On the major impact on human resources in public and nonprofit organizations when information resources management is used correctly

Information resource management has been a practical way to managing information and data resource in governments and management of profit or nonprofit enterprises. According to the Society for Human Resource Management, human resource management embodies formal structure within an organization accountable for all the decisions, strategies, factors, principles, operations, practices, functions, activities and methods associated to the administration of people. In managerial perspective, IRM and HRM are argued as the need to establish an integrated series of personnel policies to support organizational strategy.

It is important to note that Information resources came by to be managed by an existing human resource which was undergoing transformation in personnel function. It is agreed that information systems originate from the within the financial processes of accounting, payroll, and HR record management. Information management became more and more important at the increasing complexity of the human structure which then demanded technological intervention for public service delivery on the large scale.

For the benefit, government needed to be reinvented. E-government became important to increase government communication and fluidity in service delivery. Attrition became a blessing providing an opportunity to resize department and re-staff with candidates with newer cutting-edge skills to keep the systems running and secured.

There is a creative solution to job overload in terms of job sharing and telework giving flexibility as to how job is done through technology devices.

Opportunities for professional training is more important than even with IRM in human resource where security and strategic leadership training has been promoted in the world of technology and even new approaches to public sector learning.

CEOs in non-profits are successful information officers and employees have access to retraining programs that keep the workforce at breast with changes in the environment.

However, there are also challenges in the marriage of IRM and HR. Today, there is a growing interest in a sophisticating the HR industry leading to an International body of Human Resource Information Resource Management (IHRIM). With advancement in technology, public and non-profits managements are overlooking impact on staff who may not adapt well to the maze of IT. It is argued that, the cloud is now a major destination for most public and nonprofit businesses. The traditional workforce of office clerk and all are either fading away or demand some complex level of IT adjustment.

There are countless times of fallen employees morale which has led to decreased performance and commitment and some just unable to cope ends up leaving the job. Again, with higher remuneration for IT worker in private sectors, Technology workers in public sectors are incessantly complaining of low pay, under appreciation and not receiving the support they deserve creating quite a divided workforce which account for technology infrastructure failure and knowledge drain.

Literature puts it right that the best systems can fail if the human factor is not considered. Public and nonprofit surge into IT has also undermined the traditional human resources setup. Public Managers should consider a proactive means of blending the two, their complementary roles are essential to performance and stability of the entire organization.