Technology affects HRM because it forces Human Resources to change and adapt rather quickly to a new way of communication. An article in the Smart Recruiters blog describes HR's pace of changes as "last to adapt" due to the nature of the department - HR is tasked with keeping policy. In the same article the author outlines three changes to human resources brought on specifically by social media: employee communication, the voice of the employee, and employer branding. I think employee communication has drastically changed, long gone are the days in which announcements were controlled and timed and information was controlled by company leaders. In today's world information can spread to multiple sites if not globally in a matter of seconds. Last year we had to shift resources from our San Antonio location to Northridge, an announcement was made in San Antonio and the leadership team had decided that they would wait to let the Northridge team know. Well, we can already see how that played out, in a matter of minutes the reps in Northridge were up in arms that they found out 'through the grape vine', if you will, rather from leadership directly. I think that the pace at which communication happens between employees and how the employee shares that information with others will change HRM drastically in their approach, policies and procedures. Something I had not really thought about until I did some research, are the possible legal implication of using modern technology to recruit new employees. There was an article published in the International Journal of Innovation that states that information like sexual orientation, pregnancy, marital status, religious background or political affiliation is now readily available through social media. And most, if not all, of these characteristics are protected by federal, state or local laws thus opening the organization to possible lawsuits for eliminating job candidates based on algorithms that may exclude candidates intentionally or unintentionally.

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