ROLE OF HR TECHNOLOGY AND TRAINING FOR THE DEVELOPMENT OF EMPLOYEES
Abstract
The purpose of this article is to explore the factors and importance of training for developing the employees and focus that how HR technology and e. practices help the HR consultants to make the training more efficient, and what type of technology used in training, and how to improve the training that helps in employees development. The data collection is done by online questionnaire. For this study, 305 respondents fill the questionnaire, and for data, use the primary data. For the imperial foundation of this article, we use the PLS software for analysis. The analysis found that the training plays an essential role in developing the employees. There are positive responses of people about the role of technology and training in organizations. Many employees agree that they need training in the organization to benefit both employees and the company. For this study, we collect the data from different responses and use the convenient approach. This study's challenge is what types of technology improve the quality of training and how employees understand it easily. Training the employees becomes more proactive and how they influence the activity.
JEL Classification Codes: O15, N7, P36, J54.
References
Cooke, F. L., Schuler, R., & Varma, A. (2020). Human resource management research and practice in Asia: Past, present and future. Human Resource Management Review, 30(4), 100778.
Florkowski, G. W. (2018). HR Technology Systems: An Evidence-Based Approach to Construct Measurement. In Research in Personnel and Human Resources Management. Emerald Publishing Limited.
Gope, S., Elia, G., & Passiante, G. (2018). The effect of HRM practices on knowledge management capacity: a comparative study in Indian IT industry. Journal of Knowledge Management.
Hanif, M. I., & Qureshi, Z. S. (2020). Effect of Employer Branding Attributes on Talent Retention with mediating Role of Transformational Leadership. Sustainable Business and Society in Emerging Economies, 2(1), 47-54.
Kock, H., Wallo, A., Nilsson, B., & Höglund, C. (2012). Outsourcing HR services: the role of human resource intermediaries. European Journal of Training and Development, 36(8), 772-790.
Nassazi, A. (2013). Effect of Training on Employees performance: Evidence from uganda. (Doctoral dissertation, Theseus). Retrieved from https://core.ac.uk/download/pdf/38098025.pdf
Parry, E., & Battista, V. (2019). The impact of emerging technologies on work: a review of the evidence and implications for the human resource function. Emerald Open Research, 1(5), 5.
Podgorodnichenko, N., Edgar, F., & McAndrew, I. (2020). The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Human Resource Management Review, 30(3), 100685.
Stahl, G. K., Brewster, C. J., Collings, D. G., & Hajro, A. (2020). Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Human Resource Management Review, 30(3), 100708.
Tahir, N., Yousafzai, I. K., Jan, S., & Hashim, M. (2014). The impact of training and development on employees performance and productivity a case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), 86.
Copyright (c) 2021 Narjis Batool, Sajid Hussain, Muhammad Baqir, K. M. Anwarul Islam, Muhammad Hanif
This work is licensed under a Creative Commons Attribution 4.0 International License.
CRIBFB is licensed under a 