Technology development is one of the most powerful driving forces. It form differently the way we engage, work, live, communicate and also the way commercial activity is conducted. The application of scientific knowledge and digital business communication developments have make various organizational work activities. The method that organizations perform their work activity is currently connection to living concepts such as electronic commerce, digital business, consumer relations, human resource development etc. Information technology totally infuses Human Resource Development (HRD) processes and Human Resource Management (HRM) departments in present time world wide networking period of time. For more than a period of ten years now, digital state hasbeen challenging traditional processes of Human Resource Management services within the business and public organizations.
In 1980s Information Technology used for HR functions used to enterprise operations, mainly
payroll processing. In 2006s organizations uses the scope of Human Resource Management applications
such as knowledge acquisition services, compensation management, or performance management.
Technology which exert the lines of artificial intelligence, wireless solutions, networked virtual and speech synthesis reality. Many organizations are taking necessary steps to provide great work activity schedules to safe the employee’s rest hours and to produce great result use of employee is work time.
m-HRM: AN INTRODUCTION
Human resource managementis the strategic approach to the organizations great valuable assets ‘ its employees. Organizations with powerful Human Resource systems are more desirable to address employee development and performance, and construct a great engaged hire, production, and satisfaction of work. The HR activity covers most business processes such as payroll, attendance and time, benefits, and quality of all aspects of knowledge management (selecting, recruiting, training, performance management, compensation).The term ‘m-HR’ describes the transformation of Human Resource service delivery using mobile-based technology. Now HR experts must not only master traditional HR skills and information, but also have the interest to apply that knowledge via technology.
HR processes, includinghiring/recruitment, performance management, training, and assessments are all moving away from the desktops and laptops and are essential needs for organizations tohave accessible on their tablets, phones and devices. There is alsoa push for more employee engagement through workforce socialcommunications that allow for informal mentor/mentee relationships,provide an chancefor formal and informal discussions.
m-HRM technology is a method to implement the HR strategies, policies, procedure and practices. The
m-HRMtechnology endures the HR function to meet the HR needs of the organizations using mobile-technology based communication. The m-HRM technology which enables top, medium level managers, employees and HR experts to extract or modify the information which is most necessary HR functions of the organizations. The four major objectives of m-HRM asCost effectiveness, higher congruence, high commitment, andhigh competence.
HUMAN RESOURCE MANAGEMENT (HRM) AND m-HRM:
HRM has developed in most recent years with clear study of organizational behavior, personal management, labor and industrial relatives, constructing wide concepts from a variety of related disciplines like law, economics,sociology and psychology amongst others. Mobile human resource management (m-HRM)provides the data and information required to manage HR processes. These may be most important core employee and payroll information but can be extends to include such as m-recruitment, m-learning,
Knowledge and performance management, promotion, award and reward. The system may be mobile-based or web-based, which enables to access remote or online and at any time anywhere.
The influence of mobile technology on all organizations is already exists. It is transforming the
way people interact with each other and are restructuring the way organizations are forming, organizing,
and operating. Like existing transformative technology such as electrical, computers and desktop, and theinternet and mobile technology enhance fresh chances for the organization to help move core functional HR processes. The transformation will increase the production; improve the employee satisfaction, and the ability to share immediately with key stake-holders.Mobile devices are producing a desired productivity, real-time decision making, and job satisfaction.
The most popular HR applications of mobile technology are recruiting. The explanation is very simple:Gen Xers ( those born between 1965 and 1980) and Millennial (born after 1980, through the late 1990s)
are the first to adopt mobile technology and find various jobs in large number using mobile.
Generation C(individuals born since 1997) thoseare young toconnect, communicate, collaborate,and seem always to be clicking
OBJECTIVES OF m-HRM
Human Resource Management is designed to achieve the followingobjectives:
‘ To provide an acceptable, comprehensive and continuing information system about work task and people at afair and sensible cost.
‘ To provide support for future proposal and alsofor policy makingformulations.
‘ To offer human resourcesdemand and supply imbalances monitoring.
‘ To provide faster response to personal related data and HR related decisions making.
‘ Toautomate employee related data and services.
‘ To offer information security and employee privacy.
‘ Improving knowledge management through m-selection, performance management andself-assessment.
‘ HR expertsmoving from administrative paper handlers to strategic partners
SCOPE OF m-HRM
The scope of m-HRM, highlighted below:
‘ A decisive step towards a paperless administration and higher speed of access and processof data.
‘ Instance access to HR information and data and easy way inclassifyand reclassify information.
‘ Collection of data, information as the basis fordeveloping the strategic of HRM.
‘ Better consistent and higher accurate ofinformation,data are report generated.
‘ Fast response to queriesand answerare more transparency in the system.
‘ A great interna1 profile for HR leading to mostwork-life culture.
‘ Achieving of most faster, systematicand standardized procedures.
‘ Significant reduction HR administration and compliance costs.
‘ Adapt more effectively to any client and facilitatingmanagement.
‘ Integral support for the management of humanresources and all other basic and supportprocesses within the company.
‘ A more real-time workflow in the businessprocess, decision-making, productivity and job satisfaction.
The Various m-HRM challenges are:
‘ Keeping due to the rate of technologicalchange
‘ Knowing whether to investigate and at what time to act
‘ Making alternative choices
‘ Assigning accurate responsibility
‘ Deciding on the correctmethod of Back and Front Endintegration
‘ Controlling various expenditures
‘ Monitoring different business activity.
SUCCESSFUL IMPLEMENTATION OF m-HRM
There are some commonfactors which contribute to successfulimplementation of mobile human resource management in organizations; which are as follows:
1. User involvement
2. Business process re-engineering
3. Planning and strategy
4. Training and education
5. Change management
6. Top management support
7. Effective communication and Project management
The present paper attempts to clarify the importance ofmobilein human resourcemanagement on organizations.In this paper clearly shows that how human resource management transform towardsthe M-HRM which increase the organizations productivity and gives many objectives of m-HRM to theorganizations to achieve their goals. The mobile devices allows to managers to perform HR processes such as recruitment to retirement.