Technology and HR practices at Tesco for Brands- myassignmenthelp

Question: Discuss about theTechnology and HR practices at Tesco for Valuable Brands. Answer: Introduction HR practices are the ways through which HR staff can develop the leadership of the employees and are strategic. This happens through exercising far-reaching training programs. Besides, technology changes the way HR departments communicate with staffs, store records and assess their performance. If well implemented, technology makes HR Practices more operational. Otherwise, it can obstruct the management of the organization's HR. Integration of Technology in Tesco HR Practices Tesco is the leading retailer in the United Kingdom as well as being an exceedingly noteworthy retailer internationally (Brand Finance, 2014). It operates in over 15 countries worldwide and has over 500,000 employees. As industries implement cloud computing applications, Tesco's HR departments are spending minimal time retaining domestic talent management tools. At the same time the organization has invented heavily on strategies that are implemented to enhance labor force efficiency. Use of technology enables HR specialists in Tesco to shift their power from managing activities to aggressively supporting business implementation (Wilton, 2016). Recruiting new employees is an expensive process and time-consuming as well. Thanks to technology, Tesco finds it easier to discover skilled individuals who are perfect for the company. Tesco can reach a broad audience through social media and more successfully and competently assess interviewees behavior and skills, with the idea of choosing the best for both the department and the organization. Conversely, Foster (2013) argues that the recruitment process is not the only one that is advanced due to technology integration. The integration of technology into HR practices enables Tesco to pair stylish AV systems that allow the head to head communication even for remote groups and applications developed mainly for onboarding reasons (Wilton, 2016). As a result, Tesco promptly brings a new team up to speed irrespective of their positions. The HR manager for Tesco uses technology to train recruits. Even if they qualify, there are some things which the manager has to explain before recruits take their positions. Technology allows the staffs to access obligatory documents on each specific location through a decentralized database and read through to figure out the required aspect (Ere Media, 2018). Challenges Faced by HR when Integrating Technology Adopting and integrating technology is the HR department can exhibit challenges, and the process can be exhausting (Hartel Fujimoto, 2014). Some employees feel threatened and thus unwilling to embrace new technology. Employee privacy is violated in the company since employees entrust the company with personal information and several departments can access the information. Besides, a non-management staff may participate in identity thievery and access a colleagues sensitive information. According to Hartel Fujimoto (2014), such a violation of security with the management of the company can entangle an individual with official problems and develop poor communications between employees. Another challenge is that the process is costly and can also lead to loss of prejudice (Machado Davim). Since HR practices do such a good job of filing personnel accomplishments, degrees and certifications, managers for the company are tempted to endorse based on the impartial information provided by the system of the company. This practice discourages HR managers from taking the time to comprehend personnel on a personal basis a part of their assessment of what employees can bring to the company (Hartel Fujimoto, 2014). Impact of Technology on HR and Organization The use of technology enhances employee engagement in the organization (Ere Media, 2018). By utilizing the power of the cloud and mobile technology as well as the big data, organizations are in the best position not only to be effective but to outrun the competitors in the market. Adopting technology for operations management makes the process of recruitment easier, time saving, and smooth. The introduction of technology also enables HR managers to use visual images to fully explain some aspects hence become time conscious and simplify the training process (Ere Media, 2018). Due to the above HR activities, the HR experts are getting enough time for different aspects of their roles. Thus, technology is assisting organizations in adjusting the practices of time management of their HR department and consequently improving their productivity. Integrated HR technology can give patent career pathways (Wilton, 2016). An integrated system can give an organization the ability to take issues into their own hands. Technology can negatively affect HR. As HR utilizes more data gathering and assessment, personnel might feel their confidentiality decreasing. For instance, being regularly supervised can also alienate staffs. Effective HR practices involve not only understanding how much information can be collected but also how much should be collected. Another threat is that the HR office can end up acquiring more information that it can handle (Foster, 2013). Conclusion HR department plays a critical role in any given business. Tesco has an effective department which accustomed to its general organization objectives. Besides, technology has enabled companies to link to the internet to relate with experts in organizations in their business. It has therefore helped many HR personnel in gathering information they require to remain conversant to exhibit the desired ability and characteristics. References Brand Finance. (2014). Global 500 2014: The worlds most valuable brands. Available at: https://brandirectory.com/league_tables/table/global-500-2014 [accessed 10 September 2014]. Ere Media. (2018).The role of Technology in the Evolution of HR. [Online] Available at https://www.tlnt.com/the-role-of-technology-in-the-evolution-of-hr/ Foster, S. (2013). HR ready: Creating competitive advantage through human resource management. (n.d): Lulu Com. Hartel, C., Fujimoto, Y. (2014). Human Resource Management eBook. Pearson Australia Pty Ltd. Machado, C., Davim, J. P. (n.d.). Human Resource Management and Technological Challenges [recurso electrnico]. Wilton, N. (2016). An introduction to human resource management. Los Angeles: SAGE.