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The impact of information technology on the professional behavior of human resources in Tehran governorate

Number of pages: 179 File Format: word File Code: 30701
Year: 2014 University Degree: Master's degree Category: Management
Tags/Keywords: Human resources - Human resources field - Information technology - Professional behavior - Tehran Governorate
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  • Summary of The impact of information technology on the professional behavior of human resources in Tehran governorate

    Master's Thesis (M.A)

    Trend: Transformation

    Abstract

    Today, organizations or more broadly, businesses face many challenges such as globalization, the value chain for business competitiveness, technological changes, and so on. have encountered (Elrich, 2018). And considering the competitive environment, it is necessary to create suitable platforms for the effective management of human resources. These changes in the field of human resources have changed the expectations and roles of human resources professionals, therefore, they must equip themselves with new competencies to perform their roles as effectively as possible so that they can always create value. On the other hand, each person needs to use tools to fulfill their roles as well as improve their skills, abilities and competencies. With the advent of web-based technology, the new concept of electronic human resource management entered the field of human resources. Electronic human resources management creates a suitable platform for human resources professionals, which improves their competencies and effectively fulfill their roles (Ulrich, 2015). Therefore, with the entry of this concept into the field of human resources management, it becomes important to examine its impact on the professionalism of human resources, which is the main issue of this research. For this reason, every organization should provide electronic human resources management tools correctly and based on the needs of human resources professionals. If the organization meets the needs of professionals for electronic human resources management tools, they can improve their competencies and play their roles more effectively, and this issue best shows the importance and necessity of investigating this issue.

    In this study, by studying the previous research done by scientists and researchers, especially the theory of Professor Gardner and his colleagues in 2003, four sub-variables were identified to create goals and questions and hypotheses. Based on them, we discussed the research theory of Professor Gardner and his colleagues. In fact, in this research, an attempt is made to investigate the impact of information technology on various variables of professional behavior in the field of human resources, including accountability, information independence, communication outside the organization, and transformation. This research is a combination of library and field research. The research method in this study is the "quantitative" method with the "survey" technique, and in terms of the execution method, it is "correlation". Also, according to the purpose, this research is placed in the "applied" research group. In this thesis, a researcher-made questionnaire was used to collect information. In the questionnaire, specific questions are considered to measure each hypothesis depending on the conditions, and the data obtained from the information analysis was measured with SPSS software, and then the researcher's hypotheses were confirmed or rejected. All counting has been done, so the sample size is equal to the statistical population. That is, there is a significant relationship between the use of information technology and professional behavior in the field of human resources. Also, there is a significant relationship between the use of information technology and the level of accountability and independence of information and communication outside the organization, which means that the researcher's hypotheses number one, two and three were confirmed. But the effect of using information technology on transformational activities (researcher's hypothesis number four) was not confirmed. Based on the results, suggestions were made for the mentioned organization so that they can use new tools to improve the indicators of professional behavior in the future. Introduction The growth and development of human resources management has started with a series of transformations since the last two decades. During this time, this field has been registered, documented and introduced as one of the most important topics in the field of business management.These transformations, which are based on economic, technological, legal and social changes in the world and especially under the influence of structural changes, trade unions, geographical location or the growing expectations of organizations from human resources, have changed the role and contribution of human resources and ways of doing work. (General, 1389, p. 2)

    Human resource management pays more attention to the best use of human resources to achieve the organization's goals. Every year, an effective organization tries to recreate the traditional functions of employee management in a systematic and comprehensive framework and pay attention to the basic tasks that must be performed in the field of human resources management in a coherent and strategic manner. Therefore, human resource management is often considered as a highly active and effective approach in people management, and its function has evolved from being only responsible for keeping records to being a strategic partner.

    It can be boldly claimed that throughout the history of the emergence of different technologies, no technology has been able to create communication between different fields of science like information technology. Information technology, as a linker, uses all modern sciences in order to provide the information needed by experts, industries, organizations, and finally all people in different parts of society in the shortest time and in the best possible way. So that today information technology overcomes the borders of the countries of the world and brings nations together in a global community.

    Perhaps it can be said that the correct application of information technology will not only improve the future of human life, but also tries to correct the damages caused by past technologies. For example, the use of information technology will solve the problems of traffic, lack of physical place to do work and study, lack of time, unnecessary competition and jealousy and secrecy in science education, employment and cultural exchange. Naturally, in this new arena, every person and society who steps forward with more knowledge and nobles, clearer goals and ideals can benefit more from this technology and play a greater role in various economic, social, cultural and political fields of the world. In general, information technologies along with their factors have created huge changes in companies and commercial organizations in such a way that the overall performance of such companies is completely affected by the application of the discussed technologies. In the meantime, human resource management is affected by these changes due to its wide role in the organization. (Sehanovich [1], 1996, pp. 25-30) In other words, in the current organizations, more than anything else, the field of human resources management will be overshadowed by information technology. By examining and recognizing the role of information technology in the professional behavior of employees in the field of human resources management, including accountability, information independence, increasing communication outside the organization and transformational activities, and also by designing and creating a dynamic system, we should lay the groundwork for the identification, selection, recruitment, training and effective use of human resources in the organization. The research questions, hypotheses, and variables have been taken into consideration.

    Chapter Two: In this chapter, the generalities of the research method used in this research were examined. The researcher-made questionnaire is a data collection tool, the design method of which is mentioned. Also, the validity of the questionnaire has also been confirmed through the Cronbach's alpha coefficient with the coordination of the esteemed guide and consultation with the experts. The statistical population of the research consists of 162 managers and employees of the human resources field of Tehran Governorate and subordinate governorates. 

    The third chapter: In this chapter, the research method, the statistical population and the sample size of the research, the introduction of the operating company, the introduction of the data collection tools, the validity and the conclusion of the questionnaire have been discussed. The research is mentioned.

  • Contents & References of The impact of information technology on the professional behavior of human resources in Tehran governorate

    List:

    List of Tables

    Table 2-1 Functions of Electronic Human Resources Management. 77

    Table 2-2 Evolution in traditional industrial relations and human resource management (Armstrong, 2014) 91

    Table 2-3 title of opportunity percentage of effect in E-HRM. 98

    Table 2-4 percent of challenges related to HR. 99

    Table 2-5 Definition of human resources roles (Elrich, 2018) 106

    Table 2-6 Environmental conditions and evolution of organizational structures. 119

    Table 4-1 frequency distribution of respondents according to the level of education. 136

    Table 4-2 Frequency distribution of respondents according to the type of study field. 137

    Table 4-3 Frequency distribution of respondents according to age. 138

    Table 4-4 frequency distribution of respondents by gender. 138

    Table 4-5 distribution of the frequency of respondents according to work experience in governorates and governorates 139

    Table 4-6: Kolmogorov-Smirnov test for the normality of the research variables. 140

    Table 4-7: Independent t-test before and after using information technology and professional behavior of employees and managers 141

    Table 4-8: Independent t-test before and after using information technology and accountability. 142

    Table 9-4: Independent t-test before and after using information technology and the level of information independence of employees and managers 143

    Table 4-10: Independent t-test before and after using information technology and the level of ability of employees and managers to communicate outside the organization. 144

    Table 11-4: T-Tech exam examples of employee transformational activities. 145

    Table (5-1) Hypotheses results 153

    Source:

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The impact of information technology on the professional behavior of human resources in Tehran governorate
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