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Introduction
Nowadays, the role of technology in improving human recourses functions in nursing can hardly be overestimated. Indeed, many programs allow making intrapersonal communication between the staff more effective, thus enhancing their collaboration. Moreover, technology helps to exercise control over nursing staff and effectively educate them as to the new standards and codes of practice. The use of technology in human resource management helps to make nurses work more effectively and reduce costs by minimizing necessary financial resources.
Human Resources Functions and the Impact of Technology
There are many human resources functions in medical organizations, including recruitment process, learning and development, and employee participation and communication. Modern technologies help to fulfill all these functions with minimal costs and more effectively as they provide options for communication and training at work places where the nursing staff may seek advice from their colleagues and superiors. In recruiting, modern technologies allow to contact and select the candidates online through social networks, on the Internet at forums or specialized communities or thorough placement of job advertisements on the network Internet in video format.
The active use of these methods is associated with the digitalization of HR processes. New technologies allow companies to form their resume database easily and quickly. Nowadays, recruiters find employees of completely different levels of competence and healthcare orientation, and also apply methods of communication between the employer and the candidate (Nankervis et al., 2021). To find specialists quickly, a modern recruiter uses job sites, social networks or recruiting blogs and forums. There are also various techniques and metrics for online evaluation of applicants: online testing and interviewing via Skype and video CV and specialized profile websites of companies that are designed to attract candidates for vacancies (Jooss et al., 2022). Thus, modern technologies make the recruitment process easier and more effective.
The experience of developed countries in improving the qualifications of medical personnel embraces several key features of integrating technology into the staff’s education processes. Thus, special attention is focused on improving the quality of basic medical training, using remote technologies, such as online education, testing and, in some cases, certification. Secondly, technology plays a vital role in providing medical staff with information support at the workplace through access to the use of electronic medical libraries, systems for facilitating the adoption of correct clinical decisions, clinical recommendations of professional medical communities (Amini, 2022). The knowledge portal solves a number of problems of the healthcare organization related to the search for information, the organization of collaboration, while improving the quality of work of nurses and increasing the competitiveness of the medical organization in the market. An interactive platform can be formed where employees share their experience. The implementation of the system allows saving time, increasing productivity and labor efficiency.
Modern technology is also instrumental in organizing effective collaboration between the staff. Nurses’ profession often presupposes working in teams where each member of the group relies on his or her colleagues to act in the right way. That is why building the atmosphere of trust and reliance is essential to make nurses work effectively. There is a number of mobile corporative applications that optimize business processes and at the same time raise the corporate culture to a new level (Jooss et al., 2022). Staff no longer need to call colleagues for a long time or wait for answers to emails — communications become faster, easier and cheaper. In addition, employees perceive their own corporate manager as part of the company’s concern about working conditions. All this contributes to team cohesion, increased work efficiency and loyalty.
A significant part of the processes can be carried out in a computer system or via mobile application. Mobile solutions allow automating typical operations of recruitment specialists with vacancies and candidates. Mobile solutions are also applicable in the case of the introduction of game mechanics, using the effect of competition to increase loyalty, efficiency and motivation of staff (Mahapatro, 2022). Operational analytics allows the manager to track the picture of the efficiency and labor costs of the staff, and employees to track progress on business goals and exchange experience on project management in a single information space.
Conclusion
Technology plays a vital role in recruitment processes, learning and development, as well as employee participation and communication in healthcare organizations. A wide use of social applications be it a medical portal where the staff can find all the necessary information or modern corporate applications significantly increases the productivity of nurses’ work. Mobile corporate systems, using the effect of competition to increase loyalty, serve to enhance the efficiency and motivation of staff. Operational analytics allows the manager to track the picture of the efficiency and labor costs of the staff, and employees to track progress and exchange experience in a single information space. Moreover, the use of technology facilitates recruitment processes through a wide use of Internet resources. Technologies of continuous training make it possible to improve the quality of services provided, reduce the cost of education for medical institutions, and increase the social and economic profitability of healthcare.
References
Amini, A. (2022). Investigating the effect of human resource information systems on employee innovation capacity with the mediating role of human resource management functions and employee creativity in pharmaceutical companies. Journal of Healthcare Management, 12(4), 39-62. Web.
Jooss, S., Duggan, J., & Parry, E. (2022). Technology in human r4esource functions: Core systems, emerging trends and algorithmic management. The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM, 49-66. Web.
Mahapatro, B. B. (2022). Human resource management. PG Department of Business Management.
Nankervis, A., Connell, J., Cameron, R., Montague, A., & Prikshat, V. (2021). ‘Are we there yet?’ Australian HR professionals and the fourth industrial revolution. Asia Pacific Journal of Human Resources, 59(1), 3-19. Web.
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