Page 135 - IMDR JOURNAL 2023-24

IMDR’s Journal of Management Development & Research 2023-24

Effect of Covid-19 pandemic on the use of technology in Human Resources Management:

India's adoption of digital technologies increased inevitably as a result of the Covid-19 outbreak

because of the country's lockdowns and social distancing practises. Owing to lockdowns, workers from
different companies were forced to use the internet and internet-based services to connect, communicate, and

carry out their duties from home. Video-conferencing services like Zoom, Google meet, Microsoft Teams and

content delivery services like Akamai saw a significant growth during this period. Several businesses adopted
the work from home policy during this time, and they also began using technology extensively to communicate

with their staff members daily. Many of these businesses have kept their employees working from home even
after the COVID-19 pandemic ended, and some have even adopted a hybrid work schedule in which staff

members must work three days a week from home and the other two to three days in the office. Many
businesses, particularly those in the telecom and IT sectors, intend to stick with this work style even in the

future. In order to maintain this new way of working smoothly and continuously, these businesses will need

to plan how to utilize the appropriate technology platforms. The effective adoption of this new work style will
be greatly aided by the HR departments of these companies.

The current technologies that are being used for effective coordination of Human resource Management
activities:

i. Human Resource Information System (HRIS) : This is a software programme that processes, organises,

and keeps track of extensive personnel data as well as HR-related rules and guidelines. The HRIS, an
interactive information management system, facilitates accurate record keeping and reporting while

standardising human resources (HR) responsibilities and processes. Repetitive data collection can be avoided.

Basic functions that help with hiring and developing talent, paying employees, managing organisations, and
handling absences are often included in such as vacation, sick leave, and personal time off an HRIS.

ii. Use of HR Analytics: HR analytics, also referred to as people analytics, workforce analytics, or talent
analytics, involves gathering together, analyzing, and reporting HR data. It enables your organization to

measure the impact of a range of HR metrics on overall business performance and make decisions based on
data. In other words, HR analytics is a data-driven approach towards Human Resources Management.

iii. Use of Artificial Intelligence (AI) in Managing HR:

Artificial intelligence (AI) is a broad term referring to machines that can analyze data and make decisions
without human intervention. It uses either machine learning or natural language processing to train machines

to mimic human intelligence.
AI can be used for the following purposes:

 Hire outstanding personnel.
 Automate chores related to administration.

 Control labour forces.