees.

Is it Really For the Better?

In my opinions, the new technological changes that have been implemented in HR are for the better to a large extent, but there are also some other extreme changes that may occur, such as using more sophisticated technology including artificial intelligence (AI). Many professionals in the HR field also fear to lose their job or get replaced by AI. I, however, believe there will always be a place for HR as humans were made for contact with one another, but not machines. Right now, such changes seem to be positive and have made the workplace better. As there are more millennials entering the workforce, it is inevitable that there will be more technology being used in the workplace.


What do you think? Is technology helping HR or killing HR? In what way?

About the Author: 

Ally Orlandos transferred to Cal Poly in September 2017. Ally is studying hospitality management with an emphasis on hotel management. Currently, Ally works at the Montage Laguna Beach as a spa front desk and reservation agent. Planning a trip and traveling is something Ally enjoys doing. With great passion, Ally hopes to follow her dreams to travel and grow within the industry. Ally is aiming to become a director at a luxury resort and travel around the world, experiencing other luxury resorts. 

References: 


Carter, L. (2016, November 30). The Best HR Practices in the Hospitality Industry. Retrieved February 09, 2018, from https://www.bestpracticeinstitute.org/blog/best-hr-practices/ 


The picture on top of this post was downloaded from Magzter Inc.

Comments

  1. I found a strong influence of technology in human resource management, addressing how technological growth helps the HR managers to have higher agility. With the growth of technology, allowing the planning, calendar management, communication, and notification even with the smartphone, it is indeed possible for the modern human resource to attain agility through technological incorporation. I think that with the growth of technology such technological integration provides Human Resource Management with resourceful direction, which I, as a millennial find comforting and more agile. As a matter of fact, the concept of integrating the technology within the Human Resource Management opens a new doorway for a faster communication, alert, notification and management skills which can be applied to both the workers and managers.
    -----------------Pengxuan Chen

    ReplyDelete
  2. HR leaders will need to review their internal workforce strengths and weaknesses to develop a comprehensive and updated talent strategy that would benefit the company in the future. While this may mean that they will not have the talent they want, employers have the opportunity to shape the workforce in the way they envision it to be. Read: new ways of recruiting for HR leaders

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