W7: Ethical Issues

The Use of Staffing Technology and Software
Student’s Name
Institutional Affiliation

The Use of Staffing Technology and Software
According to Fabry and Higgs (1997), engaging employees is a main concern for all firms so as to be able to engage, attract and retain the best candidates. Organizations are targetting to automate the whole staffing process by use of technology in human resource departments. Humanistic versus technology interactions are supposed to be balanced in all areas (Casey, Moscovice & Davidson, 2006). The automation of the HR technology to reduce costs and increase accuracy entails that in future, man and machines will work together. In this case, the human resource activities are potentially treating all candidates the same and fail to take in place special needs and individual circumstances.
The mechanical aspect in the HR should be reduced by letting applicants able to access the HR staff. This answers the managerial questions as well as establishes the status of their applications anytime during the staffing process. The assembly line approach, where the staffing stages are broken down sequentially can be avoided by; allowing small interpersonal touches and not deeming applicants as faceless or nameless gadgets. According to Fabry and Higgs (1997), technology can be important in the staffing process because it helps the recruiters in understanding the candidates in real life scenarios. This boosts the analysis of their performance in response to particular scenarios.

Moreover, it is used to help the recruiters in predicting the outcome of the candidates by analyzing their historical data to reveal the candidate’s retention probability. In fact, the automated screening solutions can be efficient in tasks such as reviewing the predefined criteria, checking factual data and flagging errors or gaps.
Singularly, the difficulty is logicality productivity. For instance, if unit managers are being educated in managing HR problems, this reduces the job experience in their actual jobs of managing their devices that are the core controlling planning order of rules (Fabry & Higgs, 1997). Soon or later, in large agencies, strategic HR dreams may consist of rotating people through positions in numerous nations to forge a localized corporate way of life. This also may propel the filling of extreme degree positions through intra-business enterprise switch where possible; problems that a unit manager is not located to address. Corporate group of workers’ development may additionally require making humans presentable for managerial or government positions, with the aid of moving them from unit to unit, something a unit supervisor could not be in a function to do. The staffing generation helps in the meeting of candidates with committees, and the vetting that takes region at the back of closed doors and in session. In the long run, generation is used as a manner to make the human job less difficult, which makes technology a dehumanization platform despite its as outstanding performance in matching candidate with their field of specialization functions. In fact, if the technology is used as a supporting mechanism, it is not always dehumanizing.
Ultimately, to limit the extent to which applicants and employees are dealt with as though they were anonymous and faceless portions of information, institutions ought to take steps to ensure that there may be a human aspect to the staffing process. Small interpersonal touches, together with taking time to let applicants understand the repute in their utility or having HR group of workers handy to answer worker questions, can cross a protracted manner toward stopping an assembly-line approach to human assets (Casey, Moscovice, & Davidson, 2006). Technology can be a decisive factor in the staffing procedure because computers and different kinds of digital verbal exchange can make it less stressful for an employer to contact applicants or personnel.
References
Casey, M, Moscovice, S., & Davidson, G. (2006). ‘Pharmacist staffing, technology use, and implementation of global safety practices in rural hospitals.’ The journal of rural health, 22(4), 321-330.
Fabry, L., & Higgs, J. R. (1997). ‘Barriers to the effective use of technology in education: Current status.’ Journal of educational computing research, 17(4), 385-395.