Dessler & Cole

Human Resources Management in Canada

Canadian Tenth Edition

Human Resources Management and Technology

(by Julie Bulmash)

Copyright 2008 Pearson Education Canada

Human Resources Technology

any technology that is used to attract, hire, retain and maintain human resources, support HR administration and optimize HRM can be resident in different types of human resource information systems, used by various stakeholders and accessed in different ways

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Human Resources Information System (HRIS)

integrated system used to gather, store, and analyze information regarding an organizations human resources HRIS helps HR professionals to:

Automate

and simplify tasks Reduce administration and record keeping Provide management with HR-related information
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Evolution of Human Resources Technology

paper-based systems early personal computer (PC) technology electronic database systems web-based technology

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HRIS Subsystems

employee administration recruitment time and attendance training and development pension administration employment equity

performance evaluation compensation/benefits admin. organizational management health and safety labour relations payroll interface

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HRIS: Key Functions

create and maintain employee records ensure legal compliance forecasting and planning future HR requirements manage knowledge and talent (career and succession planning) align HR activity with strategic plan provide relevant data for decision making

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HRIS:Workforce Analytics
use of HRIS data to assess the performance of an organizations workforce using statistics and research design techniques identify and analyze factors contributing to effective HR contribution to the achievement of strategic goals

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Selecting and Implementing an HRIS

1.

2.

3.

Adoption phase needs analysis based on company background, management considerations, technical considerations, HR considerations and pricing; request for proposals; selection of vendor Implementation phase project team manages conversion to new system; privacy and security Institutionalization phase train users on the system; management of change

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Electronic HR (e-HR)
technology that enables HR professionals to integrate HR strategies and processes in order to improve overall HR service delivery use of intranet network interconnected within one organization, using web technologies for sharing information internally

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Employee Self-Service (ESS)

ESS enables employees to access and manage personal information directly Portals (single site accessed within an internet site) used to facilitate ESS ESS reduces HR operational costs basic administrative/transactional HR activities shifted to employees

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Management Self-Service (MSS)

provide managers direct access to information on employees who report to them eliminates need for managers to go through third party (HR) to get information, thus reduces overall company workloads reduces administration costs, reduces entry errors, streamlines reporting processes not as popular as ESS
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Enterprise-Wide Systems
Enterprise-wide systems (ERP) support all business functional requirements, rather than a single department one database serves entire company popular ERP systems include SAP, PeopleSoft, Oracle

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Stand-Alone Systems

for HR management only requirements depend on cost, number of employees, degree of efficiency, companys existing hardware and software Microsoft Excel or Access for very small firms other systems available from Spectrum, Genesys, UltiPro, People Track

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HR Specialty Software

specialty software available for individual HR functions

Halogen

Software for e-appraisal Org Plus software for organization charts Ergowatch software for physical demands analysis ExecuTRACK software for succession planning and career management Web Hire for e-recruiting

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Changes in HR Role in IT-Enabled Organization

decreased HR transactional activities increased client/customer focus increased strategic activities

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Key HR Competencies in an IT-Enabled Organization

mastery of HR technology strategic contribution personal credibility HR delivery business knowledge

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Trends in HR and Technology

technology trends outsourcing determining HRs effectiveness

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Technology Trends

increased use of portals and intranets greater access to technology continued optimization of current systems enhanced focus on workforce analytics increased focus on reducing costs increased use of data exchange standards contingency planning for disasters heightened awareness of HR data privacy
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HR Outsourcing

HR outsourcing growing exponentially basic transactional activities most often outsourced almost all large companies outsource some HR activity benefits are cost reduction and increased ability for HR professionals to focus on core business objectives
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Determining HRs Effectiveness

HR now expected to focus on strategic management of human capital and other valueadded activities HR expected to demonstrate measurable impact on business results HR professionals must be technically savvy and speak the language of business HR departments that are true business partners will leverage emerging technologies to drive productivity and manage human capital
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Ethical Dilemma

As HR administrator you have access to confidential information. You are aware of the bonus staff will be receiving based on their performance appraisals. A senior manager, who is a friend of your parents, asks you If you could tell him how much his bonus will be. You are aware he has financial trouble and may need to take out a loan today if the bonus is insufficient. What do you do?

Not tell him as it is a bonus, not salary Give hints or a rough idea Tell them you dont know, their supervisor has the details

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