Organizational Philosophies and Technology the Term Paper

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Change is fraught with the perception of risk on the part of many employees, and therefore the support for change must come from the senior management of an organization in order to be seen as credible. Compliance-based strategies within an organization, supported through systems efforts, must also strive during implementation and roll-out to be as transparent and truthful as possible regarding the impact on associates. As any change is seen as potentially untrustworthy, it is critical for companies integrating new processes and systems to support them to concentrate on establishing and sustaining trust throughout the process. A company's culture then significantly changes as there are more changes in processes, systems, and roles in order to bring an organization in alignment with compliance requirements. The culture can either be enriched and made more transparent, or become more closed and more lacking in trust; it is all up to how senior management positions the changes occurring.

How Technologies Used in Human Resources Affect Company Culture

Human Resources' role in implementing and sustaining change in organizations is to first focus on which processes need to be re-designed and made more efficient to get roadblocks out of the way for employees to better do their jobs. Technologies used for completing human resource functions need to concentrate on supporting the process of change in organizations first (Regan, O'Connor 2002). Applying technologies within Human Resources needs to be defined first by the use of Business Process Management (BPM) and Business Process Re-engineering (BPR) techniques to streamline key process areas before technology is ever applied to the systems in question.

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The critical requirements in Human Resources of being more attuned to how to attract, sustain, grow and continually incent employees to deliver the highest levels of performance by nature must first be orientated towards processes with technologies selectively applied. Once technologies are selectively applied to the key process areas, the culture of an organizations' Human Resources department can choose to either become more constrictive and fixed in their mindsets or more open and focused on developmental planning and a growth mindset overall. The direction of technologies in general and it specifically must be aligned with the broader objectives of the Human Resources department to ensure strategic plans are attained company-wide. As more and more organizations rely primarily on their people to attain key strategic objectives, the challenge in implementing technologies is to ensure they align with the needs of employees on the one hand while providing for adequate levels of compliance on the other. The bottom line is that cultural changes in an organization through the use of technologies in human resources need to concentrate on more collaboration, coordination and synchronization of processes than would have been possible before......

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