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How Technology Impacted Our Life

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As a student – Technology has greatly expanded access to education. Earlier, Individual had to travel miles to gain education and only extraordinary students have access to books but now a day’s enormous amount of information is available on our finger tips means on internet. We can have access to online videos, data, images and books from any part of the globe. Modern teaching classes include online lectures using smart classes which enables teachers to teach from their home or anywhere outside the classroom. As a worker – Technology improves the efficiency of the workers now they can perform their tasks more effectively and in less time. Automatic processes helps to reduce employee’s workload. New technology also helps to improve working conditions and in turn to increase productivity of both employee and business. On the other hand it also leads to unemployment because of the most of the low skilled labor is replaced by the robots. So employees have to upgrade their skills according to demanding technology otherwise they will lost their employment.

HOW TECHNOLOGY IMPACTED WORKING PATTERN OF EMPLOYEES

Speed of connections: well design software helps us to manage our data more efficiently. Documents, and contacts are easy to store and edit. Conference calling helps us to save time and money both. Flexible options- Now we have flexible option of working like working from home or anywhere else. Paperless documents are easy to store and share. Robots: Workforce is replaced by the robots in most of the industries due to which low skill trade workers are losing their jobs. They have to update their skills to remain employment. Assembly lines are set automatic which reduce workload, improves efficiency and productivity.

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POLICIES SHOULD THE HR DEPARTMENT DEVELOP IN ANTICIPATION OF THE CONTINUING USE OF TECHNOLOGY

Recruitment transformed: Organizations prefer to post their vacancies online because they get wide variety of candidates for any job opening. They also conduct online interviews to hire candidates. Ease of communication: Email, text and messaging apps makes it easier to stay in contact with other members. If manager want to share any project, schedule or attachment one single click can send emails to dozen to people. Data analysis: Technology makes it easier to gather and store data. Managers can store the evaluation of their employees that if they have completed their tasks on time? How they are performing in their field. Security practices: HR practices have to install security for the digital data, governing who can access which information. They should keep their confidential information, employee records secured by passwords.

WHAT DO YOU THINK THAT OPG SHOULD USE A QUANTITATIVE OR QUALITATIVE TYPE OF MODEL TO ASSESS ITS DEMAND FOR TECHNICIANS

As it is mentioned in the case study that organization is having data of prior sales and consumption data. According to that I think that quantitative HR forecasting method is better here to forecast demand for number of employee needed. Quantitative method: A statistical technique for making predictions about the future which uses numerical data and prior experience to predict upcoming trends. (Glen, n.d.) Trend and ratio analysis are the most common quantitative forecasting techniques used. Trend analysis is most common for existing organizations because this analysis need data of previous year to find trend to predict demand. Ratio analysis is more suitable for organizations those are new or have less than five years of data. Ratio analysis used sales or service trends to find out future staffing demand.

SPECIFIC FORM OF QUANTITATIVE MODEL THAT OPG SHOULD BE USE

As is mentioned in the case study that organization have many years of prior sales and consumption data. So I think that Trend analysis is the most appropriate method that can be used to conduct demand forecasting in present case. Trend analysis: “Trend analysis links historic employment pattern to future labor demand. Managers plot trends that affected employee numbers, such as the company’s performance or developments in the industry sector, across a given period. They use this data to identify continuing trends that will influence the number of employees required in the future.” (MacDonald, n.d.)

WHY TO USE TREND ANALYSIS?

  • Trend analysis is dependent on data available from previous years which make it less subjective than qualitative analysis.
  • It is easy to plot and clarify different trend for visual identification.
  • We have different software that can automatically plot spreadsheet from previous data available.
  • Easy to predict fluctuations in different seasons.
  • In qualitative model in order to meet targets sometimes managers desire to have more labor in that case.

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