Concept of human capital management In dealing with the recent management and technology, HRs role does change

to reform into new era. Over the previous years, HR processes and procedures have been supported by everything from complicated file-folder systems to automation. Human Resources as function have changed into Human Capital Management (HCM). There are phases that involve in the evolution. Which involve, efficiency and control; Polite and Police Phase, Enable Insight; Partner Phase, Create Strategic Value; Player Phase. Explain concept of human capital management HCM or known as human capital management is an evolution from the HR (human resource) function. The HCM provides in business in terms of job of everyone in the business, from employees to the higher position. The full transformation of human resource to human capital management in business involves 3 stages of evolution to enhancing the total company value. First, the increasing in efficiency and control; polite and police phase. Key business issues that occur is when the collapse of the gold standard and the oil crisis, the appearance of the industrial nation. In addition the rapid change in increasing burden of paperwork and processes. In term of manufacturing industry, favour put on cheaper facilities and labours in developing countries. Also, service field increase which require employer to enhancing the worker skills and provide training. In Digital Age, the creation of new function or profession in making standardize in the organization. However, technology couldnt come too soon since company cant afford. Second, enable insight; Partner Phase. In key business issues, sophisticated client in their demands, technologies began to emerge tear down the barriers to enter for competition. It also require more dynamic insight into personal data, the demographic of the extended global workforce through HRMS. In addition, telecommuting or virtual work embrace to make use of something good in servicing and high tech company that depend heavily on knowledge workers. The feel of empowered and connected to the corporation also interact each other. HR transformation in the digital age, it makes more simple method to be solve. One of it is simple transaction which previous problem such as address change require multiple steps and lead times, error and increase cost. Last phase, create strategic value; Player. Key business issues occur such tremendous change; globalization, rising customer and market share while decrease cost. Business problems on how to manage and measure the contribution of business talent,since the organizational innovation and the efficient management of the workforce as key competitive advantages through enhancing the importance of human capital management. Transformation in the digital age, HR struggle to gain and maintain partnership across business to prove itself and its value, how business manage people. Metrics and methodologies become available and automated that help to define how investment in human capital programs impacts the shareholder value meanwhile HR able to make forward thinking decisions with known imports to business performance. MUHAMAD HANIF BIN MOHD SALEH 2010498832 OMB55D

Define human resource management and technologies Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. These human resources responsibilities are generally divided into three major areas of management: staffing, employee compensation, and defining or designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. Increase in productivity The use of technology in performance management has the potential to increase productivity and enhance competitiveness. We believe that appraisal satisfaction is a key concept that is central to any discussion of technology and performance. In view of the uniqueness and competitive advantage that human resources provide, it is appropriate that organisations pay greater attention to questions of employee satisfaction and with how firms evaluate their performance. Appraisal satisfaction will remain a relevant concern, even when technology is a primary mechanism for the feedback process. Beyond this, appraisal satisfaction is also a critical concern when technology actually becomes the appraisal process. This is because an important link exists between satisfaction with appraisal processes and technologys potential as an effective force for change and improved performance. Performance feedback Given that high-quality performance feedback should be one factor that helps organisations retain, motivate, and develop their employees, these outcomes are more likely to occur if employees are satisfied with the performance appraisal process, feel they are treated fairly, and support the system. In other word, dissatisfaction with appraisal procedures may be responsible for feelings of inequity, decreased motivation, and increased employee turnover. Technology as content Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individuals performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content. A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach MUHAMAD HANIF BIN MOHD SALEH 2010498832 OMB55D

occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.

Discuss how tech influence HR influence Employment Processes Technology solutions influence how human resources departments interact with job applicants and candidates. Applicant tracking systems accept online resumes and applications for employment. When job seekers search online job boards, links to company online application systems parse information from their resumes to complete a database for matching their qualifications to suitable job vacancies. Technology also improves the capability of other recruitment and selection processes. Background checks, preemployment drug screen results and salary verification can all be done using computerbased technology and software applications. HR Management Technology influences human resources management functions and the complexity with which HR professionals can produce metrics regarding employee performance, return on investment for strategic planning, staffing needs and HR planning. Human resources information systems (HRIS) can calculate labor costs, project future workforce needs and store digitized personnel files with top-notch security features. There is also a human resources career niche for HRIS professionals who understand the complementary nature between HR functionality and HRIS technology. Employee Self-Service Many employers implement employee self-service modules connected to the employer's intranet so workers can check their benefits status, monitor their tax withholding rates, update personal information and even request vacation time. This minimizes the time human resources staff members spend answering routine questions from employees. Technology for employee self-service greatly influences HR by enabling staff to devote more time to strategic planning and employee relations matters that are best handled face-to-face. Flexible Work One of the obvious ways technology influences HR is how flexible the workplace is with telecommuting and telework policies. Employees can log into their company's system and perform their job duties from home, on the road or anywhere in the world, provided they have an Internet connection. Flexible work arrangements made possible via telecommuting and telework improves productivity and efficiency for many public sector and private sector employers whose employees report to work remotely.

MUHAMAD HANIF BIN MOHD SALEH 2010498832 OMB55D

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MUHAMAD HANIF BIN MOHD SALEH 2010498832 OMB55D