leveraging technology with hr practices

8/3/2019 Leveraging Technology With Hr Practices

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LEVERAGING TECHNOLOGY FORBETTER HR PRACTICES

Presented By-

SAKSHI SINGHSAURABH TRIPATHI

SUPRIYA NARAYAN

SHAKSHI DWIVEDI

SWATI DUBEY

TARANDEEP KAUR


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Topic Covered:

How Technology has reshaped our life??

e-HRM.(i) intro

(ii) advantages

Technological aid for some HR practices..(i) Job analysis & Description

(ii) Recruitment

(iii) Selection

(iv) Training & Learning

(v) In Designing Incentives & Compensation.

Technological aid for Disabled Employees

Use of technology in other areas of HR.

HRISintro & application.


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Technology has reshaped

the way we play,

communicate, plan ourlives, and where we work

HR-IT has gained significance since most organizations havebeen using technology to transform HR, to increase HRproductivity, to improve employee experience and tomaximize the value of the company's most important asset-employees by aligning their skills, activities, and benefits with

business objectives and strategies. Thus HR managers canfocus on other important strategic functions rather justperforming basic functions of record keeping, hiring, firingetc. which can be performed more effectively and efficiently

through technology.


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e-HRM refers to the processing and transmission of digitized

information used in HRM, including text, sound, and visual

images from one computer or electronic device to another.

It helps human resources professionals and executive managerswho need support to manage the work force, monitor changes and

gather the information needed in decision-making. At the same

time it enables all employees to participate in the process and

keep track of relevant information.


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Advantages of the e-HRM:

gradual implementation

adaptability to any client

collection of information as the basis for strategic decision-

making integral support for the management of human resources andall other basic and support processes within the company

prompt insight into reporting and analysis

a more dynamic workflow in the business process,

productivity and employee satisfaction a decisive step towards a paperless office

lower business costs


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Companies implemented e-HRStrategy:

Dow Chemicals

ABN-AMRO

Ford Motor Company

IBM


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Job Analysis &Description

The use of online methodologies for job analysis surveys, hasincreased dramatically in recent years, and most companieschoose to use the internet or intranet to collect this type ofdata. Thus the HR department may distribute standardized jobanalysis questionnaires to geographically disbursed employees

via their company intranet, with instructions to complete theforms and return them by a particular date.

Similarly for job description most of the employers today areturning towards internet. For eg- www.jobdescription.com

helps to find the desired job title by simply searching byalphabetical title, keyword, category or industry to find thedesired job title. Employers can then use the wizard tocustomize the generic description for the position.
http://www.jobdescription.com/http://www.jobdescription.com/


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Example:

O*NET-The U.S. Department of labors occupational informationnetwork is an increasingly popular web tool

(http://online.onecenter.org). It allows user to see the most

important characteristics of occupations as well as the

experience, education, and knowledge required to do each jobwell.
http://online.onecenter.org/http://online.onecenter.org/


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RECRUTIMENT-

Use of the internet lets companies

search for talent without geographical limitations.

Recruiting can include online job posting, applications, and candidatescreening from the companys website or the website of companies thatspecialize in online recruiting, such as Monster.com or Timesjob.com.

Applicants can also search for companies im the similar fashion; the hope,offcource, is that there may be a match between the employer and theapplicant. The biggest downside to these large sites, however, is their sheersize and lack of differentiation. Because of this limitation of large sites,smaller, more tailored websites called Niche boards" focus on certainindustries, occupation, or geographic areas.


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Example-

Telecommcareers.net is a site devoted to the telecommunications

industry. CIO.com, a companion site to CIO Magazine, is an

occupational board that specializes in openings for chief

information officers.


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Selection

Computerized testing is increasingly

replacing conventional paper-and-

pencil and manual test.

Online test- Quickly pre screen applicants prior to more in-depthinterviews and backgrounds checks.

Offline test- Phone, using the touch tone key pad.

Many firms such as FedEx-Kinkos have applicants take onlineor offline computerized test.

Firms like Unicru process and score online pre employment test

from employers applicants.


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Steps of selection aided byTechnology: Video-based Simulation- A situational test in which examinees

respond to video simulation of realistic job situations.

Computerized selection Interview- It is one in which a jobcandidates oral and/ or computerized replies are obtained in

response to computerized oral, visual, or written questions

and/or situations.


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Training & Learning

Streaming Desktop Video-

used to facilitate distance learning

and training or to provide corporate information toemployees quickly and inexpensively.

Teletraining- With this, a trainer in a central locationteaches group of employees at remote locations viatelevision hookups. For eg- Honda America begin by

using satellite television technology to trainengineers, and now uses in for many other types ofemployee training.


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Cont.

The Virtual Classroom- a learning environment that usesspecial collaboration software to enable multiple remotelearners using their PCs or laptops, to participate in live audioand visual discussions, communicate via written text, and learn

via content such as power point slides. Eg- Elluminate Inc.makes one popular virtual classroom system, Elluminate live!!

Internet Based Training- Employers make extensive use ofWeb-based learning. Many firms simply led their employees

take online courses offered by online course providers such assaba.com. Others use their proprietary internal intranets tofacilitate computer based training.


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E-learning:

E-learning is essentially the computer and network-enabledtransfer of skills and knowledge. E-learning applications andprocesses include Web-based learning, computer-basedlearning, virtual classroom opportunities and digital

collaboration. Content is delivered via the Internet,intranet/extranet, audio or video tape, satellite TV, and CD-ROM. It can be self-paced or instructor-led and includes mediain the form of text, image, animation, streaming video andaudio.

For Eg: ICICI provides e learning program to its newlyselected employees before joining.


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Performance Appraisal:

Online Appraisal EmpXtrack, the web

base human resource management system

(HRMS) developed by Saigun technologies in

Gurgaon, provides a web based employee performancemanagement (EPM) module.

The EPM module facilitates all performancemanagement activities like goal allocation andtracking, e appraisal, multi rater (360-degree)

feedback.


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The e appraisal module has pre defined templates for

self assessment, goal based evaluation, competencies,

development plan and relative ranking. The software

comes with an inbuilt library of competencies for

different departments which is customizable and has

online help facility.

For Example:

IOC have developed their own EPM software forperformance management.


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Designing Incentives &Compensation.

Firms such as Incentives Systems Inc. provides sophisticated

automated support for calculating, monitoring, and awarding

and maintaining incentives pay plan.

Compensation experts refer to this software as entrepriseincentive management (EIM). This software automates the

planning , calculation, modeling and management of incentive

compensation plan enabling companies to align their

employees with corporate strategies and goals.


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Technology enables employers to

accommodate disabled employees-

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Today technological innovation make it easier for employers toaccommodate disabled employees.

Some of the Software's in use. Employees with mobility impairments benefit from voicerecognition software that allows them to input information intotheir computer and interactively communicate without touchinga keyboard. Similarly employees with vision impairments also

benefit from voice recognition devices and from computerdevices that, among other things allow adjustments in font sizes,display colors and screen magnifications for specific portions ofthe computer screen.

Special typing aids, including word prediction software suggestword based on context with just one or two letters typed.

Employees with hearing and / or speech impairments alsobenefit from e mail and from transcription software that convertsones typed messages into audible speech.

Real time translation captioning enables them to participate inlectures and meetings.


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Cont

Vibrating text pagers let them know when messagesarrive.

Users---

Arizona had IBM global services create a disability-friendly website, Arizona @your service, to helplink prospective employees an others to variousagencies.

The new Firefox web browsers incorporates special

IBM software enabling people to use keyboardarrows rather than the mouse to assists pull downmenus, aiding some disabled people.


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Technological Applications in otherareas of HR-

Web Portals Employers use these, for instance, to enable

employees to sign up for and manage their own benefits

packages and to update their personal information.

Bluetooth- A special wireless technology used to synchronize

various electronic tools like cellular phones and PCs and thus

facilitate employees access to the employers online HR

services.

Electronic Bill Presentment and Payment- used to eliminate

paper cheques and to facilitate payments to employees and

suppliers.


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Cont..

Data Warehouses and Computerized Analytical Programs-

help HR managers monitor their HR systems.

Example-They make it easier to assess things like cost per hire,

and to compare current employees skills with the firms

projected strategic needs.

e-Signatures- Legally valid e-signatures that the employer can

use to more expeditiously obtain signatures for applications

and record keeping.


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HRIS is defined as inter-related components working together to

collect , process, store and disseminate information to support

decision making, coordination, control, analysis and

visualization of an organizations human resources

management activities. There are 3 reason for installing theHRIS:

Competitiveness

Efficiency

Bring shift in role of HR

HRIS


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HRIS in actions

IMPROVED TRANSACTIONPROCESSIN the bread and butter of HRIS is basic transaction

processing

It has been found that 71% of HR employees devoteenormous time in tasks like checking leave balances,maintaining address record and monitoring employee

benefits distributions. So, HRIS generally providerelatively powerful computerized processing of awider range of the firms HR transaction.


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many HR information systems make it possible

to make the companys employees themselves

literally part of the HRIS.

Example- Merck installed employee kiosks at

which employees can verify and correct their

home addresses and work location.

ONLINE PROCESSING


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HRIS application

Grand casinos, Inc., installed an HRIS called the Human

Resources Manager to help with the hiring of several

thousands employees.

State capital credit union in Madison, Wisconsin with 105

employees, installed an desktop version of an HRIS called

Spectrum HR/1200. this track applicant history and status,

salary and staffing changes across departments, benefit plan

participation, pension plan contributions, employee training

and turnover. IBM offers Integratable HR software from several developers,

including work brain and store perform.


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leveraging technology with hr practices

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