Evaluative Study HRIT in Human Resource Functions: A Techno HR Perspective Prof Dr. Karthikeyan C.1, Ms. Joy Reeja2 1Director/Principal In Charge, KVM CE&IT, Cherthala, Affiliated to CUSAT, and KTU, Trivandrum, Kerala 2Ph. D Research Scholar, Career Point University, Kota, Rajasthan Online published on 5 August, 2019. Abstract The ever increasing innovation in technology, personal computers and its usage for carrying out HRM function into a technology supported talent management center is now a norm in almost all modern organisations around the world. The influence of HRIT is not only within the HR department, but has invaded into every level and actively participates into the HRM activities. Furthermore, HRIT is playing an important role to realize the HR function in a more competitive and efficient way to achieve the organization objective. HRIT is now on its way to removing traditional HRM, reducing the HR professionals from using huge energy on time-consuming and tedious daily administration processes, instead help in HR professionals put in their attention to the consultation work and strategy formulating which should be the main tasks of higher management level in organization. HRM with the help of HRIT is dynamic and is designed to improve the quality of workforce decisions (e.g., determining who to hire, proactively managing employee turnover, or using job goals to drive employee development). Hence HRIT is determining even the Skill requirements, Skill expectations have come under scanner for many organisations and the solutions are not easily arrived at. Top Keywords Human Resource, Talent, Workforce, Productivity, Processing, Personnel, Line Leaders, Strategic HR. Top |