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

regulations. Due to which many trade unions are established under which they provide many

facilities of health, settlements to the employees once they are departing from their job, and
finally the main point evolved from the maintenance of the employees to the advancement of

the employees.

Duke II, Joe & Udono, Ekpo. (2012). A New Paradigm in Traditional Human Resource

Management Practices. Journal of Management and Sustainability. 2. 10.5539/jms.
v2n2p158. Stated that - Traditional human resources management mainly focuses on the

administrative records keeping tasks and works to aim the maintenance of equitable terms
and conditions of the employment. Traditional human resources management followed the

rigid structure for the job description where the promotions and appraisals are provided
according to the norms and the policies of the paperwork which was already done by the

seniority systems. Earlier the traditional management involves the manpower planning,

payroll administration, recruiting and job evaluation with their assigned work. Modern
human resources management mostly give the importance towards the departmental activities

such as motivation, leadership and creating value and ethics among each other in the group
system of work in an particular organization’s.

Deshpande, Dr.Aruna. (2021). Role of Technology in Managing HR. observed that -

Organizations adapted to the Technologies for streamlining the human resources functions.

Adapting the human resources information system to gather collect and store the data. Using
technology completely for the hiring, training, performance management, compensation and

payroll benefits management where the technology ensure the complete monitoring of these
activities through personalized software for each, and every department works and tasks.

Cloud storage data which replaced the traditional practices of storing the data in hard drive,

the data is easily accessed through internet via automatic processing. HR analytics where it
combines the employees’ details and the business data with the help of technology which will

helpful in later stages of connection.

Ms, Suganthiya. (2021). Impact of Technology on Human Resource Management. Stated
that-Usage of different electronic platforms for different functions of human resources

management such as E-appraisalsystem is a web based software where the appraisers can

evaluate and store the appraisals electronically, electronic performance support system where
it reduces the cost of manual training given by the organization to the employees, E-HRM is

an web online platform where all the HR policies, strategies and practices are implemented.

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