1.1. BACKGROUND OF THE STUDY
In this modern world of repaid high-technology changes, technological factor will continue to accelerate the future. Technological factor change the organizational policies and strategies (Hampel and Martinsons, 2009).In most organization, most of challenges are caused by unhealthy competition, technological factors, enhancing employee efficiency and repaid growth, new management and leadership (Madsen et al., 2011). Most of the organizations involved the employee in management, working for technological factor implementation. Organizations invest on employees training to improve the employee knowledge and skills and development of employees prior to the introduction of new technology. You must ensure that workers ' union to consider the impact of technological factors on their own physiology. It is clear that the workers who worked under both the old and new systems have expressed less positive attitudes about their jobs , and these attitudes circulated to the establishment because it has become less committed and more likely to leave. So organizations must motivate the employees to adopt the new technology and also organization gives incentive to employee for better performance (Dauda & Akingbade, 2011). Moreover organizations buy the advance technological tool for improving the employee’s job performance, facilitated job-tasks, enhanced communication, increased efficiencies, and higher-levels of effectiveness in work management. The introduction of advance technology has changed the way of performing job. Technological factors improved the employee’s job performance as well as less the employee working effort and task completion time. Modern technology is not only important for organizations or government, it is also vital for nation. Organizations cannot run with outdated technologies. Technological factors increase human performance when human or employees use technology for the benefits of the organization and use with ethical values. Individual person cannot adopt technology easily and on the other side group of people can adopt technology easily. Computer technology is a greatest innovation; it is useful only in that case when employees use it for their work. New technology can be used for both purposes for break or for make purpose. Employee work load minimize through technological factors. Number of employees to execute one task is also reduced. Organizations require not much more employees to carry out one job. Human effort is also minimized through technological innovations. Single employee can execute its job without any hurdle. Human Resource Management use the modern technologies equipment to monitor and assess the employees output or performance. Human Resource Management decides to leverage emerging technologies to drive productivity and the management of human capital will make the difference between a mediocre HR department and one that is truly a business partner. Current technology trends that will impact Human Resource are outsourcing, advances in technology, and a continued focus on measuring the value that HR generates to the organization. The function of the HR manager has changed primarily as a result of technology. The major competencies that have developed are mastery of technology, strategic contribution, personal credibility, HR delivery, and business knowledge. Over the past many decades there are dramatic innovations within the forms of technologies offered to businesses whether public or private. The rapid development and diffusion of current data technologies such as computers, communications and networks has altered the work process in several organizations. In conjunction with these primary innovations in the physical capital of organization, it is conjointly wide believed that the introduction of those modern technologies has distorted the structure of employment (Mark D et al 2011). Employers and policymakers have emphasized the importance of talent upgrading of employees and long learning so as to deal with accrued pressures elicited by technological modification and economic process (e.g.; European Commission, 2012). whereas there exists an oversized literature showing that the accumulation of human capital through the overall work system plays a vital role in explaining long financial gain differences between wealthy and poor countries, abundant less work exists on the consequences of training provided by companies, usually requiring specific skills from their employees. In his seminal work, Becker created a distinction between firm specific and general training. General training ends up in skills that are equally applicable to alternative corporations whereas skills acquired through firm-specific coaching area unit lost once the skilled worker leaves the firm that provided coaching. Below excellent competition within the market, employees ought to get hold of prices of general training and recoup these prices by earning higher wages. Once training is particular, firm pay (part of) the training costs. However, Acemoglu and Pischke indicate that in varied cases companies offer and get hold of training which is general in nature. They show however this could be explained by labor market imperfections. Particularly, a necessary condition for companies to get hold of general training is that wages increase less steeply in training than productivity. This can be stated as a compressed wage structure which may be caused by frictions within the market like search prices, informational asymmetries, potency wages and labor markets establishments like unions or the presence of earnings laws. With a compressed wage structure, training will increase the marginal product of labor over wages that creates incentives for the firm to take a position in training. This can be stated as a compressed wage structure which may be caused by frictions within the market like search prices, informational asymmetries, potency wages and labor markets establishments like unions or the presence of earnings laws. With a compressed wage structure, training will increase the marginal product of labor over wages that creates incentives for the firm to take a position in training. Therefore of these, in recent years that computer power itself has enabled researchers to statistically interrogate large scale datasets on firms, organizations and providing some more solutions to these issues [John V, Reenen RS 2011]. The importance of skill upgrading of workers and lifelong learning in order to cope with increased pressures induced by technological change and globalization (e.g.: European Commission, 2012). Hence, the study examines the impact of technological factor on employees’ job performance.
1.2. STATEMENT OF PROBLEM
Technology has become a part in every organization. It has become a need for an organization to get updated with the new technologies. Other than profit, Success of an organization is measured by its employees, their attitude towards their work. An employee’s attitude towards his organization is predictable through his behavior. Work environment, relationship with supervisors and co-workers, job satisfaction, leadership styles, rewards system are the factors which influence the employee performance, to which adoption of new technologies by the organization. The employee performance is influenced by technology in the organization. Introduction of technology brings a change in the organization which has an impact on working system of the employee which will have a both positive or negative effect on employee behavior, on their performance and on their inter personal relationship. Therefore, the impact of technological factor on employee job performance is examined.
1.3. AIMS OF THE STUDY
The major aim of the study is to examine the impact of technological factor on employees’ job performance. Other specific objectives of the study include;
1.4 RESEARCH QUESTIONS
1.5 RESEARCH HYPOTHESES
H0: There is no significant relationship between technological factor and employees’ job performance.
H1: There is a significant relationship between technological factor and employees’ job performance.
1.6. SIGNIFICANCE OF THE STUDY
The study will be of profound benefits to create enlightenment on the impact of technology in every level of the organization to perform their work efficient within the organization. All grades of staff are using this technology, to complete their task on time. This study would also be of immense benefit to students and scholars who are interested in developing further studies on the subject matter.
1.7 SCOPE AND LIMITATION OF THE STUDY
The study is restricted to the impact of technological factor on employees’ job performance.
LIMITATION OF THE STUDY
Financial constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview)
Time constraint: The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
1.8 OPERATIONAL DEFINITION OF TERMS
Technology: The purposeful application of information in the design production and utilization of goods and services, and in the organization of human activities.
Employee: a person employed for wages or salary, especially at non-executive level.
OTHER SIMILAR HUMAN RESOURCE MANAGEMENT PROJECTS AND MATERIALS