Editing Human resource management (section)

== Modern HR practices ==
Technology has a significant impact on [[Human resources|HR]] practices. Utilizing technology makes information more accessible within organizations, eliminates time doing administrative tasks, allows businesses to function globally, and cuts costs.<ref name=":0">1. Lepak, David P., and Scott A. Snell. "Virtual HR: Strategic Human Resource Management in the 21st Century." ''Human Resources Management Review'' 8.3 (1998): 214-34. Web. 22 February 2016. The current and increased significance of information technology in Human Resources processes.</ref> The adoption of modern business practices and [[information technology]] has transformed HR practices in the following ways:

=== E-recruiting ===
[[Recruitment|Recruiting]] has mostly been influenced by information technology.<ref name=":1">1. Ensher, E. A., Nielson, T. R., & Grant-Vallone, E. (2002). Tales from the Hiring Line: Effects of the Internet and Technology on HR Processes. ''Organizational Dynamics,'' ''31''(3), 224-244. 
</ref> In the past, recruiters relied on [[Print ad|printing in publications]] and [[word of mouth]] to fill open positions. Human Resource professionals were not able to post a job in more than one location and did not have access to millions of people, causing the lead time of new hires to be drawn out and tiresome. With the use of e-recruiting tools, HR professionals can post jobs and track applicants for thousands of jobs in various locations all in one place. Interview feedback, [[background check]]s and [[drug test]]s, and [[onboarding]] can all be viewed online. This helps HR professionals keep track of all of their open jobs and applicants in a way that is faster and easier than before. E-recruiting also helps eliminate limitations of geographic location.<ref name=":1" />

=== Human resources information systems ===
HR professionals generally handle large amounts of [[Document|paperwork]] on a daily basis, ranging from department transfer requests to confidential employee [[IRS tax forms|tax forms]]. Forms must be on file for a considerable period of time. The use of [[Human resource management system|human resources information systems]] (HRIS) has made it possible for companies to store and retrieve files in an electronic format for people within the organization to access when needed, thereby eliminating the need for physical files and freeing up space within the office. HRIS also allows for information to be accessed in a timelier manner; files can be accessible within seconds.<ref>1. Johnson, R. D., & Guetal, H. G. (2012). Transforming HR Through Technology. Retrieved from https://www.shrm.org/about/foundation/products/documents/hr tech epg- final.pdf</ref> Having all of the information in one place also allows for professionals to analyze data quickly and across multiple locations because the information is in a centralized location. Human resource analytics can improve human resource management.<ref name="p177">{{cite journal | last1=Angrave | first1=David | last2=Charlwood | first2=Andy | last3=Kirkpatrick | first3=Ian | last4=Lawrence | first4=Mark | last5=Stuart | first5=Mark | title=HR and analytics: why HR is set to fail the big data challenge | journal=Human Resource Management Journal | volume=26 | issue=1 | date=2016 | issn=0954-5395 | doi=10.1111/1748-8583.12090 | pages=1–11| url=https://figshare.com/articles/journal_contribution/9505202 }}</ref>

=== Virtual management ===
Technology allows HR professionals to train new staff members in a more efficient manner. This gives employees the ability to access [[onboarding]] and [[Training and development|training programs]] from virtually anywhere. This eliminates the need of organizing costly [[Face-to-face interaction|face-to-face]] training and onboarding sessions. It allows management's to provide necessary training for job success and monitor progress of their employees through [[Distance education|virtual classrooms]] and computerized testing, predict the risk of employee turnover through data analysis, help HR to formulate relevant talent retention and incentive strategies, improve the personal development of the company,<ref>{{Cite journal |last1=Danach |first1=Kassem |last2=El Dirani |first2=Ali |last3=Fayyad-Kazan |first3=Hasan |journal=Proceedings |date=2024-05-23 |title=Navigating HR 4.0: Harnessing AI for Ethical and Inclusive HR Transformation |volume=101 |issue=1 |pages=18 |doi=10.3390/proceedings2024101018|doi-access=free }}</ref> and maintain metrics that aid in performance management.<ref name=":0" />

{{Excerpt|Human resource metrics|paragraphs=1|only=paragraphs}}

Virtual management also allows HR departments to quickly complete necessary paperwork for large numbers of new employees and maintain contact with them throughout their entire professional cycle within the organization. Through virtual management, employees gain greater control over their learning and development, feel more engaged with the organizational culture, and can participate in training at a time and place of their choosing, helping them manage their [[work–life balance]] and reducing [[layoffs]] and [[Turnover (employment)|turnover]].

=== Employer of record ===
An Employer of Record (EOR) is an arrangement in which a third-party organization serves as the official employer for a company's workforce, handling various HR functions such as payroll, tax compliance, and employee benefits, while the client company retains day-to-day management of the workers. This arrangement eliminates the need for an organization to directly engage in HRM matters, allowing it to focus on other priorities.

=== HRM consultancies ===
HRM consultancies are private organizations that offer tailored solutions through specialized expertise for a fee. They design customized human resource strategies and processes to address each company's unique needs. Their services include developing recruitment plans, compensation frameworks, training programs, and performance management systems, all aligned with specific HR practices and the organization's goals and culture. By acting as consultants, they provide targeted solutions that help businesses optimize their workforce and achieve organizational objectives in complex and evolving market conditions.