New Media and the Industry
Although some commentators have evaluated the current characteristics of human resource information designs and have continued to debate their capabilities to effect HRIS success. However, Al-Qatawneh et al (2012) have reiterated in the strongest term that HRIS couched in the new media has the potential to accelerate new operational dynamic premised on sharing and associating with different business segments such as in advertising, marketing and above all HRIS, wherein organisations are positioned to benefit from the practice of ‘two way’ on-line dialogue with stakeholders (especially customers). This is considered a positive communication approach in the management of conflict/crisis resolution in order to transcend industrial disruption and worker’s strikes. Similarly, public relation organisations are capitalizing on the prospect of interactive PR practices facilitated by the emergence of the new media technology. According to Youngs (2010), new media technologies have been reputed for accelerating organisations’ operational efficiency, adaptation to change, and competitive advantage as well as facilitating essential production apparatuses, which include employees’ motivation drive, training, learning and development and performance appraisal approaches, in the era described by the ace management guru, Drucker as knowledge economy. These competitive advantages can be surmised in the following statements: HRIS brings about reduced running cost, profit accrual from investing in new media technology and accelerated work processing as a result of improved communication dynamics - all of which are part of organisational competitive advantage. Given these imperatives of HRIS, businesses are increasingly investing profoundly in their effort to coagulate their information technology base, in order to improve significantly their managerial leadership, marketing technique, operational proficiency, human resource management (including selection, recruitment and retention), and stakeholders’ intimacy as well as to keep up clarity of the roles of their HRIS. These factors are significantly central to sustainability and sustainable development in Nigerian banking sector.
โทรคมนาคมและอุตสาหกรรม Although some commentators have evaluated the current characteristics of human resource information designs and have continued to debate their capabilities to effect HRIS success. However, Al-Qatawneh et al (2012) have reiterated in the strongest term that HRIS couched in the new media has the potential to accelerate new operational dynamic premised on sharing and associating with different business segments such as in advertising, marketing and above all HRIS, wherein organisations are positioned to benefit from the practice of ‘two way’ on-line dialogue with stakeholders (especially customers). This is considered a positive communication approach in the management of conflict/crisis resolution in order to transcend industrial disruption and worker’s strikes. Similarly, public relation organisations are capitalizing on the prospect of interactive PR practices facilitated by the emergence of the new media technology. According to Youngs (2010), new media technologies have been reputed for accelerating organisations’ operational efficiency, adaptation to change, and competitive advantage as well as facilitating essential production apparatuses, which include employees’ motivation drive, training, learning and development and performance appraisal approaches, in the era described by the ace management guru, Drucker as knowledge economy. These competitive advantages can be surmised in the following statements: HRIS brings about reduced running cost, profit accrual from investing in new media technology and accelerated work processing as a result of improved communication dynamics - all of which are part of organisational competitive advantage. Given these imperatives of HRIS, businesses are increasingly investing profoundly in their effort to coagulate their information technology base, in order to improve significantly their managerial leadership, marketing technique, operational proficiency, human resource management (including selection, recruitment and retention), and stakeholders’ intimacy as well as to keep up clarity of the roles of their HRIS. These factors are significantly central to sustainability and sustainable development in Nigerian banking sector.
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