Leveraging Technology

Introductions

Course OverviewWhy an HR Tech

classTerms and concepts

gameWiki software

introduction

Introductions

Instructors:Steve BoeseRosaria Meli

December 3, 2008

Instructor Contact Info:

• Steve Boese – – smbfa@rit.edu– steveboese@gmail.com– http://www.twitter.com/sbjet– http://www.steveboese.squarespace.com

• Rosaria Meli – – rxmisma@rit.edu– airasorone@aol.com

Steve Boese – smbfa@rit.edu

• Enterprise Systems Consultant and implementer

• 13 Years implementing systems specializing in HR and Finance

• Recent projects include e-Recruiting and Manager and Employee Self-service, wiki collaboration

Rosaria Meli – rxmisma@rit.edu

• Recent graduate of MS in HRD• Advance Certificate in Strategic Training• Over 15 years experience in a variety of

arenas– Consulting to software quality assurance

• Today, more so than ever before…– You must remain flexible in industry and

be willing to embrace change as it comes

Course Overview

Course Objectives• After successfully competing this course,

students will be able to…– Describe the primary applications of technology

to HR practices– Identify best practice examples of technology

use in HR– Develop criteria to effectively evaluate software

product options– Define key technology-related terms– Explain how the use of technology to supports

HR practices and business strategy and financial viability

Pre-class Survey

Why have an HR Tech course

Tech Skills are Important for HR

39%

55%

4% 2%

0%

10%

20%

30%

40%

50%

60%

Extremely Important Somewhat Important Somewhat Unimportant Not at all important

Source : SHRM 2005 Technology Survey

Why have an HR Tech course

Cost savings can be found

0

10

20

30

40

50

60

70

Recruiting Onboarding L&D

Planned

Current

Web 2.0 Adoption in Talent Management

Source – Aberdeen Group

Why have an HR Tech course

• Technology Support of related processes– Talent Management– Performance Management– Recruiting– Other

Evolution of the HR FunctionTALENT

MANAGEMENT

• CompetencyManagement

• PerformanceManagement

• Succession Planning

BUS. INTEGRATIONBUS. INTEGRATION

STRATEGIC

HR

• Recruiting• L&D• Org Design• Total Compensation• Communications

BUS. PARTNERBUS. PARTNERPERSONNELPERSONNEL

DEPARTMENTDEPARTMENT

• Payroll• Benefits

BUSINESSBUSINESS

Why is Technology Important in HR?

• HR is under pressure to deliver more services at lower costs

• HR strives to be a more strategic partner to the CEO

• HR must adapt and help the organization adapt to changes in workforce demographics and changes in technology

Activity- Jeopardy!!!

A fun game designed to familiarize you with

commonly used technology terms related to HR, and their

definitions.

Corporate Systems Environment

HUMAN

RESOURCES

HUMAN

RESOURCES

FINANCE &

ACCOUNTING

FINANCE &

ACCOUNTING

MANUFACTURING

DISTRIBRUTION

MANUFACTURING

DISTRIBRUTION

Market Growth Adoption

BenefitsAdministration

CompensationHRMS

ApplicantTracking

RecruitingSourcing

LearningManagement

LCMS

PerformanceManagement

SuccessionPlanning

CompetencyMgmt

IntegratedTalent Management??

Sourcing &Recruiting

e-LearningCompliance, L&D

PerformanceTalent

IntegratedSolutions

2000 2003 2006 2009

Mark

et

Gro

wth

- A

dop

tion

Candidate

Applicant

New Hire

Trainee

Performer

Manager

Executive

Alumni

HRMS

Recruiting

Onboarding

Learning

Career Planning

Performance

SuccessionPlanning

AffiliationNetworks

Employee Lifecycle (Sample)

Welcome to Wiki!

Anyone know where to find me?

Demographic Changes

http://www.viewmyworld.com