Technology and e-commerce change the ways one needs to think about staffing. A business model based on people all showing up to an office at the same time and interacting via face to face meetings or formal memos is being replaced by a 24/7 culture and networked interactions that do not necessarily require geographical proximity. Also, the concept of workers with lifelong full time jobs is increasingly being replaced by staffing projects with contractors or outsourcing. Thus the main thing for Human Resources to consider is not just which person to hire for a fixed job, but how to integrate seamlessly multiple human resources in a flexible manner that might including job sharing, working from home, telecommuting, off-shoring and out-sourcing. Increasingly, models of remuneration need to be tied to outputs rather than clock-punching, especially as the greatest value added may be from employees working online in a mode in which work and personal life are not clearly delimited. For example, marketing or web maintenance staff may have tablets and smartphones connected to the internet at all hours, and being doing both personal and business related updates, mixed in with laundry and child care. This sort of work-life balancing is very important to younger workers, and because it involves 24/7 availability for business related activities, beneficial to businesses, but it requires new models of thinking about "work" and remuneration.
Technology can generally make human resource management easier. It can allow HR managers to carry out their jobs more quickly and efficiently.
For example, technology can help with the process of finding good candidates for openings. With the internet, a firm's openings can be seen by people around the country and the world. This will make it easier to find good candidates. (Of course, it also makes it easier for bad candidates to apply, thus increasing the amount of time that must be spent weeding these candidates out.) Once employees are hired, they must be trained. Technology can help with this as well. It can help by allowing training materials to be accessed online, for example. This can allow trainees to work at their own pace rather than having to be indoctrinated all in a large group.
In these ways and others, technology will generally make HR management easier.