Chapter 3 - Human Resources Management and Technology Flashcards
Reduces the need for manual labour
Automation
The knowledge, education, training, skills, and expertise of a firm’s workers.
Knowledge Work and Human Capital
The systems that HR uses to capture employee data and the importance that HR now places on technology have fundamentally changed.
A third of global organizations are increasing their investments in HR technology while half have maintained their budgets
Human Resources Management and Technology
Used to attract, hire, retain, and maintain talent; support workforce administration; and optimize workforce management
Used in different types of human resource information systems (HRIS), by various stakeholders and accessed in different ways
HR Technology
HRIS
Human Resource Information System
“Integrated systems used to gather, store, and analyze information regarding an organization’s human resources”
Human Resources Information System (HRIS)
Maintain employee data
HR Administration
Maintain information on job openings;
Scan and track applicant resume/information
Recruitment and Application Tracking
Vacation entitlement;
Absenteeism, leave of absence;
Company policies
Time and Attendance
Employee skills, competencies;
Training courses;
Career planning information
Training and Development/Knowledge Management
Pension statements;
pension eligibility
Pension Administration
Reporting federally required information (if applicable)
Employment Equity Information
Performance history;
types of appraisals used
Performance Evaluation
Pay grade, bonus information;
types of benefit plans
Compensation and Benefits Administration
Organizational structure;
job descriptions
Organization Management
Accident reports;
complaints and resolutions;
compensation forms
Health and Safety
Union membership;
seniority lists;
grievances and resolutions
Labour Relations
Information for accounting system
Payroll Interface
An analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR functions.
HR Audits
Managers use special workforce (or talent) analytics software tools to convert their workforce data into actionable information.
Talent Management
Improves performance
Analytics
Types of HRIS
- Enterprise-wide or enterprise resource planning (ERP) systems
- Stand-alone system
Phase 1: analysis based on: *company background *management considerations *technical considerations *HR considerations *cost considerations
Adoption—Determining the Need
Phase 2:
- establish project team
- data conversion
- testing
- privacy and security considerations
1. control access to data
2. ensure users adhere to privacy and confidentiality rules
Implementation
Phase 3:
train the users on the system;
goal is for stakeholders to use the system and reap the benefits identified in the needs analysis;
as with any change, people need to become comfortable
Integration
“A form of technology that enables HR professionals to integrate an organization’s HR strategies, processes, and human capital to improve overall HR service delivery.”
Electronic HR (e-HR)
A single Internet access point for customized and personalized HR services.
HR Portal
Employees access and manage personal information directly;
internet, intranet, and interactive voice response are used to facilitate ESS;
reduces HR operational costs
Employee Self-Service (ESS)
Managers have access to information about themselves and their employees, and can process HR-related paperwork
Management Self-Service (MSS)
“The usefulness of this technology will depend on whether the content is considered beneficial and relevant, on how easy the system is to navigate, and on its cultural fit with the organization.”
Cautions Regarding e-HR
