HI MAM..
Today, core HR responsibilities 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.
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 policy and software to monitor data flow, block inappropriate data such as 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 guarantee feedback to employees.
Technology has significant impact on organization and employee development in such areas as e-learning, computer-based testing and workplace collaboration. Organizations are increasingly using 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 production of books, training materials, videos and CD-ROMs.
Outsourcing Saves Money- reduces cost in 3 areas:
Implementation costs
Operational costs
Reduction in technical staff
NELCY KHATRI
MBA 1A
From India, Ludhiana
Today, core HR responsibilities 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.
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 policy and software to monitor data flow, block inappropriate data such as 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 guarantee feedback to employees.
Technology has significant impact on organization and employee development in such areas as e-learning, computer-based testing and workplace collaboration. Organizations are increasingly using 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 production of books, training materials, videos and CD-ROMs.
Outsourcing Saves Money- reduces cost in 3 areas:
Implementation costs
Operational costs
Reduction in technical staff
NELCY KHATRI
MBA 1A
From India, Ludhiana
use of wikis
it is a web page used for exchange of ideas.it prevents organizations to hire people for administrative work as information can be easily exchanged inside and outside the firm.
use of human resource management systems
it leads to operational efficiency and effectiveness.a survey have shown that 60% of administrative cost have been reduced due to the use of human resource information system
From India
it is a web page used for exchange of ideas.it prevents organizations to hire people for administrative work as information can be easily exchanged inside and outside the firm.
use of human resource management systems
it leads to operational efficiency and effectiveness.a survey have shown that 60% of administrative cost have been reduced due to the use of human resource information system
From India
helo maa'm
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 which arises among employees on account of dissatisfaction from present wage & salary structure.
3.Dual career groups.
4.flexi-time & flexi-work:
flexi-time is a program that allows flexible entry and leaving entry for employees.flexi-work is a program that allows flexibility in handling the type of work in various departments of the organizations in a systematic way by the employee during his tenure of employment in an organization.
5.training& development
6.collective bargaining:
it is an institutional process for solving problems arising directly out of employee-employer relationships.
7.Collaborative management:
it is a general practice that the owners and /or their representatives manage the organization.
8.Applicant tracking software:
it is a 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 which arises among employees on account of dissatisfaction from present wage & salary structure.
3.Dual career groups.
4.flexi-time & flexi-work:
flexi-time is a program that allows flexible entry and leaving entry for employees.flexi-work is a program that allows flexibility in handling the type of work in various departments of the organizations in a systematic way by the employee during his tenure of employment in an organization.
5.training& development
6.collective bargaining:
it is an institutional process for solving problems arising directly out of employee-employer relationships.
7.Collaborative management:
it is a general practice that the owners and /or their representatives manage the organization.
8.Applicant tracking software:
it is a 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 gi
your suggestion is great and i am accepting what u said
my doubt is whether all employees and employers are using it properly or not.
some times employees(job seekers) facing a lot of confusion about these
isn't sir/mam
with regards
sudheer
From India, Hyderabad
2your suggestion is great and i am accepting what u said
my doubt is whether all employees and employers are using it properly or not.
some times employees(job seekers) facing a lot of confusion about these
isn't sir/mam
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 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.
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
Regards
Varun Kumar
MBA-1A
From India, Ludhiana
hi mam.....
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.
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
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
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