MN7181 PEOPLE AND ORGANIZATION - CORPORATE COMPETITIVENESS IS CREATED BY THE TRANSFORMATION OF HRM OR UPGRADATION OF TECHNOLOGY

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CORPORATE COMPETITIVENESS IS CREATED BY THE TRANSFORMATION OF HRM OR UPGRADATION OF TECHNOLOGY


It is very complex and complicated to determine that the competitiveness of the organization comes from people or technology in the modern context in an ever increasing dynamic business environment. Historically the dominance of the corporate was primarily the people as we studied the early studies of people management where the world was highly depended on labor intensive production and very little emphasis to machinery.  

From early days to date it is apparent to realize that the nature of business has changed from labor intensive to machine intensive backed by industrial revolution giving birth to Fordism & Taylorism when it came to handling people.

With the introduction of auxiliary services like telecommunication, banking, insurance, transportation; business was changing from truly production orientation to service supported production which changed the view toward people to a different dimension in the work place. Service was becoming a key component of business to enjoy a competitive place in the market which further demanded the technology to get equipped to the organization along with the technologically sound work force. This slightly changed the nature of people, skills of people, environment in which the people worked, expectation of the employer in the job name to a few.

With the rapid development of technology, innovation, invention and particularly the internet the nature and structure of business is changing very faster than ever before moving the service supported production orientation to a fully- fledged service orientation which has changed the focus of resources of organization from people to technology which is directly reflected in fortune 500 companies listing or some other listings how many first hand or forefront organizations are truly service orientations.

Unquestionably this leads to another dimension and posing a question that is it people OR technology in developing organizational capabilities and competencies? This is a new dialogue and discussion in the contemporary world, creating a conversation that the organizational competitive edge is constituted by transforming people or upgrading technology.

In the digital era, people are focusing on the generation and trading of products and services via digitalized data, information, and knowledge. This era is based on an infrastructure comprising information and communication technologies. This new infrastructure is not just helping people do things better and faster than in previous eras, but it is enabling new ways of control, coordination, and collaboration on activities more readily, at lower costs, governed by the law of diminishing costs (Ramiro Montealegre, 2016).

It is a chaos for most organizations even today to maintain an actual equilibrium between these two. It is not a panacea that every entity will need a same blend of these two. It depends on numerous factors. It is a polarization of thoughts in the mainstream business context today. It is not prudent to look at the one side of the coin. We are recognizing the gradual progression of the personnel management era to strategic human resource management [SHRM] on the other hand it is also obvious that the world is moving from type writer era to data science, data analytics, machine learning and AI.

The company has a growing team of techies building the software, doing data analytics and using artificial intelligence to make the optimum usage of the information and today we have one of the best engineering teams in the country (Jiffery Zulfer, 2019 echelon media (PVT) Ltd).

It is people who make the difference combined with technology that made a huge success to the new entrants to Sri Lankan business like “PickMe” valued at 13 Billion net worth as at today as opposed to John Keells Hotels valued at 12.6 Billion which has been in existence over decades.

Hence, it is a great challenge for the leaders of today’s organizations to nurture a diverse SHRM policy manual that should include training, development, learning, talent management, employer-employee relationship, motivation etc,,, name to a few at the same time undoubtedly embracing digital mind set, comprehension of latest technological advancements, willful adaptation and familiarity to recent development of ICT, and technological quotient [TQ] is the great message being left to the world by business giants like NOKIA; once upon a time.  

REFERENCES
https://echelon.lk/ne100/jiffry-zulfer/
https://www.researchgate.net/publication/299400943_How_Technology_Is_Changing_Work_and_Organizations

Comments

  1. Thilina RajapakseNovember 13, 2019 at 7:24 PM

    Good topic Anfas. Well explained about the subject.

    ReplyDelete
  2. Chathurika RathnayakeNovember 13, 2019 at 7:36 PM

    Well explained. Much informative

    ReplyDelete
  3. IshanNovember 14, 2019 at 2:35 AM


    I am really impressed by this article thanks for the good notes ..

    ReplyDelete
  4. Yohan MBANovember 18, 2019 at 2:38 AM

    Good article well done

    ReplyDelete
  5. Sajith AbeyrathneNovember 21, 2019 at 8:45 AM

    Well done

    ReplyDelete
  6. Sameera Madhawa Thalakotune November 30, 2019 at 8:59 PM

    The presentation was clear, consist, orderly and very pleasing to the eye with the backward view of the glass and the color choice for the marker worked great. Content is excellent!

    ReplyDelete
  7. Maduka Harshani January 17, 2020 at 5:45 AM

    good article

    ReplyDelete

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