Hello Madam,
Technology is very helpful in reducing the cost in different organizations. below are the examples of technologies which are used in organizations....
Relational Database Management System
These systems are very useful in storing the entire data of company at one place. It reduce the cost of manually send data from one place to another. There is one central server which control flow of data to different locations.
Examples of RDBMS- Oracle, MySQL
Videoconferencing
Instead of visiting different location 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 the cost in different organizations. below are the examples of technologies which are used in organizations....
Relational Database Management System
These systems are very useful in storing the entire data of company at one place. It reduce the cost of manually send data from one place to another. There is one central server which control flow of data to different locations.
Examples of RDBMS- Oracle, MySQL
Videoconferencing
Instead of visiting different location 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 mam,
Organisations are greatly influenced by changes taking place in internal as well as external environment. Today's labout force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability and other cultural factors. The managerial challenge is leaning how totake 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 small group of ellite people in most large scale orgnisations. The new technology generally compel people to learn a new set of skills altogether and also learn to work together in project teams time and again.
From India, Ludhiana
Organisations are greatly influenced by changes taking place in internal as well as external environment. Today's labout force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability and other cultural factors. The managerial challenge is leaning how totake 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 small group of ellite people in most large scale orgnisations. The new technology generally compel people to learn a new set of skills altogether and also learn to work together in project teams time and again.
From India, Ludhiana
gud evng mam,
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 mam,
How are today's organisations 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, organisations are using HRIS to support and manage an increasing number of HR processes and functions. Once just a tool used for administrative and recoding purposed, e-HR now encompasses a variety of applications in recruitment and selection, flexible benefits, development and e-learning. Today technology supports integrated call centres, shared services and self-service environments.
This report examines the use of technology in nine public, private and not-for-profit sector organisations, 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 and 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 organisations 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, organisations are using HRIS to support and manage an increasing number of HR processes and functions. Once just a tool used for administrative and recoding purposed, e-HR now encompasses a variety of applications in recruitment and selection, flexible benefits, development and e-learning. Today technology supports integrated call centres, shared services and self-service environments.
This report examines the use of technology in nine public, private and not-for-profit sector organisations, 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 and 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
Gud evening mam,
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 is giving employees access to details about their payroll and pension information from any web-based location along with the ability to change information.
• CV’s can be send 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 answer to these common problems.
• Reduces lot of paper work.
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 the 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 nowdays 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 is giving employees access to details about their payroll and pension information from any web-based location along with the ability to change information.
• CV’s can be send 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 answer to these common problems.
• Reduces lot of paper work.
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 the 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 nowdays like Trident, Infosys, Wipro, Tata Consultancy services.
Regards
Shaveta Gupta
MBA – 1 (A)
PCTE
From India, Ludhiana
hello mam.....
Following are the techniques used nowadays or will be used.....
1.MICROSOFT SHARE POINT : Share Point 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 Intranet, Extranet or Internet-facing solutions.It helps to cut costs with unified infrastructure while allowing you to rapidly respond to your business needs.
2.SOFTWARE OUTSOURCING:The benefits of outsourcing, may it be software, or any other service remains same. Cost effectiveness, is what companies look for when they outsource software development. It is very important for offshore service providers and the clients to maintain a proper communication channel with each other besides taking care of the Offshore Outsourcing legal issues involved in offshore software outsourcing.
Other technologies used are....
Internal Mobility Software
Workflow Technologies
Employee Self Service
Personal Dev. 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 SHARE POINT : Share Point 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 Intranet, Extranet or Internet-facing solutions.It helps to cut costs with unified infrastructure while allowing you to rapidly respond to your business needs.
2.SOFTWARE OUTSOURCING:The benefits of outsourcing, may it be software, or any other service remains same. Cost effectiveness, is what companies look for when they outsource software development. It is very important for offshore service providers and the clients to maintain a proper communication channel with each other besides taking care of the Offshore Outsourcing legal issues involved in offshore software outsourcing.
Other technologies used are....
Internal Mobility Software
Workflow Technologies
Employee Self Service
Personal Dev. Software
Career Planning Software
Package Review Software
ASHISH GOEL
mba-1A
From India, Chandigarh
Hello Mam,
Technological effect can be clearly seen when computers hit the corporate world,lots of downsizing took place because computers could do most of the jobs.A job is done by 2-4 people could be cut to one by just a single person e.g. An Accounting package could be used to cater for 3 jobs or so since manual entries and paper work was reduced.
Outsourcing of work also help to cut down cost.
For U.S based company it is more costly to hire a person in U.S than India,so most companies outsource their work on cheaper places.
Main impact of VPA's is reducing Jobs. because there is no need to hire persons permanent for work. companies reduce job positions because they call VPA's for work by paying less money.
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, moderation to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding.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.
From India, Delhi
Technological effect can be clearly seen when computers hit the corporate world,lots of downsizing took place because computers could do most of the jobs.A job is done by 2-4 people could be cut to one by just a single person e.g. An Accounting package could be used to cater for 3 jobs or so since manual entries and paper work was reduced.
Outsourcing of work also help to cut down cost.
For U.S based company it is more costly to hire a person in U.S than India,so most companies outsource their work on cheaper places.
Main impact of VPA's is reducing Jobs. because there is no need to hire persons permanent for work. companies reduce job positions because they call VPA's for work by paying less money.
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, moderation to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding.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.
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
2In 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
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