Final answer:
HR evaluates technology based on its ability to meet organizational goals, integrate with existing systems, improve hiring and performance appraisals, and increase productivity and profitability. The technology must fit the organization's culture and be inclusively accessible, with a plan for employee training to maximize its benefits.
Step-by-step explanation:
When HR evaluates technology to support their needs, they need to consider how it aligns with organizational goals and the specific needs of their workforce. The process often involves several steps to ensure that the technology is effective and contributes positively to the organization's operations. Firstly, HR must conduct an analysis to understand the requirements and shortcomings of their current systems. After this analysis, they might look into different technology options that can meet those needs. A critical factor is whether the new technology can integrate with existing systems to ensure smooth operations.
Moreover, HR will assess the potential technology for its capacity to improve the hiring process, performance appraisals, and employee training programs. A common approach is a performance appraisal system, like the 360-degree feedback appraisal, which can aid in comprehensive employee evaluations. HR needs to evaluate whether the technology can help them make informed decisions about labor demand and whether it ultimately enhances productivity and profitability, as seen in previous research studies that measured the effectiveness of organizational training.
Furthermore, to make the most out of any technological investment, it also has to align with the organization's culture and be readily accepted by employees. Protection against bias in hiring and inclusivity in technology access should also be part of the considerations. After the careful selection of technology, HR must also plan for proper training and development for the workforce to maximize the benefit of the technological investment.