Reference no: EM132101089

The organizational considerations for IT in HR are dominated by a need for efficiency, which the use of IT can contribute very positively to. Recruitment is helped by IT when job announcements can be advertised far and wide (which expands the possible talent pool), and the duties surrounding processing job applications and all the legal considerations when someone is hired are very much made easier and more efficient by the smart use of IT. And just keeping up with pay, leave, insurance, and everything else that HR does is made easier with the use of IT. The one area I think an HR reliance on IT results in less-than optimum results is when job announcements require applicants to be electronically screened before any human sees their resume. People are often perceived differently when they are just a piece of paper instead of seen as a real person, and the potential for an organization to miss out on a promising employee is much greater when computer screenings are used exclusive of more traditional methods (such as applicants sending a resume to an HR person who actually reads it).