Identifying and Demystifying the Impact of Technology on Human Resource Management: A Qualitative Approach

Abstract

Abstract : The purpose of the study: The main purpose of this study is to identify the impact of technology on HRM (Human Resource Management) processes such as attracting candidates online, e- selection of candidates, virtual training and performance management of employees such as appraisal systems, retention of employees through compensation systems and employee self-service systems (ESS). Methodology: The research employs a qualitative approach where HR employees are interviewed to understand the impact of technology on HR proces 4ses with an insight of existing literature review. Research Findings: HR managers affirm that online platforms expand the talent pool and attract diverse candidates. While acknowledging the potential for bias reduction through e-selection of candidates, they stressed the value of face-to-face meetings for final selections. HR professionals also see the advantages of eLearning for its accessibility and cost-effectiveness. HR managers see performance evaluations as crucial for growth, inclusion, and recognizing accomplishments, but acknowledge challenges with bias and overemphasis. Compensation systems go beyond salary to include opportunities for growth, diverse benefits all while ensuring transparency. Employee self-service systems (ESS) empower employees, offer 24/7 access, and promote transparency. Research limitation: The research is limited in terms of the number of participants interviewed in this research as a bigger sample size would include more perceptions based on diverse experiences. The study is also limited to it being studied in Bahrain and a wider experience from the region could have presented a varied insight and observation to this research. Practical implications: This research highlights the potential of various HR technologies. To assess their effectiveness in an organization, a pilot program can be implemented focusing on a specific technology (e.g., e-learning platform). Then, organizations can evaluate its impact on employee engagement, learning outcomes, and HR efficiency in order to confidently integrate technology solutions that best suit their needs. Originality & value: This study connects literature with real world use of HR technology, in Bahrain. By combining the views of HR managers with a review of existing literature it presents a roadmap centered on the region for developing a diverse and competent workforce through strategic technology implementation. Recommendation: While this research offers valuable recommendations for building a diverse workforce through technology in Bahrain, it lacks a concrete implementation plan. Further research is necessary to explore and confirm the specific factors influencing the adoption of these technologies within the Bahraini context. Keywords: Human Resource Management, HRM, Technology, Qualitative research.