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
1From 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 work force. 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, moderations 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 changingtrends. 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 work force. 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, moderations 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 changingtrends. 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 mam,
Discussed below are systems that make job HR department easy.
1) Vendor Management System
A Vendor Management System is a web based application that helps organizations to manage and procure staffing services temporarily or permanently or on contract basis. Vendor Management Systems generally includes features such as consolidate billing, order distribution, and advanced reporting features which out-classes manual system and processes.
Other innovative web-based Vendor Management Systems centralizes the complicated issues involved in the staffing process. The application provides the companies with instant and complete access to a large volume of affordable and qualified human resources, and this is readily available when they want 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 includes:
• 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 softwares
They 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 the employee and gives time to managers to correct performance in time.
Collating individual employee ratings for elimination of the several biases, normalization of ratings and eventually translating performance ratings into bonuses, variable pay, increments and promotions is 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 Balance 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
• Ensures 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
Discussed below are systems that make job HR department easy.
1) Vendor Management System
A Vendor Management System is a web based application that helps organizations to manage and procure staffing services temporarily or permanently or on contract basis. Vendor Management Systems generally includes features such as consolidate billing, order distribution, and advanced reporting features which out-classes manual system and processes.
Other innovative web-based Vendor Management Systems centralizes the complicated issues involved in the staffing process. The application provides the companies with instant and complete access to a large volume of affordable and qualified human resources, and this is readily available when they want 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 includes:
• 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 softwares
They 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 the employee and gives time to managers to correct performance in time.
Collating individual employee ratings for elimination of the several biases, normalization of ratings and eventually translating performance ratings into bonuses, variable pay, increments and promotions is 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 Balance 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
• Ensures 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, Mam
1) 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.
2) 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 wireless application protocol (WAP).
3) 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, it's efficient, and it 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
1) 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.
2) 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 wireless application protocol (WAP).
3) 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, it's efficient, and it 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 mam,
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 mam,
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
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