Hi all Kindly bring the views on some of the technological factors havig impact on flexibility for HR or reduction in the cost of employees like VPA’s ( Virtual Personal Assistant).
From India, Ludhiana
1From India, Ludhiana
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Hello Madam,
One technological factor which we can talk about here is the concept of online recruiting, which has revolutionized HR over the past few years. Sites like TimesJobs, Naukri, Monster, etc., are becoming hubs for job seekers and employers. This concept has also helped a lot in cutting down costs.
Regards,
Amandeep Singh
MBA 1A
From India, Ludhiana
One technological factor which we can talk about here is the concept of online recruiting, which has revolutionized HR over the past few years. Sites like TimesJobs, Naukri, Monster, etc., are becoming hubs for job seekers and employers. This concept has also helped a lot in cutting down costs.
Regards,
Amandeep Singh
MBA 1A
From India, Ludhiana
Hello, Ma'am.
Technology is ubiquitous. Whether you are in the industrialized world or developing markets, a growing number of people are connecting with mobile devices like smartphones and very portable computers like Apple's iPad.
INTRANET -- For communication within the organization. Companies don't need extra HR for transmitting information.
This allows people to communicate across traditional boundaries within companies or externally across the world.
They have instant access to information and to people. Smart CEOs are thinking about ways to leverage this technology explosion. Many are already experimenting with virtual teams, non-traditional workplaces, and flatter corporate structures.
"OUTSOURCING" -- An outsourcing company can often procure services at a lower cost than the buyer because their purchase of HR services, such as recruitment, for example, is still fragmented. Therefore, a provider can take over existing local contracts and realize savings by replacing them with a globally leveraged subcontract purchased at a preferential price. In instances where the buyer tenders centrally and has already leveraged global scale, this opportunity is significantly reduced.
ASHISH KUMAR
MBA-1A
From India, Ludhiana
Technology is ubiquitous. Whether you are in the industrialized world or developing markets, a growing number of people are connecting with mobile devices like smartphones and very portable computers like Apple's iPad.
INTRANET -- For communication within the organization. Companies don't need extra HR for transmitting information.
This allows people to communicate across traditional boundaries within companies or externally across the world.
They have instant access to information and to people. Smart CEOs are thinking about ways to leverage this technology explosion. Many are already experimenting with virtual teams, non-traditional workplaces, and flatter corporate structures.
"OUTSOURCING" -- An outsourcing company can often procure services at a lower cost than the buyer because their purchase of HR services, such as recruitment, for example, is still fragmented. Therefore, a provider can take over existing local contracts and realize savings by replacing them with a globally leveraged subcontract purchased at a preferential price. In instances where the buyer tenders centrally and has already leveraged global scale, this opportunity is significantly reduced.
ASHISH KUMAR
MBA-1A
From India, Ludhiana
Hello Ma'am,
Human Resource Management Systems
HRMS packages are collections of HR modules designed to minimize, if not eliminate, tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish. Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions.
Cisco Virtual Office
Cisco Virtual Office and the Telecommuter The Cisco Virtual Office and Cisco Secure Sockets Layer (SSL) VPN solutions are secure methods to extending office-quality services to the remote workforce. Smart businesses are realizing the benefits that a distributed workforce can provide through both flexibility and productivity for the workforce as well as a reduction in costs through facilities and real estate. Changing the way people work also provides benefits to the environment, including:
• Eliminating the need for travel and commuting
• Reducing greenhouse gas (GHG) emissions, pollution, and congestion on the roadways
• Reducing overall net energy consumption
• Reducing costs in energy and materials through personal work environments over fixed offices
As an example, currently more than 14,000 Cisco employees are using the Cisco Virtual Office solution (on both a full-time and part-time basis). Through the results of an internal survey, it was estimated that the average employee saved 2.81 hours of commuting time per week and reduced up to 2.5 tons of CO2 emissions per year. In addition, the Cisco Virtual Office solution allows organizations to reduce real estate and energy costs through the transition to a connected workplace. The connected workplace is a flexible office environment with enhanced communication capabilities designed to improve employee collaboration and productivity.
Virtualization to Business
Capgemini Partners with VMware to Deliver New Suite of Virtualization Business Services (V2B)
PARIS, Capgemini Group, one of the world's foremost providers of consulting, technology, and outsourcing services, announced the launch of a new suite of virtualization services in partnership with VMware, a global leader in virtualization and cloud infrastructure technology. The Virtualization to Business (V2B) services combine Capgemini's business-centric approach with VMware's proven virtualization technologies. Through this new suite of service offerings, Capgemini will provide the insight, roadmap, and support to help clients achieve infrastructure agility and cost reduction.
Other Technologies Are
Vendor management systems
Applicant tracking systems
Hiring management systems
E-recruitment software
Internal mobility software
Performance and appraisal management software
Succession planning software
Personal development software
Career planning software
Package review software
Varun Gupta mba1(a)
From India, Chandigarh
Human Resource Management Systems
HRMS packages are collections of HR modules designed to minimize, if not eliminate, tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish. Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions.
Cisco Virtual Office
Cisco Virtual Office and the Telecommuter The Cisco Virtual Office and Cisco Secure Sockets Layer (SSL) VPN solutions are secure methods to extending office-quality services to the remote workforce. Smart businesses are realizing the benefits that a distributed workforce can provide through both flexibility and productivity for the workforce as well as a reduction in costs through facilities and real estate. Changing the way people work also provides benefits to the environment, including:
• Eliminating the need for travel and commuting
• Reducing greenhouse gas (GHG) emissions, pollution, and congestion on the roadways
• Reducing overall net energy consumption
• Reducing costs in energy and materials through personal work environments over fixed offices
As an example, currently more than 14,000 Cisco employees are using the Cisco Virtual Office solution (on both a full-time and part-time basis). Through the results of an internal survey, it was estimated that the average employee saved 2.81 hours of commuting time per week and reduced up to 2.5 tons of CO2 emissions per year. In addition, the Cisco Virtual Office solution allows organizations to reduce real estate and energy costs through the transition to a connected workplace. The connected workplace is a flexible office environment with enhanced communication capabilities designed to improve employee collaboration and productivity.
Virtualization to Business
Capgemini Partners with VMware to Deliver New Suite of Virtualization Business Services (V2B)
PARIS, Capgemini Group, one of the world's foremost providers of consulting, technology, and outsourcing services, announced the launch of a new suite of virtualization services in partnership with VMware, a global leader in virtualization and cloud infrastructure technology. The Virtualization to Business (V2B) services combine Capgemini's business-centric approach with VMware's proven virtualization technologies. Through this new suite of service offerings, Capgemini will provide the insight, roadmap, and support to help clients achieve infrastructure agility and cost reduction.
Other Technologies Are
Vendor management systems
Applicant tracking systems
Hiring management systems
E-recruitment software
Internal mobility software
Performance and appraisal management software
Succession planning software
Personal development software
Career planning software
Package review software
Varun Gupta mba1(a)
From India, Chandigarh
Respected madam,
Application Service Providers: Some companies are now turning to application service providers (ASPs), which allow them to rent space on a remote system and let an outside company manage system maintenance, security, and upgrades. It's a trend that's particularly suited to small and medium-sized companies with limited resources. This can save money and free IT staff to handle more urgent matters. When done correctly, the fact that the software resides outside the organization's boundaries is transparent and secure. For example, US Internetworking Inc., based in Annapolis, Maryland, supports ERP packages from PeopleSoft and Lawson, customer relationship management (CRM) software from Siebel Systems, and e-commerce and messaging applications from Microsoft.
Regards,
Amrit Kaur
MBA 1A
From India, Ludhiana
Application Service Providers: Some companies are now turning to application service providers (ASPs), which allow them to rent space on a remote system and let an outside company manage system maintenance, security, and upgrades. It's a trend that's particularly suited to small and medium-sized companies with limited resources. This can save money and free IT staff to handle more urgent matters. When done correctly, the fact that the software resides outside the organization's boundaries is transparent and secure. For example, US Internetworking Inc., based in Annapolis, Maryland, supports ERP packages from PeopleSoft and Lawson, customer relationship management (CRM) software from Siebel Systems, and e-commerce and messaging applications from Microsoft.
Regards,
Amrit Kaur
MBA 1A
From India, Ludhiana
Respected Madam,
Application Service Providers (ASPs) are gaining popularity among companies as they offer the option to rent space on a remote system, allowing an external company to handle system maintenance, security, and upgrades. This trend is particularly beneficial for small and medium-sized companies with limited resources, as it helps save money and enables IT staff to focus on more pressing matters. When executed correctly, the fact that the software is hosted externally ensures transparency and security for the organization. For instance, US Internetworking Inc., located in Annapolis, Maryland, provides support for ERP packages from PeopleSoft and Lawson, CRM software from Siebel Systems, as well as e-commerce and messaging applications from Microsoft.
Regards,
Amrit Kaur
MBA 1A
From India, Ludhiana
Application Service Providers (ASPs) are gaining popularity among companies as they offer the option to rent space on a remote system, allowing an external company to handle system maintenance, security, and upgrades. This trend is particularly beneficial for small and medium-sized companies with limited resources, as it helps save money and enables IT staff to focus on more pressing matters. When executed correctly, the fact that the software is hosted externally ensures transparency and security for the organization. For instance, US Internetworking Inc., located in Annapolis, Maryland, provides support for ERP packages from PeopleSoft and Lawson, CRM software from Siebel Systems, as well as e-commerce and messaging applications from Microsoft.
Regards,
Amrit Kaur
MBA 1A
From India, Ludhiana
hey... here i have a presentation which talks depicts the impact of internet on HR function... kindly take a look.... i hope it turns out to be useful. Vaishali Jain Fresher HR
From India, Delhi
From India, Delhi
Very good evening, ma'am,
Nowadays worldwide, 54 percent of large enterprises rate the management of their virtual server environment as a critical or high IT priority, yet only 45 percent think their companies are doing an effective job in this important area.
First of all, I would like to cite an example of YANTRAM BPO. They provide live personal assistance as well as VPA services across the US, Canada, and Australia. They also provide legal and real estate assistance by VPAs only.
An organization called Usfilter used the virtual team concept to integrate those employees who were added to the company through mergers and acquisitions. They created the company's Legal division by doing so.
The majority of organizations nowadays are using HRIS, which is the Human Resource Information System. Here is a paradigm for this point, which is ERICSSON INC. It added $1 million in value to their organization last year despite poor market conditions. What the company basically did was a three-phase program:
a) First of all, they introduced a fully automated compensation plan called E-FLEX, which provides flexible online benefit plans.
b) Followed by a complex pension administration system.
c) It uses the internet as well as the intranet and is managed by WATSON WYATT.
Other companies like Microsoft, SOS, Oracle, IBM, and Softpeople are making hefty investments in IT to minimize the cost of HR. For example, Sears invested $57 million in HR technology with Softpeople, and their investment was made in 1991, saving $16.5 million annually.
From India, Ludhiana
Nowadays worldwide, 54 percent of large enterprises rate the management of their virtual server environment as a critical or high IT priority, yet only 45 percent think their companies are doing an effective job in this important area.
First of all, I would like to cite an example of YANTRAM BPO. They provide live personal assistance as well as VPA services across the US, Canada, and Australia. They also provide legal and real estate assistance by VPAs only.
An organization called Usfilter used the virtual team concept to integrate those employees who were added to the company through mergers and acquisitions. They created the company's Legal division by doing so.
The majority of organizations nowadays are using HRIS, which is the Human Resource Information System. Here is a paradigm for this point, which is ERICSSON INC. It added $1 million in value to their organization last year despite poor market conditions. What the company basically did was a three-phase program:
a) First of all, they introduced a fully automated compensation plan called E-FLEX, which provides flexible online benefit plans.
b) Followed by a complex pension administration system.
c) It uses the internet as well as the intranet and is managed by WATSON WYATT.
Other companies like Microsoft, SOS, Oracle, IBM, and Softpeople are making hefty investments in IT to minimize the cost of HR. For example, Sears invested $57 million in HR technology with Softpeople, and their investment was made in 1991, saving $16.5 million annually.
From India, Ludhiana
Hi, mam...
I am providing you with information on two intranet technologies commonly used these days, as well as some technologies impacting HR.
Introduction: With advances in network and browser technology, companies have been shifting their corporate information resources to web-based applications accessible to employees via the company intranet. Companies have discovered savings in "publication costs" and have empowered employees by increasing access to corporate procedures and knowledge, enabling them to carry out their day-to-day tasks more efficiently. This transition has benefits such as moving towards "paperless transactions," reducing administrative overheads, and providing a better level of service to employees.
(1) B2E: Employee Self Service
B2E Employee Self Service (ESS) is an Internet-based solution that offers employees a browser interface for accessing relevant HR data and transactions in real-time without leaving their desktop. Employees can update personal details, apply for leave, view pay details and benefits, check internal job openings, and book training and travel. Reports have shown a significant benefit of providing HR services to employees, resulting in reduced administrative staff by 40%, lowered transaction costs by 50%, and faster processes from days to hours.
(2) Portals
The term "portal" has been a buzzword on the Internet, promising significant benefits to organizations. For business users, a portal is about information access and navigation; for businesses, it's about adding value; for the marketplace, it's about new business models; and for technologists, it's about integration. Portals were developed to address issues with large-scale corporate intranet development. General Motors (GM) is a leading example of an HR portal implemented worldwide, proposing three generations of HR portals.
The technologies currently making the biggest impact in the HR market include:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software
Regards,
Satinder Singh
MBA 1 A
From India, Ludhiana
I am providing you with information on two intranet technologies commonly used these days, as well as some technologies impacting HR.
Introduction: With advances in network and browser technology, companies have been shifting their corporate information resources to web-based applications accessible to employees via the company intranet. Companies have discovered savings in "publication costs" and have empowered employees by increasing access to corporate procedures and knowledge, enabling them to carry out their day-to-day tasks more efficiently. This transition has benefits such as moving towards "paperless transactions," reducing administrative overheads, and providing a better level of service to employees.
(1) B2E: Employee Self Service
B2E Employee Self Service (ESS) is an Internet-based solution that offers employees a browser interface for accessing relevant HR data and transactions in real-time without leaving their desktop. Employees can update personal details, apply for leave, view pay details and benefits, check internal job openings, and book training and travel. Reports have shown a significant benefit of providing HR services to employees, resulting in reduced administrative staff by 40%, lowered transaction costs by 50%, and faster processes from days to hours.
(2) Portals
The term "portal" has been a buzzword on the Internet, promising significant benefits to organizations. For business users, a portal is about information access and navigation; for businesses, it's about adding value; for the marketplace, it's about new business models; and for technologists, it's about integration. Portals were developed to address issues with large-scale corporate intranet development. General Motors (GM) is a leading example of an HR portal implemented worldwide, proposing three generations of HR portals.
The technologies currently making the biggest impact in the HR market include:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software
Regards,
Satinder Singh
MBA 1 A
From India, Ludhiana
The intranet offers a number of important advantages over printed documents when it comes to distributing information. Much of the material businesses print for internal use is expensive and time-consuming to produce (not to mention tree-wasting). You can't guarantee that everyone in your organization will receive the most recent, updated versions of internal documents, policies, or other information. With the intranet, however, you can deliver information whenever someone needs it - any time, day or night. Users simply call up the internal web page whenever they need the data.
You can guarantee the information is the latest and most accurate available, as long as you keep the information on the web server current. For example, you could use it to deliver daily sales projections. Updating information is easy. Information is posted on the intranet using Hypertext Markup Language (HTML). Because HTML is simple to learn, you don't have to hire a "techie" to update your information - you can simply train the same people who would have previously worked on paper and distributed it.
You can cross-link information to other files using hypertext links. For example, you could cross-link your product literature to technical specifications and pricing information. To find specifications or pricing, users would simply click on a keyword such as "tecspec" or "price" in the product literature, and the system would automatically take them to the desired information. You can even crosslink information to other files on other servers - whether those servers are down the hall, down the street, or across the country.
From India, Ludhiana
You can guarantee the information is the latest and most accurate available, as long as you keep the information on the web server current. For example, you could use it to deliver daily sales projections. Updating information is easy. Information is posted on the intranet using Hypertext Markup Language (HTML). Because HTML is simple to learn, you don't have to hire a "techie" to update your information - you can simply train the same people who would have previously worked on paper and distributed it.
You can cross-link information to other files using hypertext links. For example, you could cross-link your product literature to technical specifications and pricing information. To find specifications or pricing, users would simply click on a keyword such as "tecspec" or "price" in the product literature, and the system would automatically take them to the desired information. You can even crosslink information to other files on other servers - whether those servers are down the hall, down the street, or across the country.
From India, Ludhiana
hello mam..
Maximizing your company�s investments in eHR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the eHR solutions that have the greatest impact on the budget are the ones that affect the most people the most often like shaving a few dollars off the transaction that is performed 1,000 times per month
for ex -:it Provide self-service answers to frequently asked questions,
What happens to my 401(k) money if I leave? It s a simple question. A five-minute phone call. And, if the company is big enough, that question can cost $100,000 in calls over a few months.
Simple questions don t require the individual attention of expensive professionals. Even some complicated questions don t require that attention. Organizations can save significantly by using eHR to disseminate information effectively. For example:
" Use the Web to post the answers to Frequently Asked Questions. Even regular updates will be less time-consuming than answering the phone.
" Move from static answers to personalized ones by using a knowledge-based tool to categorize and deliver information in a self-service environment.
" Put time-off activity and balances right on the pay stub. Put pay-stub information online, for 24x7 access. Leveraging an established communications vehicle like the pay stub for a seemingly unimportant detail like this can provide unexpected savings.
Sulabh Khurana
MBA-1(A)
From India
Maximizing your company�s investments in eHR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the eHR solutions that have the greatest impact on the budget are the ones that affect the most people the most often like shaving a few dollars off the transaction that is performed 1,000 times per month
for ex -:it Provide self-service answers to frequently asked questions,
What happens to my 401(k) money if I leave? It s a simple question. A five-minute phone call. And, if the company is big enough, that question can cost $100,000 in calls over a few months.
Simple questions don t require the individual attention of expensive professionals. Even some complicated questions don t require that attention. Organizations can save significantly by using eHR to disseminate information effectively. For example:
" Use the Web to post the answers to Frequently Asked Questions. Even regular updates will be less time-consuming than answering the phone.
" Move from static answers to personalized ones by using a knowledge-based tool to categorize and deliver information in a self-service environment.
" Put time-off activity and balances right on the pay stub. Put pay-stub information online, for 24x7 access. Leveraging an established communications vehicle like the pay stub for a seemingly unimportant detail like this can provide unexpected savings.
Sulabh Khurana
MBA-1(A)
From India
Hi All, can anybody help me with the following details. What is national Skills Registry? what are the advantages of the same? how it is done? Thanks in advance. Deepali.
From India, Mumbai
From India, Mumbai
Technology Affecting Human Resources Management
Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving workforce. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.
Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, modifications to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity.
As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time—time that's already scarce.
Regards,
Yogesh Rana
MBA 1A
From India, Ludhiana
Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving workforce. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.
Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, modifications to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity.
As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time—time that's already scarce.
Regards,
Yogesh Rana
MBA 1A
From India, Ludhiana
Hello Mam,
I�m going to talk about two technological developments that have made the job of HR managers easy � the E recruitment softwares and Applicant Tracking System.
1)E recruitment Softwares
Recruitment software plays an indispensable part in reducing a staffing agency�s administrative burden. An enterprise's HR department can be freed of its day-to-day mundane activities and can allot more time to concentrate on their prime focus of business and goals.
It is an online web application that integrates an interactive career center to corporate website. They are generally built on PHP/MYSQL/Linux Platform that enables to quickly deploy a fully functional career site customized to requirement.
It automates the entire hiring process from creating job requisitions to posting job requirements, attracting candidates, qualifying job seekers; resume processing, and final selection.
From easy-to-use online application forms to easy-to-search resume databases, ATS can handle entire candidate tracking. Many companies with complex recruitment requirements have implemented this system to streamline the recruitment cycle. This applicant tracking system has multiple modules and is customized to meet specific needs.
2) Applicant Tracking System
An Applicant Tracking System (ATS) is a software application that enables the electronic handling of recruitment needs. An ATS can be implemented on an Enterprise or small business level, depending on the needs of the company. They are designed for recruitment tracking purposes.
The principal function of an ATS is to provide a central location and database for a company's recruitment efforts. ATS are built to better assist management of resumes and applicant information. Data is either collected from internal applications via the ATS front-end, located on the company website or is extracted from applicants on job boards. The majority of job and resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software providers to provide parsing support and ease of data migration from one system to another. Modern ATS systems, such as threehats, allow applicants to be sourced from the companies own database of past job applicants.
Another benefit of an applicant tracking system is analyzing and coordinating recruitment efforts - managing the conceptual structure known as Human Capital. A corporate career site or company specific job board module may be offered, allowing companies to provide opportunities to internal candidates prior to external recruitment efforts. Candidates may be identified via preexisting data or through information garnered through other means. This data is typically stored for search and retrieval processes. ATS systems have expanded ATS offerings that include off-site, encrypted resume and data storage, legally required by Equal Opportunity Employment Laws.
Dipinder Singh
MBA 1A
From India, Chandigarh
I�m going to talk about two technological developments that have made the job of HR managers easy � the E recruitment softwares and Applicant Tracking System.
1)E recruitment Softwares
Recruitment software plays an indispensable part in reducing a staffing agency�s administrative burden. An enterprise's HR department can be freed of its day-to-day mundane activities and can allot more time to concentrate on their prime focus of business and goals.
It is an online web application that integrates an interactive career center to corporate website. They are generally built on PHP/MYSQL/Linux Platform that enables to quickly deploy a fully functional career site customized to requirement.
It automates the entire hiring process from creating job requisitions to posting job requirements, attracting candidates, qualifying job seekers; resume processing, and final selection.
From easy-to-use online application forms to easy-to-search resume databases, ATS can handle entire candidate tracking. Many companies with complex recruitment requirements have implemented this system to streamline the recruitment cycle. This applicant tracking system has multiple modules and is customized to meet specific needs.
2) Applicant Tracking System
An Applicant Tracking System (ATS) is a software application that enables the electronic handling of recruitment needs. An ATS can be implemented on an Enterprise or small business level, depending on the needs of the company. They are designed for recruitment tracking purposes.
The principal function of an ATS is to provide a central location and database for a company's recruitment efforts. ATS are built to better assist management of resumes and applicant information. Data is either collected from internal applications via the ATS front-end, located on the company website or is extracted from applicants on job boards. The majority of job and resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software providers to provide parsing support and ease of data migration from one system to another. Modern ATS systems, such as threehats, allow applicants to be sourced from the companies own database of past job applicants.
Another benefit of an applicant tracking system is analyzing and coordinating recruitment efforts - managing the conceptual structure known as Human Capital. A corporate career site or company specific job board module may be offered, allowing companies to provide opportunities to internal candidates prior to external recruitment efforts. Candidates may be identified via preexisting data or through information garnered through other means. This data is typically stored for search and retrieval processes. ATS systems have expanded ATS offerings that include off-site, encrypted resume and data storage, legally required by Equal Opportunity Employment Laws.
Dipinder Singh
MBA 1A
From India, Chandigarh
Hello ma'am,
Below are systems that make the HR department's job easier.
1) Vendor Management System
A Vendor Management System is a web-based application that helps organizations manage and procure staffing services temporarily, permanently, or on a contract basis. Vendor Management Systems generally include features such as consolidated billing, order distribution, and advanced reporting features that outclass manual systems and processes.
Other innovative web-based Vendor Management Systems centralize the complicated issues involved in the staffing process. The application provides companies with instant and complete access to a large volume of affordable and qualified human resources, readily available when they need to quickly acquire staff or manage long-term growth. They are developed to control the entire staffing procedures, management process, and to eliminate the inefficiencies and problems that can occur in managing a workforce. This helps in building and maintaining a database of vendors to benefit a particular company.
Typical benefits of VMS include:
• Streamlined requisition approval workflow
• Reduced time-to-fill cycle times
• Bill rate standardization/management
• Optimization of supplier base
• Consolidated invoicing
• Improved security and asset management
• Availability of vendor performance metrics
• Visibility and cost control over maverick spend
• 10-20% reduction in contingent labor spend
2) Performance and appraisal management software
These enable mapping of employees as well as role competencies to ensure goal alignment and cascading goals. As an automated, employee self-service system, they improve performance through frequent reviews and feedback to employees and give managers time to correct performance in time. Collating individual employee ratings for the elimination of several biases, normalization of ratings, and eventually translating performance ratings into bonuses, variable pay, increments, and promotions can be a daunting task that takes over the lives of the HR team.
Benefits to the Organization
• Create, execute, and analyze an automated, effortless, and efficient performance appraisal process.
• At-a-glance goal-setting to align individual goals to the organization's vision.
Benefits to HR
• Flexibility to choose from KRA, competence, or Balanced Scorecard method-based performance management systems.
• Track deviations in performance at a macro level and plan course correction
• Save HR time by executing a paperless appraisal process.
Benefits to Employees and Managers
• Ensure confidentiality of the appraisal process
• File appraisal forms and get review results online
• Keep track of career growth for better planning
• Get easy access to KRAs to keep performance on track
Japneet Kaur
MBA 1 A
From India, Chandigarh
Below are systems that make the HR department's job easier.
1) Vendor Management System
A Vendor Management System is a web-based application that helps organizations manage and procure staffing services temporarily, permanently, or on a contract basis. Vendor Management Systems generally include features such as consolidated billing, order distribution, and advanced reporting features that outclass manual systems and processes.
Other innovative web-based Vendor Management Systems centralize the complicated issues involved in the staffing process. The application provides companies with instant and complete access to a large volume of affordable and qualified human resources, readily available when they need to quickly acquire staff or manage long-term growth. They are developed to control the entire staffing procedures, management process, and to eliminate the inefficiencies and problems that can occur in managing a workforce. This helps in building and maintaining a database of vendors to benefit a particular company.
Typical benefits of VMS include:
• Streamlined requisition approval workflow
• Reduced time-to-fill cycle times
• Bill rate standardization/management
• Optimization of supplier base
• Consolidated invoicing
• Improved security and asset management
• Availability of vendor performance metrics
• Visibility and cost control over maverick spend
• 10-20% reduction in contingent labor spend
2) Performance and appraisal management software
These enable mapping of employees as well as role competencies to ensure goal alignment and cascading goals. As an automated, employee self-service system, they improve performance through frequent reviews and feedback to employees and give managers time to correct performance in time. Collating individual employee ratings for the elimination of several biases, normalization of ratings, and eventually translating performance ratings into bonuses, variable pay, increments, and promotions can be a daunting task that takes over the lives of the HR team.
Benefits to the Organization
• Create, execute, and analyze an automated, effortless, and efficient performance appraisal process.
• At-a-glance goal-setting to align individual goals to the organization's vision.
Benefits to HR
• Flexibility to choose from KRA, competence, or Balanced Scorecard method-based performance management systems.
• Track deviations in performance at a macro level and plan course correction
• Save HR time by executing a paperless appraisal process.
Benefits to Employees and Managers
• Ensure confidentiality of the appraisal process
• File appraisal forms and get review results online
• Keep track of career growth for better planning
• Get easy access to KRAs to keep performance on track
Japneet Kaur
MBA 1 A
From India, Chandigarh
Good Evening, Ma'am
Web Portals: Information overload only seems to grow worse. Intranets have only contributed to the problem by dumping too much useless information into workers' laps. Portals and desktop dashboards—which serve up relevant and desired content—can go a long way toward alleviating the problem.
The Mobile Web: As PDAs and digital phones become a fixture in the corporate world, the next step in the evolution of the devices is wireless access to the Web and to corporate data. Already, a wave of Internet sites offer access to news, personal information, and more through PDAs and the mini-browsers on Web-enabled phones relying on the wireless application protocol (WAP).
E-Procurement: Within many organizations, procurement represents one of the last bastions of inefficiency. Employees place orders for everything from paper clips to chemicals through a disorganized network of suppliers. That's changing fast. Paper catalogs, stacks of forms, and dealing with numerous vendors are giving way to online ordering. It's quick, efficient, and saves a ton of money. By installing electronic systems that automate the purchase process—and in some cases, find the lowest prices—forward-thinking HR departments are ushering in a new era of speed, efficiency, and cost savings.
Regards,
Gurinder Singh
MBA - 1A
From India, Kanpur
Web Portals: Information overload only seems to grow worse. Intranets have only contributed to the problem by dumping too much useless information into workers' laps. Portals and desktop dashboards—which serve up relevant and desired content—can go a long way toward alleviating the problem.
The Mobile Web: As PDAs and digital phones become a fixture in the corporate world, the next step in the evolution of the devices is wireless access to the Web and to corporate data. Already, a wave of Internet sites offer access to news, personal information, and more through PDAs and the mini-browsers on Web-enabled phones relying on the wireless application protocol (WAP).
E-Procurement: Within many organizations, procurement represents one of the last bastions of inefficiency. Employees place orders for everything from paper clips to chemicals through a disorganized network of suppliers. That's changing fast. Paper catalogs, stacks of forms, and dealing with numerous vendors are giving way to online ordering. It's quick, efficient, and saves a ton of money. By installing electronic systems that automate the purchase process—and in some cases, find the lowest prices—forward-thinking HR departments are ushering in a new era of speed, efficiency, and cost savings.
Regards,
Gurinder Singh
MBA - 1A
From India, Kanpur
Good evening, ma'am,
Here I am talking about e-HRM.
E-HRM is a way of implementing HR strategies, policies, and practices in organizations through a conscious and directed support of web-technology-based channels. The word 'implementing' in this context has a broad meaning, such as making something work, putting something into practice, or having something realized. E-HRM, therefore, is a concept - a way of 'doing' HRM.
Advantages of the e-HRM business solution:
1. Gradual implementation
2. Adaptability to any client
3. Collection of information as the basis for strategic decision-making
4. Integral support for the management of human resources and all other basic and support processes within the company
5. Prompt insight into reporting and analysis
6. A more dynamic workflow in the business process, productivity, and employee satisfaction
7. A decisive step towards a paperless office
8. Lower business costs
Companies already implemented e-HR Strategy:
1. Dow Chemicals
2. ABN-AMRO
3. Ford Motor Company
4. IBM
From India, Mumbai
Here I am talking about e-HRM.
E-HRM is a way of implementing HR strategies, policies, and practices in organizations through a conscious and directed support of web-technology-based channels. The word 'implementing' in this context has a broad meaning, such as making something work, putting something into practice, or having something realized. E-HRM, therefore, is a concept - a way of 'doing' HRM.
Advantages of the e-HRM business solution:
1. Gradual implementation
2. Adaptability to any client
3. Collection of information as the basis for strategic decision-making
4. Integral support for the management of human resources and all other basic and support processes within the company
5. Prompt insight into reporting and analysis
6. A more dynamic workflow in the business process, productivity, and employee satisfaction
7. A decisive step towards a paperless office
8. Lower business costs
Companies already implemented e-HR Strategy:
1. Dow Chemicals
2. ABN-AMRO
3. Ford Motor Company
4. IBM
From India, Mumbai
Subject - Re: technological impact on HR
Hello Mam ,
CONCEPT OF eHR and ESS
eHR is a means of electronically integrating and communicating HR-related data, information, tools and transactions. For mid-size businesses it simply means evolving traditional human resources transaction processing methods by using powerful HR software combined with two widely available and inexpensive business communication
3
technologies: E-mail and the Internet. The first step in automating HR is substituting software for manual paperwork, file cabinets, and spreadsheets. eHR is the next logical step in HR automation � that is, using intelligent email alerts and Web-based Employee Self-Service to automate the key information and process flows that are critical to successfully managing your human capital. eHR basically says to the small and mid size business: �You already invested in e-mail and the Internet. They are not expensive or complex. Why not put them to work for you in HR?�
Internet Recruiting
The Connected eHR Concept
Intranet
Internet
Report Distribution
Manager
Self-Service
Email Alerts
Employee
Self-Service
Word Processing & Spreadsheets
Employee
Benefit Providers
Recruiting
Training
Payroll
Common
Database
Human
Resources
An Employee Self-Service (ESS) system gives employees and managers online access to their benefits information, company and personal information, paycheck information, and more. Employees view, create, and maintain information from work or home by using a Web browser over the Internet or the company intranet. ESS is an effective and low cost way to make HR services available to employees.
BY
YOGESH BHATT
MBA 1(A)
From India, Mumbai
Hello Mam ,
CONCEPT OF eHR and ESS
eHR is a means of electronically integrating and communicating HR-related data, information, tools and transactions. For mid-size businesses it simply means evolving traditional human resources transaction processing methods by using powerful HR software combined with two widely available and inexpensive business communication
3
technologies: E-mail and the Internet. The first step in automating HR is substituting software for manual paperwork, file cabinets, and spreadsheets. eHR is the next logical step in HR automation � that is, using intelligent email alerts and Web-based Employee Self-Service to automate the key information and process flows that are critical to successfully managing your human capital. eHR basically says to the small and mid size business: �You already invested in e-mail and the Internet. They are not expensive or complex. Why not put them to work for you in HR?�
Internet Recruiting
The Connected eHR Concept
Intranet
Internet
Report Distribution
Manager
Self-Service
Email Alerts
Employee
Self-Service
Word Processing & Spreadsheets
Employee
Benefit Providers
Recruiting
Training
Payroll
Common
Database
Human
Resources
An Employee Self-Service (ESS) system gives employees and managers online access to their benefits information, company and personal information, paycheck information, and more. Employees view, create, and maintain information from work or home by using a Web browser over the Internet or the company intranet. ESS is an effective and low cost way to make HR services available to employees.
BY
YOGESH BHATT
MBA 1(A)
From India, Mumbai
Hello ma'am,
Technological factors can lower barriers to entry, reduce minimum efficient production levels, and influence outsourcing decisions. Some technological factors include:
- R&D activity
- automation
- technology incentives
- rate of technological change
Regards,
Lovish Goel
From India, Moga
Technological factors can lower barriers to entry, reduce minimum efficient production levels, and influence outsourcing decisions. Some technological factors include:
- R&D activity
- automation
- technology incentives
- rate of technological change
Regards,
Lovish Goel
From India, Moga
Hello Madam,
Technology is very helpful in reducing costs in different organizations. Below are examples of technologies that are used in organizations:
Relational Database Management System:
These systems are very useful in storing the entire data of the company in one place. It reduces the cost of manually sending data from one place to another. There is one central server that controls the flow of data to different locations. Examples of RDBMS include Oracle and MySQL.
Videoconferencing:
Instead of visiting different locations to meet your clients, you can meet them through videoconferencing. It will save your time as well as money.
Ravninder Jit Singh MBA 1(A)
From India, Ahmadabad
Technology is very helpful in reducing costs in different organizations. Below are examples of technologies that are used in organizations:
Relational Database Management System:
These systems are very useful in storing the entire data of the company in one place. It reduces the cost of manually sending data from one place to another. There is one central server that controls the flow of data to different locations. Examples of RDBMS include Oracle and MySQL.
Videoconferencing:
Instead of visiting different locations to meet your clients, you can meet them through videoconferencing. It will save your time as well as money.
Ravninder Jit Singh MBA 1(A)
From India, Ahmadabad
Good evening, ma'am,
Organizations are greatly influenced by changes taking place in the internal as well as external environment. Today's labor force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability, and other cultural factors. The managerial challenge is learning how to take advantage of this diversity while fostering cooperation and cohesiveness among dissimilar employees.
The impact of new technology on the total number of jobs available has been quite devastating. It has placed power in the hands of a small group of elite people in most large-scale organizations. The new technology generally compels people to learn a new set of skills altogether and also learn to work together in project teams time and again.
From India, Ludhiana
Organizations are greatly influenced by changes taking place in the internal as well as external environment. Today's labor force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability, and other cultural factors. The managerial challenge is learning how to take advantage of this diversity while fostering cooperation and cohesiveness among dissimilar employees.
The impact of new technology on the total number of jobs available has been quite devastating. It has placed power in the hands of a small group of elite people in most large-scale organizations. The new technology generally compels people to learn a new set of skills altogether and also learn to work together in project teams time and again.
From India, Ludhiana
Good evening, ma'am,
Top HR technologies:
The technologies making the biggest impact in the HR market at present are:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software
mba-1(a)
From India, Chandigarh
Top HR technologies:
The technologies making the biggest impact in the HR market at present are:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software
mba-1(a)
From India, Chandigarh
Hello ma'm
Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual�s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance.
A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Exa-mples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Automate HR portals and access to be provided to employees on line- With so many employees per organisation things have changed drastically and it become imperative that more and more automation is resorted to, to avoid manual errors and goof ups by HR.
One company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (�Tips,� 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.
Also, In order for Shaw�s to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw�s decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues
One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.
IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, the employees enjoy working with the online plan.IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.
Narinder Kumar
MBA1(A)
From India, Bhatinda
Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual�s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance.
A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Exa-mples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Automate HR portals and access to be provided to employees on line- With so many employees per organisation things have changed drastically and it become imperative that more and more automation is resorted to, to avoid manual errors and goof ups by HR.
One company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (�Tips,� 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.
Also, In order for Shaw�s to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw�s decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues
One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.
IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, the employees enjoy working with the online plan.IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.
Narinder Kumar
MBA1(A)
From India, Bhatinda
Hello ma'am,
How are today's organizations using technology to support their HR functions? What steps should be taken in introducing a new system, and what issues need to be considered? And how can technology enhance HR's contribution to the business?
As technology improves, organizations are using HRIS to support and manage an increasing number of HR processes and functions. Once just a tool used for administrative and recording purposes, e-HR now encompasses a variety of applications in recruitment and selection, flexible benefits, development, and e-learning. Today, technology supports integrated call centers, shared services, and self-service environments.
This report examines the use of technology in nine public, private, and not-for-profit sector organizations, focusing on its impact on:
- the efficient delivery and support of HR activity and processes
- employee communications and engagement
- the changing role and skills of HR and other managers.
Benefits for you:
- practical examples and lessons learned from detailed case studies
- an outline of the process involved in planning for and developing an HRIS
- an examination of the drivers for introducing new technology
- guidance on preparing a business case.
Regards,
Simranpreet Singh
MBA 1-A
From India, Ludhiana
How are today's organizations using technology to support their HR functions? What steps should be taken in introducing a new system, and what issues need to be considered? And how can technology enhance HR's contribution to the business?
As technology improves, organizations are using HRIS to support and manage an increasing number of HR processes and functions. Once just a tool used for administrative and recording purposes, e-HR now encompasses a variety of applications in recruitment and selection, flexible benefits, development, and e-learning. Today, technology supports integrated call centers, shared services, and self-service environments.
This report examines the use of technology in nine public, private, and not-for-profit sector organizations, focusing on its impact on:
- the efficient delivery and support of HR activity and processes
- employee communications and engagement
- the changing role and skills of HR and other managers.
Benefits for you:
- practical examples and lessons learned from detailed case studies
- an outline of the process involved in planning for and developing an HRIS
- an examination of the drivers for introducing new technology
- guidance on preparing a business case.
Regards,
Simranpreet Singh
MBA 1-A
From India, Ludhiana
Good evening, ma'am,
HR and Technology
Human Resource Management Systems (HRMS) provide a link between human resource management and information technology. IT is being used by HR to benefit almost every aspect of its day-to-day operations. With HR technology constantly improving and costs continuing to decline in many instances, it is inevitable that implementation of these applications will continue to rise.
Advantages Of Technology in HR -
• Employee self-service gives employees access to details about their payroll and pension information from any web-based location along with the ability to make changes.
• CVs can be sent online, which are then forwarded to a centralized pool for the recruiters to evaluate.
• Software can be deployed to manage areas such as internal mobility, appraisal management, succession planning, package review, and personal development.
• E-recruitment and performance management software are also helping to dramatically improve HR's ability to carry out effective people relationship management (PRM) and improve their organization's employer brand.
• It also enables them to move away from subjective people management to objective and efficient people management to the great benefit of the employee/candidate.
• Applicant tracking systems provide a cost-effective solution to these common problems.
• Reduces a lot of paperwork.
Disadvantages of technology in HR -
• The problem can arise when organizations rely more on process technology as an alternative to human interaction.
• There can be a loss of quality talent.
• Most organizations are not measuring the ROI for HR technology systems, and thus some are finding making the case for HR technology problematic.
However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact. So, the balance must be maintained between IT and the human touch.
Top HR Technologies
The technologies making the biggest impact in the HR market at present are:
• Employee self-service
• Workflow technologies
• Vendor management systems
• Applicant tracking systems
• Hiring management systems
• E-recruitment software
• Internal mobility software
• Performance and appraisal management software
• Succession planning software
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software
The above technologies are used by all major companies nowadays like Trident, Infosys, Wipro, Tata Consultancy Services.
Regards,
Shaveta Gupta
MBA - 1 (A)
PCTE
From India, Ludhiana
HR and Technology
Human Resource Management Systems (HRMS) provide a link between human resource management and information technology. IT is being used by HR to benefit almost every aspect of its day-to-day operations. With HR technology constantly improving and costs continuing to decline in many instances, it is inevitable that implementation of these applications will continue to rise.
Advantages Of Technology in HR -
• Employee self-service gives employees access to details about their payroll and pension information from any web-based location along with the ability to make changes.
• CVs can be sent online, which are then forwarded to a centralized pool for the recruiters to evaluate.
• Software can be deployed to manage areas such as internal mobility, appraisal management, succession planning, package review, and personal development.
• E-recruitment and performance management software are also helping to dramatically improve HR's ability to carry out effective people relationship management (PRM) and improve their organization's employer brand.
• It also enables them to move away from subjective people management to objective and efficient people management to the great benefit of the employee/candidate.
• Applicant tracking systems provide a cost-effective solution to these common problems.
• Reduces a lot of paperwork.
Disadvantages of technology in HR -
• The problem can arise when organizations rely more on process technology as an alternative to human interaction.
• There can be a loss of quality talent.
• Most organizations are not measuring the ROI for HR technology systems, and thus some are finding making the case for HR technology problematic.
However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact. So, the balance must be maintained between IT and the human touch.
Top HR Technologies
The technologies making the biggest impact in the HR market at present are:
• Employee self-service
• Workflow technologies
• Vendor management systems
• Applicant tracking systems
• Hiring management systems
• E-recruitment software
• Internal mobility software
• Performance and appraisal management software
• Succession planning software
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software
The above technologies are used by all major companies nowadays like Trident, Infosys, Wipro, Tata Consultancy Services.
Regards,
Shaveta Gupta
MBA - 1 (A)
PCTE
From India, Ludhiana
Hello, ma'am,
Following are the techniques used nowadays or will be used:
1. MICROSOFT SHAREPOINT: SharePoint 2010 is the Business Collaboration Platform for the Enterprise & the Web that enables you to connect & empower people through an integrated and rich set of features that can be deployed as an Intranet, Extranet, or Internet-facing solutions. It helps cut costs with a unified infrastructure while allowing you to rapidly respond to your business needs.
2. SOFTWARE OUTSOURCING: The benefits of outsourcing, whether it be software or any other service, remain the same. Cost-effectiveness is what companies look for when they outsource software development. It is very important for offshore service providers and clients to maintain a proper communication channel with each other besides taking care of the legal issues involved in offshore software outsourcing.
Other technologies used are:
- Internal Mobility Software
- Workflow Technologies
- Employee Self-Service
- Personal Development Software
- Career Planning Software
- Package Review Software
ASHISH GOEL
MBA-1A
From India, Chandigarh
Following are the techniques used nowadays or will be used:
1. MICROSOFT SHAREPOINT: SharePoint 2010 is the Business Collaboration Platform for the Enterprise & the Web that enables you to connect & empower people through an integrated and rich set of features that can be deployed as an Intranet, Extranet, or Internet-facing solutions. It helps cut costs with a unified infrastructure while allowing you to rapidly respond to your business needs.
2. SOFTWARE OUTSOURCING: The benefits of outsourcing, whether it be software or any other service, remain the same. Cost-effectiveness is what companies look for when they outsource software development. It is very important for offshore service providers and clients to maintain a proper communication channel with each other besides taking care of the legal issues involved in offshore software outsourcing.
Other technologies used are:
- Internal Mobility Software
- Workflow Technologies
- Employee Self-Service
- Personal Development Software
- Career Planning Software
- Package Review Software
ASHISH GOEL
MBA-1A
From India, Chandigarh
Hello Ma'am,
Technological effects can be clearly seen when computers entered the corporate world. Lots of downsizing took place because computers could handle most of the tasks. A job that required 2-4 people could be accomplished by just one person with the help of computers. For example, an accounting package could be used to manage multiple tasks as manual entries and paperwork were reduced. Outsourcing work also helps in cutting down costs. For U.S.-based companies, it is more expensive to hire a person in the U.S. than in India, so many companies outsource their work to cheaper locations.
The main impact of VPAs is the reduction of jobs because there is no need to hire permanent employees. Companies decrease job positions by utilizing VPAs for work at a lower cost. Technological advancements have improved communication, transformed learning methods, and expanded our capabilities. Whether it involves inventing a new machine, enhancing an existing one, or discovering new applications for technology, the field is continually evolving and expanding. HR functions are being performed in the era of high technological advancements for conducting business processes over high-speed communication channels, known as e-business in today's market.
From India, Delhi
Technological effects can be clearly seen when computers entered the corporate world. Lots of downsizing took place because computers could handle most of the tasks. A job that required 2-4 people could be accomplished by just one person with the help of computers. For example, an accounting package could be used to manage multiple tasks as manual entries and paperwork were reduced. Outsourcing work also helps in cutting down costs. For U.S.-based companies, it is more expensive to hire a person in the U.S. than in India, so many companies outsource their work to cheaper locations.
The main impact of VPAs is the reduction of jobs because there is no need to hire permanent employees. Companies decrease job positions by utilizing VPAs for work at a lower cost. Technological advancements have improved communication, transformed learning methods, and expanded our capabilities. Whether it involves inventing a new machine, enhancing an existing one, or discovering new applications for technology, the field is continually evolving and expanding. HR functions are being performed in the era of high technological advancements for conducting business processes over high-speed communication channels, known as e-business in today's market.
From India, Delhi
hello, mam
Technology has great impact on HR.......
Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual�s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content.
A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Exa-mples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Again, it is critical to consider these aspects of technology use in performance management within a framework of appraisal satisfaction. We will address the second application of technology to performance management in the next section of this chapter.
In 1993, computerised performance reports evaluated the work of approximately ten million workers in the United States (Hawk, 1994). Although estimates vary, by the end of the twentieth century this number may have reached at least twenty-seven million workers (DeTienne & Abbot, 1993; Staunton & Barnes-Farrell, 1996). Computerised performance monitoring (CPM) technology facilitates data collection by counting the number of work units completed per time period, number and length of times a terminal is left idle, number of keystrokes, error rates, time spent on various tasks, and so fourth.
Regards
Sourav Sethi
MBA 1-A
From India, Kanpur
Technology has great impact on HR.......
Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual�s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content.
A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Exa-mples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Again, it is critical to consider these aspects of technology use in performance management within a framework of appraisal satisfaction. We will address the second application of technology to performance management in the next section of this chapter.
In 1993, computerised performance reports evaluated the work of approximately ten million workers in the United States (Hawk, 1994). Although estimates vary, by the end of the twentieth century this number may have reached at least twenty-seven million workers (DeTienne & Abbot, 1993; Staunton & Barnes-Farrell, 1996). Computerised performance monitoring (CPM) technology facilitates data collection by counting the number of work units completed per time period, number and length of times a terminal is left idle, number of keystrokes, error rates, time spent on various tasks, and so fourth.
Regards
Sourav Sethi
MBA 1-A
From India, Kanpur
Hello Mam,
In today�s Internet and Technology, entire world, HR departments can leverage technology to reduce costs and increase efficiency. Bluefin�s Self Service Starter Package helps to achieve this. It empowers employees to self service & manages their personal information & provides manager�s immediate access to vital analytical reports and team information. It provides role based self service functions and significantly reduces the time HR spends on repetitive administration tasks.
1. Reduce HR costs through greater efficiency and increased productivity: SAP Self Service lower costs by reducing the time HR spends on administrative activities such as manual paper based changes to employees address details, bank details and other data. Some companies have seen up to 50% reduction in HR administration costs per employee.
ESS(Employee Self Service)
� Maintain personal information such as bank, emergency contact details
� View remaining leave entitlement & initiate leave requests
MSS( Managers Self Service)
� Access teams and employees data for example: a list of team members and their promotions, summery of employee information and so on.
� Reporting � enables managers to execute pre defined reports e.g salary reporting
� Workflow approval for leave requests and cancellation
� Company branded portal
2. Companies are targeting employee fitness to contain health care costs creating individualized plans using wearable technology and websites. Companies such as Intel, Papa John International, Timberland and International Paper are signing up for memberships on websites that provide information about fitness and nutrition. They are conducting health screenings & tracing staff�s workouts. Some companies are even giving workers pedometers to track how many steps they take. The main reason is to contain employees medical costs as companies have to pay huge amounts to insurers for health costs of their employees so they can reduce their health care expenses.
� Shape Up the Nation online services from virgin group is another service which have helped in participation in wellness programs by offering incentives to employees to reduce their health care costs.
3. Some other factors can be:
� Shared services and outsourcing
� Master data management
Regards
Isha dharmani
From India, Ludhiana
In today�s Internet and Technology, entire world, HR departments can leverage technology to reduce costs and increase efficiency. Bluefin�s Self Service Starter Package helps to achieve this. It empowers employees to self service & manages their personal information & provides manager�s immediate access to vital analytical reports and team information. It provides role based self service functions and significantly reduces the time HR spends on repetitive administration tasks.
1. Reduce HR costs through greater efficiency and increased productivity: SAP Self Service lower costs by reducing the time HR spends on administrative activities such as manual paper based changes to employees address details, bank details and other data. Some companies have seen up to 50% reduction in HR administration costs per employee.
ESS(Employee Self Service)
� Maintain personal information such as bank, emergency contact details
� View remaining leave entitlement & initiate leave requests
MSS( Managers Self Service)
� Access teams and employees data for example: a list of team members and their promotions, summery of employee information and so on.
� Reporting � enables managers to execute pre defined reports e.g salary reporting
� Workflow approval for leave requests and cancellation
� Company branded portal
2. Companies are targeting employee fitness to contain health care costs creating individualized plans using wearable technology and websites. Companies such as Intel, Papa John International, Timberland and International Paper are signing up for memberships on websites that provide information about fitness and nutrition. They are conducting health screenings & tracing staff�s workouts. Some companies are even giving workers pedometers to track how many steps they take. The main reason is to contain employees medical costs as companies have to pay huge amounts to insurers for health costs of their employees so they can reduce their health care expenses.
� Shape Up the Nation online services from virgin group is another service which have helped in participation in wellness programs by offering incentives to employees to reduce their health care costs.
3. Some other factors can be:
� Shared services and outsourcing
� Master data management
Regards
Isha dharmani
From India, Ludhiana
Hello Ma'am,
Technology is very helpful in reducing costs in different organizations. Below are examples of technologies used in organizations.
INTERNET-
The Internet, based on computer technology, has drawn a great deal of interest in the field of human resources. This paper will project, given today's attitude toward Human Resources departments, to what extent Internet technologies will impact HR departments in the future. To do that, it is essential to provide an overview of the current status of software and the Internet. Using the Boolean terms "Human Resources Management Software" gives a more reasonable universe of some 20,000 sites featuring software for Human Resource Management. It is already known that the computer and the Internet are being used to automate most of the related tasks of an HR department of any organization. The automated systems in place strive to reduce paperwork and streamline all the functions of the Personnel Department while interacting with other departments or with other branches of the organization.
VIDEOCONFERENCING-
This report analyzes the various influences of video conferencing, both positive and negative, and evaluates its usefulness in organizations. One of the major points of discussion is how face-to-face meetings, whether virtual or physical, have been affected by the embracing of this new technology by various organizations and groups.
Regards,
Prabhjot Singh
MBA-1A
From India, Kanpur
Technology is very helpful in reducing costs in different organizations. Below are examples of technologies used in organizations.
INTERNET-
The Internet, based on computer technology, has drawn a great deal of interest in the field of human resources. This paper will project, given today's attitude toward Human Resources departments, to what extent Internet technologies will impact HR departments in the future. To do that, it is essential to provide an overview of the current status of software and the Internet. Using the Boolean terms "Human Resources Management Software" gives a more reasonable universe of some 20,000 sites featuring software for Human Resource Management. It is already known that the computer and the Internet are being used to automate most of the related tasks of an HR department of any organization. The automated systems in place strive to reduce paperwork and streamline all the functions of the Personnel Department while interacting with other departments or with other branches of the organization.
VIDEOCONFERENCING-
This report analyzes the various influences of video conferencing, both positive and negative, and evaluates its usefulness in organizations. One of the major points of discussion is how face-to-face meetings, whether virtual or physical, have been affected by the embracing of this new technology by various organizations and groups.
Regards,
Prabhjot Singh
MBA-1A
From India, Kanpur
Hello, ma'am,
Technology has a great impact on HR. It helps in reducing costs in different organizations. Reducing HR costs through greater efficiency and increased productivity: SAP Self Service lowers costs by reducing the time HR spends on administrative activities such as manual paper-based changes to employees' address details, bank details, and other data. Some companies have seen up to a 50% reduction in HR administration costs per employee.
As technology improves, organizations are using HR information systems to support and manage an increasing number of HR processes and functions. Where e-HR was at one time simply a tool used for administrative and recording processes, it can now encompass a variety of applications, for example, recruitment and selection, e-learning, flexible benefits. It also supports integrated call centers, shared services, and self-service environments. It can be an important aspect of any changes to the structural design and operation of the HR function.
The research has involved a comprehensive review of the literature in this area and ten in-depth case study reviews with a range of stakeholders in a variety of organizations within the private, public, and not-for-profit sectors, including Nortel, BskyB, Crown Prosecution Service, Cancer Research UK.
There is no doubt that the implementation of IT within HR is a complex matter and the implications and impact will differ according to the nature of both the organization and the technology. However, there are a number of principles that hold true across organizations and technological solutions.
The focus of the research project has been on the use and impact of technology on three main areas: the efficient delivery and support of HR activity and processes, employee communications and engagement, the changing role and skills of HR and other managers.
Benefits for you:
- practical examples and lessons learned from detailed case studies
- an outline of the process involved in planning for and developing an HRIS
- an examination of the drivers for introducing new technology
- guidance on preparing a business case.
Regards,
Gourav Bulandi
MBA-1A
From India, Kanpur
Technology has a great impact on HR. It helps in reducing costs in different organizations. Reducing HR costs through greater efficiency and increased productivity: SAP Self Service lowers costs by reducing the time HR spends on administrative activities such as manual paper-based changes to employees' address details, bank details, and other data. Some companies have seen up to a 50% reduction in HR administration costs per employee.
As technology improves, organizations are using HR information systems to support and manage an increasing number of HR processes and functions. Where e-HR was at one time simply a tool used for administrative and recording processes, it can now encompass a variety of applications, for example, recruitment and selection, e-learning, flexible benefits. It also supports integrated call centers, shared services, and self-service environments. It can be an important aspect of any changes to the structural design and operation of the HR function.
The research has involved a comprehensive review of the literature in this area and ten in-depth case study reviews with a range of stakeholders in a variety of organizations within the private, public, and not-for-profit sectors, including Nortel, BskyB, Crown Prosecution Service, Cancer Research UK.
There is no doubt that the implementation of IT within HR is a complex matter and the implications and impact will differ according to the nature of both the organization and the technology. However, there are a number of principles that hold true across organizations and technological solutions.
The focus of the research project has been on the use and impact of technology on three main areas: the efficient delivery and support of HR activity and processes, employee communications and engagement, the changing role and skills of HR and other managers.
Benefits for you:
- practical examples and lessons learned from detailed case studies
- an outline of the process involved in planning for and developing an HRIS
- an examination of the drivers for introducing new technology
- guidance on preparing a business case.
Regards,
Gourav Bulandi
MBA-1A
From India, Kanpur
Good evening, ma'am. Please check this out.
THE CONCEPT OF e-HR
The e-HR solutions that have the biggest budget impact are the ones that affect the most people the most often. That's why it's smart to focus on transactions that are performed thousands of times a year.
Most companies have added various new e-HR technologies and applications at different times, resulting in each employee having a handful of passwords and user IDs. A simple inconvenience, until you consider the fact that every employee call to IT costs an average of $33, according to Forrester Research. That's $33 every time someone forgets a password to access e-mail. Another $33 when he can't sign on to the intranet. And another $33 when he realizes there's an HR portal but has no idea how to get into his personalized information there.
the solution:
Create a single sign-on approach. One password and one ID for each employee. It reduces IT time, and it simplifies the creation and deletion of employee sign-on data. Companies not ready to tackle a single sign-on project might start by adding a password-recovery feature to their web-based applications, allowing employees to retrieve passwords by e-mail or other forms of credentials.
Maximizing your company's investments in e-HR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the e-HR solutions that have the greatest impact on the budget are the ones that affect the most people the most often, like shaving a few dollars off the transaction that is performed 1,000 times per month. Sticking to the small details like those cited above may seem dull, but the results are definitely exciting.
Rishabh
MBA 1A
From India, Ludhiana
THE CONCEPT OF e-HR
The e-HR solutions that have the biggest budget impact are the ones that affect the most people the most often. That's why it's smart to focus on transactions that are performed thousands of times a year.
Most companies have added various new e-HR technologies and applications at different times, resulting in each employee having a handful of passwords and user IDs. A simple inconvenience, until you consider the fact that every employee call to IT costs an average of $33, according to Forrester Research. That's $33 every time someone forgets a password to access e-mail. Another $33 when he can't sign on to the intranet. And another $33 when he realizes there's an HR portal but has no idea how to get into his personalized information there.
the solution:
Create a single sign-on approach. One password and one ID for each employee. It reduces IT time, and it simplifies the creation and deletion of employee sign-on data. Companies not ready to tackle a single sign-on project might start by adding a password-recovery feature to their web-based applications, allowing employees to retrieve passwords by e-mail or other forms of credentials.
Maximizing your company's investments in e-HR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the e-HR solutions that have the greatest impact on the budget are the ones that affect the most people the most often, like shaving a few dollars off the transaction that is performed 1,000 times per month. Sticking to the small details like those cited above may seem dull, but the results are definitely exciting.
Rishabh
MBA 1A
From India, Ludhiana
Hello mam,
Technology has great impact on flexibility for HR or reduction in the cost of employees.
like:-
HR BPO Services
� Payroll Processing
� Recruitment Process Outsourcing
� Learning Process Outsourcing
� Benefits Administration
� Employee Life Events Data/Records Management
� HR Helpdesk
� Payroll Solutions
� HR Portals & HR-Analytics
� Enterprise Learning System
� HR SOFTWARE
� TIME AND ATTENDENCE SOFTWARE
� PAYROLL SOFTWARE OR SERVICE
Software programs, such as Oracle HR Intelligence also one of the technology which reduces cost of employees.............
Regards
Sanjeev Kumar Jasrotia
MBA 1-A
From India, Chandigarh
Technology has great impact on flexibility for HR or reduction in the cost of employees.
like:-
HR BPO Services
� Payroll Processing
� Recruitment Process Outsourcing
� Learning Process Outsourcing
� Benefits Administration
� Employee Life Events Data/Records Management
� HR Helpdesk
� Payroll Solutions
� HR Portals & HR-Analytics
� Enterprise Learning System
� HR SOFTWARE
� TIME AND ATTENDENCE SOFTWARE
� PAYROLL SOFTWARE OR SERVICE
Software programs, such as Oracle HR Intelligence also one of the technology which reduces cost of employees.............
Regards
Sanjeev Kumar Jasrotia
MBA 1-A
From India, Chandigarh
Good Evening MAM,
Impact of Technology on HR
New skills required: As new technologies are developed and implemented there is an urgent need to upgrade existing employee�s skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally, there will be growing demand or workers with more sophisticated training and skills especially in emerging hot sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example service sector employees require different skills than those utilized in manufactured. They need strong interpersonal and communications skill as well as the ability to handle customer complaints in a flexible way.
. Recent technological advances as we all known in computers, lasers, robots, satellite networks, fiber optics , biometrics cloning, and other related areas have paved the way for significant operational improvements
HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time--time that's already scarce.
Technology affects the HR function by the following ways
1. With the advent of technology, jobs tend to become more intellectual or upgraded.
2. The employees who pick up and acquaint themselves with new technology, the job will be challenging and rewarding.
3. Technology lays down the requirements for much of the human interaction in organizations.
4. Jobholders will become highly professionalized and knowledgeable.
REGARDS:
GAURAV KUMAR GUPTA
MBA-IA
104972249404
From India, Kanpur
Impact of Technology on HR
New skills required: As new technologies are developed and implemented there is an urgent need to upgrade existing employee�s skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally, there will be growing demand or workers with more sophisticated training and skills especially in emerging hot sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example service sector employees require different skills than those utilized in manufactured. They need strong interpersonal and communications skill as well as the ability to handle customer complaints in a flexible way.
. Recent technological advances as we all known in computers, lasers, robots, satellite networks, fiber optics , biometrics cloning, and other related areas have paved the way for significant operational improvements
HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time--time that's already scarce.
Technology affects the HR function by the following ways
1. With the advent of technology, jobs tend to become more intellectual or upgraded.
2. The employees who pick up and acquaint themselves with new technology, the job will be challenging and rewarding.
3. Technology lays down the requirements for much of the human interaction in organizations.
4. Jobholders will become highly professionalized and knowledgeable.
REGARDS:
GAURAV KUMAR GUPTA
MBA-IA
104972249404
From India, Kanpur
Organisations are greatly influenced by changes taking place in the internal as well as the external environment. Today's labor force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability, and other cultural factors. The managerial challenge is learning how to take advantage of this diversity while fostering cooperation and cohesiveness among dissimilar employees.
The impact of new technology on the total number of jobs available has been quite devastating. It has placed power in the hands of a small group of elite people in most large-scale organizations. The new technology generally compels people to learn a new set of skills altogether and also learn to work together in project teams time and again.
Top HR Technologies
The technologies making the biggest impact in the HR market at present are:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software
Human Resources information technology is essential for companies to manage their benefits plans and their employee information. Benefits management technology is no longer a "nice to have," but a necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data.
The information technology can save everyone time and expense once he or she learns how to use it efficiently. Human Resources will be impacted more than any other department.
The Human Resource Department must be a leader in the implementation of emerging technologies. HR departments are harnessing technology to meet their goals to enhance efficiency and reduce costs, but most importantly, they are providing better service to their employees ("HR Logical").
Systems are being implemented in the organizations that allow Human Resource Departments to enhance their efficiency for the transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to actually maintain the data.
Regards,
Abhishek Walia
MBA-1A
From India, Ludhiana
The impact of new technology on the total number of jobs available has been quite devastating. It has placed power in the hands of a small group of elite people in most large-scale organizations. The new technology generally compels people to learn a new set of skills altogether and also learn to work together in project teams time and again.
Top HR Technologies
The technologies making the biggest impact in the HR market at present are:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software
Human Resources information technology is essential for companies to manage their benefits plans and their employee information. Benefits management technology is no longer a "nice to have," but a necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data.
The information technology can save everyone time and expense once he or she learns how to use it efficiently. Human Resources will be impacted more than any other department.
The Human Resource Department must be a leader in the implementation of emerging technologies. HR departments are harnessing technology to meet their goals to enhance efficiency and reduce costs, but most importantly, they are providing better service to their employees ("HR Logical").
Systems are being implemented in the organizations that allow Human Resource Departments to enhance their efficiency for the transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to actually maintain the data.
Regards,
Abhishek Walia
MBA-1A
From India, Ludhiana
Hi Mam
Technologies those make impact are:-
E-HR
Enterprise web 2.0
Benefits administration
HRIS
HRMS
Social media
Cloud computing
CRM management
Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways.
First, technology may facilitate measuring an individual�s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content.
A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Exa-mples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Regards
Gaurav Thakur
MBA 1-A
From India
Technologies those make impact are:-
E-HR
Enterprise web 2.0
Benefits administration
HRIS
HRMS
Social media
Cloud computing
CRM management
Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways.
First, technology may facilitate measuring an individual�s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content.
A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Exa-mples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Regards
Gaurav Thakur
MBA 1-A
From India
Technology has a great impact on flexibility for HR and reduction in the cost of employees.
e-HR reduces workload
HR technology is accomplishing its objectives, as shown in two studies. The most important of these for HR managers who are working their way up to becoming business partners are applications that enhance employee acquisition and development, succession planning, and performance measurements. These applications are valuable for more than just cost-saving features.
Other e-HR initiatives have a positive impact on data accuracy, quality improvement, and more cost-effective HR department operations.
Research and results can help you make a strong business case for your own HR technology initiatives. Here are the hard data results from these two studies:
HR department operations: According to the Towers Perrin sixth annual HR Service Delivery Survey, 60% of HR managers report that Web-based employee self-service (ESS) has reduced their department's administrative workload. Manager self-service has eased HR's administrative burden for nearly half of the respondents in a study involving nearly 200 of the world's leading organizations.
Additionally, HR departments have been able to eliminate other HR service delivery 'channels,' such as voice response systems and paper-based transactions, boosting hard-dollar savings through productivity improvements, notes Thomas Keebler, a Towers Perrin principal and expert in HR service delivery solutions.
Human Resource Outsourcing Services
Human Resource Outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR-related activities, which helps businesses cut costs, concentrate on core business, and ensure employee satisfaction.
Regards,
Harshdeep Singh
MBA 1 A
From India, Chandigarh
e-HR reduces workload
HR technology is accomplishing its objectives, as shown in two studies. The most important of these for HR managers who are working their way up to becoming business partners are applications that enhance employee acquisition and development, succession planning, and performance measurements. These applications are valuable for more than just cost-saving features.
Other e-HR initiatives have a positive impact on data accuracy, quality improvement, and more cost-effective HR department operations.
Research and results can help you make a strong business case for your own HR technology initiatives. Here are the hard data results from these two studies:
HR department operations: According to the Towers Perrin sixth annual HR Service Delivery Survey, 60% of HR managers report that Web-based employee self-service (ESS) has reduced their department's administrative workload. Manager self-service has eased HR's administrative burden for nearly half of the respondents in a study involving nearly 200 of the world's leading organizations.
Additionally, HR departments have been able to eliminate other HR service delivery 'channels,' such as voice response systems and paper-based transactions, boosting hard-dollar savings through productivity improvements, notes Thomas Keebler, a Towers Perrin principal and expert in HR service delivery solutions.
Human Resource Outsourcing Services
Human Resource Outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR-related activities, which helps businesses cut costs, concentrate on core business, and ensure employee satisfaction.
Regards,
Harshdeep Singh
MBA 1 A
From India, Chandigarh
E-HR
Hello ma'am,
Factors are:
- Enterprise web 2.0
- Benefits administration
- HRIS
- HRMS
- Social media
- Cloud computing
- CRM management
- HR BPO Services
- Payroll Processing
- Recruitment Process Outsourcing
- Learning Process Outsourcing
HR Portals & HR-Analytics
These are some factors that influence the flexibility of HR.
Regards,
Piyush Jolly
MBA 1-A
From India, Kanpur
Hello ma'am,
Factors are:
- Enterprise web 2.0
- Benefits administration
- HRIS
- HRMS
- Social media
- Cloud computing
- CRM management
- HR BPO Services
- Payroll Processing
- Recruitment Process Outsourcing
- Learning Process Outsourcing
HR Portals & HR-Analytics
These are some factors that influence the flexibility of HR.
Regards,
Piyush Jolly
MBA 1-A
From India, Kanpur
Subject: Re: Technological Impact on HR
Hello ma'am,
HRMS packages are collections of HR modules designed to minimize, if not eliminate, tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish.
Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions. The technologies making the biggest impact in the HR market at present are Employee self-service, Workflow technologies, Vendor management systems, Applicant tracking systems, Hiring management systems, E-recruitment software, Internal mobility software, Performance and appraisal management software, Succession planning software, Personal development software, Career planning software, Package review software, and Executives and key people management software.
Regards,
Kawalpreet Singh
MBA-1A
From India, Ludhiana
Hello ma'am,
HRMS packages are collections of HR modules designed to minimize, if not eliminate, tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish.
Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions. The technologies making the biggest impact in the HR market at present are Employee self-service, Workflow technologies, Vendor management systems, Applicant tracking systems, Hiring management systems, E-recruitment software, Internal mobility software, Performance and appraisal management software, Succession planning software, Personal development software, Career planning software, Package review software, and Executives and key people management software.
Regards,
Kawalpreet Singh
MBA-1A
From India, Ludhiana
Human resources professionals are upping their reliance on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating the acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management, and identity theft protection.
Biometric devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.
Technology is helping in eliminating the need for travel and commuting in CISCO SERVICES, which reduces the cost of recruitment.
During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.
Employers also are using technology to market job openings more strategically. Many capitalize on emerging technology like RSS—real simple syndication—allowing online postings to reach job seekers via email or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts.
Once an application comes in, many HR professionals tap desktop search engines such as Google to check backgrounds. A few employers check out workers' private blogs and entries they may have placed on social networking sites such as Facebook and MySpace. Others sign up for help from computerized background screening services.
Once a new hire comes on board, many HR professionals are relying on electronic onboarding systems to handle tasks including assigning packing passes, computers, uniforms, email addresses, and security badges. Some employers—particularly those with a scattered workforce—are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.
In the USA, outsourcing of functions in hospitals not directly related to the work of doctors and nurses (care of patients) has substantially increased the productivity of the hospitals and provided new opportunities for service employees.
In 2010, knowledge and information-based activities contributed to almost half of the gross national product and employed 47% of the American workforce. One could postulate that those numbers have increased over the last 30 years. As information has become an increasingly important feature in the business world, new technologies have become available to facilitate its use and dissemination. This has led to an ever-expanding and evolving field of information technology (IT).
Technology is also playing a pivotal role in the controversy regarding illegal immigration. Tens of thousands of employers are voluntarily using E-Verify, an Internet-powered tool offered free by the Social Security Administration and the U.S. Department of Homeland Security, to verify a match between employees' names, Social Security numbers, and immigration information.
SUMEET KUMAR JAISWAL
MBA 1A
From India, Pune
Biometric devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.
Technology is helping in eliminating the need for travel and commuting in CISCO SERVICES, which reduces the cost of recruitment.
During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.
Employers also are using technology to market job openings more strategically. Many capitalize on emerging technology like RSS—real simple syndication—allowing online postings to reach job seekers via email or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts.
Once an application comes in, many HR professionals tap desktop search engines such as Google to check backgrounds. A few employers check out workers' private blogs and entries they may have placed on social networking sites such as Facebook and MySpace. Others sign up for help from computerized background screening services.
Once a new hire comes on board, many HR professionals are relying on electronic onboarding systems to handle tasks including assigning packing passes, computers, uniforms, email addresses, and security badges. Some employers—particularly those with a scattered workforce—are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.
In the USA, outsourcing of functions in hospitals not directly related to the work of doctors and nurses (care of patients) has substantially increased the productivity of the hospitals and provided new opportunities for service employees.
In 2010, knowledge and information-based activities contributed to almost half of the gross national product and employed 47% of the American workforce. One could postulate that those numbers have increased over the last 30 years. As information has become an increasingly important feature in the business world, new technologies have become available to facilitate its use and dissemination. This has led to an ever-expanding and evolving field of information technology (IT).
Technology is also playing a pivotal role in the controversy regarding illegal immigration. Tens of thousands of employers are voluntarily using E-Verify, an Internet-powered tool offered free by the Social Security Administration and the U.S. Department of Homeland Security, to verify a match between employees' names, Social Security numbers, and immigration information.
SUMEET KUMAR JAISWAL
MBA 1A
From India, Pune
Hello ma'am,
Human resources professionals are increasing their reliance on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating the acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management, and identity theft protection.
Biometrics devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.
Technology is helping in eliminating the need for travel and commuting in CISCO SERVICES, which reduces the cost of recruitment.
During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.
Employers are also using technology to market job openings more strategically. Many capitalize on emerging technology like RSS—real simple syndication—allowing online postings to reach job seekers via email or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts.
Once an application comes in, many HR professionals tap desktop search engines such as Google to check backgrounds. A few employers check out workers' private blogs and entries they may have placed on social networking sites such as Facebook and MySpace. Others sign up for help from computerized background screening services.
Once a new hire comes on board, many HR professionals are relying on electronic onboarding systems to handle tasks including assigning packing passes, computers, uniforms, email addresses, and security badges. Some employers—particularly those with a scattered workforce—are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.
In the USA, outsourcing of functions in hospitals not directly related to the work of doctors and nurses (care of patients) has substantially increased the productivity of the hospitals and provided new opportunities for service employees.
In 2010, knowledge and information-based activities contributed to almost half of the gross national product and employed 47% of the American workforce. One could postulate that those numbers have increased over the last 30 years. As information has become an increasingly important feature in the business world, new technologies have become available to facilitate its use and dissemination. This has led to an ever-expanding and evolving field of information technology (IT).
Technology is also playing a pivotal role in the controversy regarding illegal immigration. Tens of thousands of employers are voluntarily using e-Verify, an Internet-powered tool offered free by the Social Security Administration and the U.S. Department of Homeland Security, to verify a match between employees' names, Social Security numbers, and immigration information.
Sumeet Kumar Jaiswal
MBA 1A
From India, Pune
Human resources professionals are increasing their reliance on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating the acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management, and identity theft protection.
Biometrics devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.
Technology is helping in eliminating the need for travel and commuting in CISCO SERVICES, which reduces the cost of recruitment.
During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.
Employers are also using technology to market job openings more strategically. Many capitalize on emerging technology like RSS—real simple syndication—allowing online postings to reach job seekers via email or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts.
Once an application comes in, many HR professionals tap desktop search engines such as Google to check backgrounds. A few employers check out workers' private blogs and entries they may have placed on social networking sites such as Facebook and MySpace. Others sign up for help from computerized background screening services.
Once a new hire comes on board, many HR professionals are relying on electronic onboarding systems to handle tasks including assigning packing passes, computers, uniforms, email addresses, and security badges. Some employers—particularly those with a scattered workforce—are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.
In the USA, outsourcing of functions in hospitals not directly related to the work of doctors and nurses (care of patients) has substantially increased the productivity of the hospitals and provided new opportunities for service employees.
In 2010, knowledge and information-based activities contributed to almost half of the gross national product and employed 47% of the American workforce. One could postulate that those numbers have increased over the last 30 years. As information has become an increasingly important feature in the business world, new technologies have become available to facilitate its use and dissemination. This has led to an ever-expanding and evolving field of information technology (IT).
Technology is also playing a pivotal role in the controversy regarding illegal immigration. Tens of thousands of employers are voluntarily using e-Verify, an Internet-powered tool offered free by the Social Security Administration and the U.S. Department of Homeland Security, to verify a match between employees' names, Social Security numbers, and immigration information.
Sumeet Kumar Jaiswal
MBA 1A
From India, Pune
Hello Madam,
HIGH TECHNOLOGY IN HRM
Human resources solution. This is a human resource information system. Web-based human resources software applications centralize and share all HR data and control information access. With this, you can set up and track all logistics:
- Recruitment
- Selection
- Absentees
- Terminations
- Application of metrics for attrition rate, etc.
Regards,
Ajay Pal Singh
MBA-1A
From India, Ludhiana
HIGH TECHNOLOGY IN HRM
Human resources solution. This is a human resource information system. Web-based human resources software applications centralize and share all HR data and control information access. With this, you can set up and track all logistics:
- Recruitment
- Selection
- Absentees
- Terminations
- Application of metrics for attrition rate, etc.
Regards,
Ajay Pal Singh
MBA-1A
From India, Ludhiana
The increased use of HR technology could lead to some uncertainty about the 'human' element of the job.
HR can increase communication by providing the technological tools for line managers to control their talent.
There are certain key trends emerging in the HR software space right now.
HR can start to use social media as an employee engagement tool.
Technology has helped HR to recruit people online using sites like Monster Jobs, Naukri.com, etc.
While human resources professionals can undoubtedly benefit from new software developments, there's clearly the potential that increased automation could lead to some uncertainty about the 'human' element of their job. Some within the industry feel that technology is one factor that is bringing about a major change in the role of HR departments.
Regards,
Ajit Singh
MBA 1A
From India, Ludhiana
HR can increase communication by providing the technological tools for line managers to control their talent.
There are certain key trends emerging in the HR software space right now.
HR can start to use social media as an employee engagement tool.
Technology has helped HR to recruit people online using sites like Monster Jobs, Naukri.com, etc.
While human resources professionals can undoubtedly benefit from new software developments, there's clearly the potential that increased automation could lead to some uncertainty about the 'human' element of their job. Some within the industry feel that technology is one factor that is bringing about a major change in the role of HR departments.
Regards,
Ajit Singh
MBA 1A
From India, Ludhiana
hello mam,
I�m going to talk about two technological developments that have made the job of HR managers easy.
1) .Technology threatens to replace human interaction in every venue of our lives. We telecommute; correspond with colleagues, friends and family via e-mail and instant-messaging; order groceries; and purchase virtually every good and service online. Technology-driven service is generally convenient, consistent and reliable. Although the initial investment and implementation can be costly, technology solutions generally have a short return on investment cycle and create economic efficiencies in the long term. The challenge is to motivate customers toward high-tech delivery channels by making them convenient, user-friendly and at a reduced cost over personal service options.
Banking customers ready for humans to be replaced with ATMs, Internet banking and Voice Response Units.In the early 1990s, Canadian Imperial Bank, in partnership with Safeway, failed at its attempt to operate SelectBank kiosks in Safeway stores where customers could only bank via ATM or online. On the other hand, Atlanta-based NetBank, founded in 1996, has built assets of almost $3 billion exclusively via the Internet. There is no doubt that more customers are using electronic delivery channels than ever before, but 92 percent of U.S. households visit a branch office at least once per month and 50 percent consider the branch their primary contact point, according to a recent TowerGroup report. As a result of this, many banks are renewing their focus on retail merchandising in branches and are recruiting more sales-oriented individuals for branches and call centers to maximize sales opportunities during these customer visits.With this work done within few minutes and no interaction with employees.
2).Softwares used in banking sector like "TALLY,MICROBANK5+,TITANIUM ORE,MONEYMAN,BANCADO software" includes modules for customer information, deposit accounts, certificates of deposit, installment loans, commercial loans, mortgage loans, general ledger, automated clearing house, and safe deposit box billing etc. works on computer , minimize the task of an employee and reduction in cost of employee.
BY
AMARJOT KAUR
MBA1(A)
From India, Amritsar
I�m going to talk about two technological developments that have made the job of HR managers easy.
1) .Technology threatens to replace human interaction in every venue of our lives. We telecommute; correspond with colleagues, friends and family via e-mail and instant-messaging; order groceries; and purchase virtually every good and service online. Technology-driven service is generally convenient, consistent and reliable. Although the initial investment and implementation can be costly, technology solutions generally have a short return on investment cycle and create economic efficiencies in the long term. The challenge is to motivate customers toward high-tech delivery channels by making them convenient, user-friendly and at a reduced cost over personal service options.
Banking customers ready for humans to be replaced with ATMs, Internet banking and Voice Response Units.In the early 1990s, Canadian Imperial Bank, in partnership with Safeway, failed at its attempt to operate SelectBank kiosks in Safeway stores where customers could only bank via ATM or online. On the other hand, Atlanta-based NetBank, founded in 1996, has built assets of almost $3 billion exclusively via the Internet. There is no doubt that more customers are using electronic delivery channels than ever before, but 92 percent of U.S. households visit a branch office at least once per month and 50 percent consider the branch their primary contact point, according to a recent TowerGroup report. As a result of this, many banks are renewing their focus on retail merchandising in branches and are recruiting more sales-oriented individuals for branches and call centers to maximize sales opportunities during these customer visits.With this work done within few minutes and no interaction with employees.
2).Softwares used in banking sector like "TALLY,MICROBANK5+,TITANIUM ORE,MONEYMAN,BANCADO software" includes modules for customer information, deposit accounts, certificates of deposit, installment loans, commercial loans, mortgage loans, general ledger, automated clearing house, and safe deposit box billing etc. works on computer , minimize the task of an employee and reduction in cost of employee.
BY
AMARJOT KAUR
MBA1(A)
From India, Amritsar
Hello ma'am,
HR BPO Services
Payroll Processing
Recruitment Process Outsourcing
Learning Process Outsourcing
HR Portals & HR Analytics
HRIS
HRMS
Social media
Vendor management systems
Applicant tracking systems
Hiring management systems
Regards,
Kamalpreet Singh
From India, Mumbai
HR BPO Services
Payroll Processing
Recruitment Process Outsourcing
Learning Process Outsourcing
HR Portals & HR Analytics
HRIS
HRMS
Social media
Vendor management systems
Applicant tracking systems
Hiring management systems
Regards,
Kamalpreet Singh
From India, Mumbai
Hello all,
Technology in designing can also reduce costs. Companies can slash costs by improving the design process at its beginning. Design for Manufacturing and Assembly (DFMA) software includes a design-for-manufacture module, with which engineers obtain early cost estimates on parts or products, and a design-for-assembly module, which they employ to determine the best methods to manufacture products.
Sukhpreet Kaur MBA-1(A)
From India, Mumbai
Technology in designing can also reduce costs. Companies can slash costs by improving the design process at its beginning. Design for Manufacturing and Assembly (DFMA) software includes a design-for-manufacture module, with which engineers obtain early cost estimates on parts or products, and a design-for-assembly module, which they employ to determine the best methods to manufacture products.
Sukhpreet Kaur MBA-1(A)
From India, Mumbai
hello mam..
Maximizing your company�s investments in eHR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the eHR solutions that have the greatest impact on the budget are the ones that affect the most people the most often like shaving a few dollars off the transaction that is performed 1,000 times per month
for ex -:it Provide self-service answers to frequently asked questions,
What happens to my 401(k) money if I leave? It s a simple question. A five-minute phone call. And, if the company is big enough, that question can cost $100,000 in calls over a few months.
Simple questions don t require the individual attention of expensive professionals. Even some complicated questions don t require that attention. Organizations can save significantly by using eHR to disseminate information effectively. For example:
" Use the Web to post the answers to Frequently Asked Questions. Even regular updates will be less time-consuming than answering the phone.
" Move from static answers to personalized ones by using a knowledge-based tool to categorize and deliver information in a self-service environment.
" Put time-off activity and balances right on the pay stub. Put pay-stub information online, for 24x7 access. Leveraging an established communications vehicle like the pay stub for a seemingly unimportant detail like this can provide unexpected savings.
Regards
Avinash kaur
MBA-1A
From India, Delhi
Maximizing your company�s investments in eHR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the eHR solutions that have the greatest impact on the budget are the ones that affect the most people the most often like shaving a few dollars off the transaction that is performed 1,000 times per month
for ex -:it Provide self-service answers to frequently asked questions,
What happens to my 401(k) money if I leave? It s a simple question. A five-minute phone call. And, if the company is big enough, that question can cost $100,000 in calls over a few months.
Simple questions don t require the individual attention of expensive professionals. Even some complicated questions don t require that attention. Organizations can save significantly by using eHR to disseminate information effectively. For example:
" Use the Web to post the answers to Frequently Asked Questions. Even regular updates will be less time-consuming than answering the phone.
" Move from static answers to personalized ones by using a knowledge-based tool to categorize and deliver information in a self-service environment.
" Put time-off activity and balances right on the pay stub. Put pay-stub information online, for 24x7 access. Leveraging an established communications vehicle like the pay stub for a seemingly unimportant detail like this can provide unexpected savings.
Regards
Avinash kaur
MBA-1A
From India, Delhi
Hello Ma'am
The core HR responsibilities are as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information cannot be carried out effectively without high-tech tools.
These days technology is advancing at an unstoppable rate, especially when it comes to information technology. While human resources professionals can undoubtedly benefit from new software developments, there�s clearly the potential that increased automation could lead to some uncertainty about the 'human' element of their job.
*Some within the industry feel that technology is one factor that is bringing about a major change in the role of HR departments.
*HR professionals also rely on automated systems to direct employee benefit contributions. Such systems automatically direct a portion of workers' pay toward their retirement savings plans unless employees opt out,which reduces the manual work leading to decrease in work force.
* HR functions are performed in the advent of high technology advances in conducting business processes over high-speed communications channels, termed e-business in today's market.'
*The growth of electronic communication and Internet has made the work very easy. HR professionals, working in tandem with information technologists, now rely on policy and software to monitor data flow, block inappropriate data such as pornography, and prevent the leaking of trade secrets.
*HR can start to use social media as an employee engagement tool.
The use of new technology and methods reduce the work of HR resulting in decrease in the work force requirement . Hence, it reduce the cost.
Regards
Navreet Kaur
Mba 1a
From India, Delhi
The core HR responsibilities are as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information cannot be carried out effectively without high-tech tools.
These days technology is advancing at an unstoppable rate, especially when it comes to information technology. While human resources professionals can undoubtedly benefit from new software developments, there�s clearly the potential that increased automation could lead to some uncertainty about the 'human' element of their job.
*Some within the industry feel that technology is one factor that is bringing about a major change in the role of HR departments.
*HR professionals also rely on automated systems to direct employee benefit contributions. Such systems automatically direct a portion of workers' pay toward their retirement savings plans unless employees opt out,which reduces the manual work leading to decrease in work force.
* HR functions are performed in the advent of high technology advances in conducting business processes over high-speed communications channels, termed e-business in today's market.'
*The growth of electronic communication and Internet has made the work very easy. HR professionals, working in tandem with information technologists, now rely on policy and software to monitor data flow, block inappropriate data such as pornography, and prevent the leaking of trade secrets.
*HR can start to use social media as an employee engagement tool.
The use of new technology and methods reduce the work of HR resulting in decrease in the work force requirement . Hence, it reduce the cost.
Regards
Navreet Kaur
Mba 1a
From India, Delhi
Hello ma'am,
With the use of more and more technologies in each and every field of an industry, it helps to reduce the cost of HR. As more and more manpower is required for every work to be done, earlier. But now, with the use of the internet, latest technology machines, production machines, and the use of transport, the dependence on the internet for more work, the use of manpower has declined. This latest technology has helped us to reduce the cost of manpower.
Karan Soni
MBA 1 A
From India, Ambala
With the use of more and more technologies in each and every field of an industry, it helps to reduce the cost of HR. As more and more manpower is required for every work to be done, earlier. But now, with the use of the internet, latest technology machines, production machines, and the use of transport, the dependence on the internet for more work, the use of manpower has declined. This latest technology has helped us to reduce the cost of manpower.
Karan Soni
MBA 1 A
From India, Ambala
Hi Mam,
Today, core HR responsibilities are as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information. These tasks cannot be effectively carried out without high-tech tools.
Many HR managers are borrowing from other business disciplines and integrating collaborative and social networking tools such as listservs, Facebook applications, and videoconferencing.
HR professionals, working in tandem with information technologists, now rely on policies and software to monitor data flow, block inappropriate content like pornography, and prevent the leaking of trade secrets.
Employers are also turning to technology to assist in evaluating their workers and vice versa. Electronic systems can automate performance-management processes, ensure an accurate "grading curve," and provide feedback to employees.
Technology has a significant impact on organization and employee development in areas such as e-learning, computer-based testing, and workplace collaboration. Organizations are increasingly utilizing technology in training.
Outsourcing: Outsourcing is having a major impact on e-learning and the technology side of training. Well-run training organizations have always outsourced content development, a wide variety of learning programs, management and executive education, and many functional tasks, such as the production of books, training materials, videos, and CD-ROMs.
Outsourcing saves money by reducing costs in three areas:
- Implementation costs
- Operational costs
- Reduction in technical staff
Nelcy Khatri
MBA 1A
From India, Ludhiana
Today, core HR responsibilities are as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information. These tasks cannot be effectively carried out without high-tech tools.
Many HR managers are borrowing from other business disciplines and integrating collaborative and social networking tools such as listservs, Facebook applications, and videoconferencing.
HR professionals, working in tandem with information technologists, now rely on policies and software to monitor data flow, block inappropriate content like pornography, and prevent the leaking of trade secrets.
Employers are also turning to technology to assist in evaluating their workers and vice versa. Electronic systems can automate performance-management processes, ensure an accurate "grading curve," and provide feedback to employees.
Technology has a significant impact on organization and employee development in areas such as e-learning, computer-based testing, and workplace collaboration. Organizations are increasingly utilizing technology in training.
Outsourcing: Outsourcing is having a major impact on e-learning and the technology side of training. Well-run training organizations have always outsourced content development, a wide variety of learning programs, management and executive education, and many functional tasks, such as the production of books, training materials, videos, and CD-ROMs.
Outsourcing saves money by reducing costs in three areas:
- Implementation costs
- Operational costs
- Reduction in technical staff
Nelcy Khatri
MBA 1A
From India, Ludhiana
Use of Wikis
A wiki is a web page used for the exchange of ideas. It prevents organizations from needing to hire people for administrative work as information can be easily exchanged inside and outside the firm.
Use of Human Resource Management Systems
Using human resource management systems leads to operational efficiency and effectiveness. A survey has shown that 60% of administrative costs have been reduced due to the use of human resource information systems.
From India
A wiki is a web page used for the exchange of ideas. It prevents organizations from needing to hire people for administrative work as information can be easily exchanged inside and outside the firm.
Use of Human Resource Management Systems
Using human resource management systems leads to operational efficiency and effectiveness. A survey has shown that 60% of administrative costs have been reduced due to the use of human resource information systems.
From India
Hello ma'am,
Some latest trends in HR technology along with their impact:
1. Employees for lease;
2. Moonlighting by employees or double jobbing: This is a situation that arises among employees due to dissatisfaction with the current wage and salary structure.
3. Dual career groups.
4. Flexi-time & flexi-work: Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-work is a program that allows flexibility in handling the type of work in various departments of organizations in a systematic way by the employee during their tenure of employment in an organization.
5. Training and development.
6. Collective bargaining: It is an institutional process for solving problems arising directly from employee-employer relationships.
7. Collaborative management: It is a general practice where the owners and/or their representatives manage the organization.
8. Applicant tracking software: It is software used to supervise resumes and job applications.
IBM's latest HR policy is MBPS, i.e. Managed Business Process Services.
Regards,
Namrata Nagpal
MBA-1a
From India, Ludhiana
Some latest trends in HR technology along with their impact:
1. Employees for lease;
2. Moonlighting by employees or double jobbing: This is a situation that arises among employees due to dissatisfaction with the current wage and salary structure.
3. Dual career groups.
4. Flexi-time & flexi-work: Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-work is a program that allows flexibility in handling the type of work in various departments of organizations in a systematic way by the employee during their tenure of employment in an organization.
5. Training and development.
6. Collective bargaining: It is an institutional process for solving problems arising directly from employee-employer relationships.
7. Collaborative management: It is a general practice where the owners and/or their representatives manage the organization.
8. Applicant tracking software: It is software used to supervise resumes and job applications.
IBM's latest HR policy is MBPS, i.e. Managed Business Process Services.
Regards,
Namrata Nagpal
MBA-1a
From India, Ludhiana
Hello, Aman.
Your suggestion is great, and I am accepting what you said. My doubt is whether all employees and employers are using it properly or not. Sometimes employees (job seekers) face a lot of confusion about these, isn't it, sir/madam?
With regards,
Sudheer
From India, Hyderabad
Your suggestion is great, and I am accepting what you said. My doubt is whether all employees and employers are using it properly or not. Sometimes employees (job seekers) face a lot of confusion about these, isn't it, sir/madam?
With regards,
Sudheer
From India, Hyderabad
Subject: Re: Technological Impact on HR
Hi, mam...
Human Resource Management Systems
HRMS packages are collections of HR modules designed to minimize, if not eliminate, the tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish.
Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions.
Cisco Virtual Office
Cisco Virtual Office and the Telecommuter
The Cisco Virtual Office and Cisco Secure Sockets Layer (SSL) VPN solutions are secure methods to extend office-quality services to the remote workforce. Smart businesses are realizing the benefits that a distributed workforce can provide through both flexibility and productivity for the workforce, as well as a reduction in costs through facilities and real estate. Changing the way people work also provides benefits to the environment, including:
• Eliminating the need for travel and commuting
• Reducing greenhouse gas (GHG) emissions, pollution, and congestion on the roadways
• Reducing overall net energy consumption
• Reducing costs in energy and materials through personal work environments over fixed offices
Regards,
Varun Kumar
MBA-1A
From India, Ludhiana
Hi, mam...
Human Resource Management Systems
HRMS packages are collections of HR modules designed to minimize, if not eliminate, the tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish.
Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions.
Cisco Virtual Office
Cisco Virtual Office and the Telecommuter
The Cisco Virtual Office and Cisco Secure Sockets Layer (SSL) VPN solutions are secure methods to extend office-quality services to the remote workforce. Smart businesses are realizing the benefits that a distributed workforce can provide through both flexibility and productivity for the workforce, as well as a reduction in costs through facilities and real estate. Changing the way people work also provides benefits to the environment, including:
• Eliminating the need for travel and commuting
• Reducing greenhouse gas (GHG) emissions, pollution, and congestion on the roadways
• Reducing overall net energy consumption
• Reducing costs in energy and materials through personal work environments over fixed offices
Regards,
Varun Kumar
MBA-1A
From India, Ludhiana
HUMAN RESOURCE MANAGEMENT SYSTEMS
HRMS packages are collections of HR modules that are designed to minimize, if not eliminate, tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employee but also of company information from start to finish.
The components of human resource (HR) flexibility and their potential relationship to firm performance
have not been empirically examined. The authors hypothesize that flexibility of employee
skills, employee behaviors, and HR practices represent critical sub dimensions of HR flexibility
and are related to superior firm performance. Results based on perceptual measures of HR flexibility
and accounting measures of firm performance support this prediction. Whereas skill, behavior,
and HR practice flexibility are significantly associated with an index of firm financial performance,
the authors find that only skill flexibility contributes to cost-efficiency.
Keywords: flexibility; human resources; firm performance; skills; behaviors; HR practices
A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply "Payroll", refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.
The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client�server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions.
Currently Human Resource Management Systems encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record
8. Employee Self-Service
E-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.
E-HRM is not the same as HRIS (Human resource information system) which refers to ICT systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM - which is defined by Lepak and Snell as "...a network-based structure built on partnerships and typically mediated by information technologies to help the organization acquire, develop, and deploy intellectual capital.
E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organizations to lower HR department staffing levels as the administrative burden is lightened.
From India, Ludhiana
HRMS packages are collections of HR modules that are designed to minimize, if not eliminate, tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employee but also of company information from start to finish.
The components of human resource (HR) flexibility and their potential relationship to firm performance
have not been empirically examined. The authors hypothesize that flexibility of employee
skills, employee behaviors, and HR practices represent critical sub dimensions of HR flexibility
and are related to superior firm performance. Results based on perceptual measures of HR flexibility
and accounting measures of firm performance support this prediction. Whereas skill, behavior,
and HR practice flexibility are significantly associated with an index of firm financial performance,
the authors find that only skill flexibility contributes to cost-efficiency.
Keywords: flexibility; human resources; firm performance; skills; behaviors; HR practices
A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply "Payroll", refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.
The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client�server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions.
Currently Human Resource Management Systems encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record
8. Employee Self-Service
E-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.
E-HRM is not the same as HRIS (Human resource information system) which refers to ICT systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM - which is defined by Lepak and Snell as "...a network-based structure built on partnerships and typically mediated by information technologies to help the organization acquire, develop, and deploy intellectual capital.
E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organizations to lower HR department staffing levels as the administrative burden is lightened.
From India, Ludhiana
Hello! I work with an excellent tool to help training efficiency. Check the pdf attachment. Have a great day!
From Portugal, Lourosa
From Portugal, Lourosa
Hi, teacher.
Impact of Technology in Human Resources
Technology is critical to help increase efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.
There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction. Balance must be maintained so that technology doesn't usurp the human qualities so central to HR. There is much evidence to suggest that emerging technologies could be a perfect partner for human resources – and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection, and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store, and distribute data for future reference.
The technologies making the biggest impact in the Human Resources market at present are:
• Employee self-service;
• Workflow technologies;
• Vendor management systems;
• Applicant tracking systems;
• Hiring management systems;
• E-recruitment software;
• Internal mobility software;
• Performance and appraisal management software;
• Succession planning software.
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software
Dulce Vania Mosteiro Matusse MBA-1A
From India, Ludhiana
Impact of Technology in Human Resources
Technology is critical to help increase efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.
There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction. Balance must be maintained so that technology doesn't usurp the human qualities so central to HR. There is much evidence to suggest that emerging technologies could be a perfect partner for human resources – and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection, and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store, and distribute data for future reference.
The technologies making the biggest impact in the Human Resources market at present are:
• Employee self-service;
• Workflow technologies;
• Vendor management systems;
• Applicant tracking systems;
• Hiring management systems;
• E-recruitment software;
• Internal mobility software;
• Performance and appraisal management software;
• Succession planning software.
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software
Dulce Vania Mosteiro Matusse MBA-1A
From India, Ludhiana
hi teacher
Impact of Technology in Human Resources
Technology is critical to help increase efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.
There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction.
Balance must be maintained, so that technology doesn�t usurp the human qualities so central to HR, there is much evidence to suggest that emerging technologies could be a perfect partner for human resources � and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store and distribute data for future reference.
The technologies making the biggest impact in the Human Resources market at present are:
� Employee self service;
� Workflow technologies;
� Vendor management systems;
� Applicant tracking systems;
� Hiring management systems;
� E-recruitment software;
� Internal mobility software;
� Performance and appraisal management software;
� Succession planning software.
� Personal development software
� Career planning software
� Package review software
� Executives and key people management software
Dulce Vania Mosteiro Matusse MBA-1A
From India, Ludhiana
Impact of Technology in Human Resources
Technology is critical to help increase efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.
There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction.
Balance must be maintained, so that technology doesn�t usurp the human qualities so central to HR, there is much evidence to suggest that emerging technologies could be a perfect partner for human resources � and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store and distribute data for future reference.
The technologies making the biggest impact in the Human Resources market at present are:
� Employee self service;
� Workflow technologies;
� Vendor management systems;
� Applicant tracking systems;
� Hiring management systems;
� E-recruitment software;
� Internal mobility software;
� Performance and appraisal management software;
� Succession planning software.
� Personal development software
� Career planning software
� Package review software
� Executives and key people management software
Dulce Vania Mosteiro Matusse MBA-1A
From India, Ludhiana
Hi teacher
Impact of Technology in Human Resources
Technology is critical to help increase efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.
There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction.
Balance must be maintained, so that technology doesn�t usurp the human qualities so central to HR, there is much evidence to suggest that emerging technologies could be a perfect partner for human resources � and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store and distribute data for future reference.
The technologies making the biggest impact in the Human Resources market at present are:
� Employee self service;
� Workflow technologies;
� Vendor management systems;
� Applicant tracking systems;
� Hiring management systems;
� E-recruitment software;
� Internal mobility software;
� Performance and appraisal management software;
� Succession planning software.
� Personal development software
� Career planning software
� Package review software
� Executives and key people management software
Dulce Vania Mosteiro Matusse MBA- 1A
From India, Ludhiana
Impact of Technology in Human Resources
Technology is critical to help increase efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.
There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction.
Balance must be maintained, so that technology doesn�t usurp the human qualities so central to HR, there is much evidence to suggest that emerging technologies could be a perfect partner for human resources � and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store and distribute data for future reference.
The technologies making the biggest impact in the Human Resources market at present are:
� Employee self service;
� Workflow technologies;
� Vendor management systems;
� Applicant tracking systems;
� Hiring management systems;
� E-recruitment software;
� Internal mobility software;
� Performance and appraisal management software;
� Succession planning software.
� Personal development software
� Career planning software
� Package review software
� Executives and key people management software
Dulce Vania Mosteiro Matusse MBA- 1A
From India, Ludhiana
Subject: Re: Technological Impact on HR
Hello, Ma'am,
Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving workforce. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.
Technology Affecting Human Resources Management
Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, modifications to an existing one, or the discovery of a new application for existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring increased proficiency and productivity.
As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time--time that's already scarce.
Regards,
Rahul Kumar
MBA 1A
From India, Mumbai
Hello, Ma'am,
Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving workforce. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.
Technology Affecting Human Resources Management
Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, modifications to an existing one, or the discovery of a new application for existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring increased proficiency and productivity.
As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time--time that's already scarce.
Regards,
Rahul Kumar
MBA 1A
From India, Mumbai
Hello mam,
Technology is considered as one of the most important aspects that affected the overall aspects of company, particularly its communication process and information flow. Companies are turning to technology to give employees access to pertinent information and tools.
2.portals to software solutions to call centers,
3.HR technologies are providing a bridge to the information that employees need to understand their changing workplace.
4.Employee engagement and information delivery are paramount, due to the growing complexity in plans and the need for decision-support tools.
5.Many companies plan to use HR portals to communicate health care and total rewards information to employees.
6. HRIS is used in the enterprise-wide decision-support system that can help to achieve both strategic and operations objectives and goals a specific company
7.Another important development in HR is the application of the Internet. functions. This can be done by posting their job openings in their home page as well as career services, where in the company can receive resumes from different candidates in different part of the globe. The resume will then be passed and retrieved by the recruiting database, that will help the both the company and the applicants easier
Examples
One of this is the Levi Strauss that uses the system called the OLIVER, and systems that have been utilized by the Office Personnel Management by FED Express, in order to collect the data from the employees that uses the computer in order to answer their own questions, test the implications of a given decisions, as well as to change their enrollment in benefits. By the process of reengineering the benefits of the information, it can help organization to reduce the staff needs to answer the question, but also help to create a new and more direct relationship with the employees .
� Colgate-Palmolive
� Ralston Purina Company
� Cisco Systems
� Metlife
Arneet Kaur
MBA-1A
From India, Chandigarh
Technology is considered as one of the most important aspects that affected the overall aspects of company, particularly its communication process and information flow. Companies are turning to technology to give employees access to pertinent information and tools.
2.portals to software solutions to call centers,
3.HR technologies are providing a bridge to the information that employees need to understand their changing workplace.
4.Employee engagement and information delivery are paramount, due to the growing complexity in plans and the need for decision-support tools.
5.Many companies plan to use HR portals to communicate health care and total rewards information to employees.
6. HRIS is used in the enterprise-wide decision-support system that can help to achieve both strategic and operations objectives and goals a specific company
7.Another important development in HR is the application of the Internet. functions. This can be done by posting their job openings in their home page as well as career services, where in the company can receive resumes from different candidates in different part of the globe. The resume will then be passed and retrieved by the recruiting database, that will help the both the company and the applicants easier
Examples
One of this is the Levi Strauss that uses the system called the OLIVER, and systems that have been utilized by the Office Personnel Management by FED Express, in order to collect the data from the employees that uses the computer in order to answer their own questions, test the implications of a given decisions, as well as to change their enrollment in benefits. By the process of reengineering the benefits of the information, it can help organization to reduce the staff needs to answer the question, but also help to create a new and more direct relationship with the employees .
� Colgate-Palmolive
� Ralston Purina Company
� Cisco Systems
� Metlife
Arneet Kaur
MBA-1A
From India, Chandigarh
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