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Human Resources Management and Technology | 3-1

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Dessler, Chhinzer, ColeHuman Resources

Management in CanadaCanadian Twelfth Edition

Chapter 3: Human Resources Management and Technology

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Human Resources Management and Technology | 3-2

Learning Outcomes

• EXPLAIN the strategic importance of technology in HRM.

• DESCRIBE the impact that HR technology has on the role of the HR professional and the seven core competencies that have emerged.

• DEFINE HRIS and describe its main components.

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Human Resources Management and Technology | 3-3

Learning Outcomes

• EXPLAIN the key functions of an HRIS and its key stakeholders.

• DISCUSS what is meant by e-HR and the benefits of web-enabled service applications.

• DESCRIBE the three-step process involved in selecting and implementing an HRIS.

• EXPLAIN how HR technology has evolved.

• IDENTIFY the key trends in HR technology.

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Human Resources Management and Technology | 3-4

Strategic Importance of Technology in HRM

HR technology

• used to attract, hire, retain, and maintain talent; support workforce administration; and optimize workforce management

• used in different types of human resource information systems (HRIS), by various stakeholders and accessed in different ways

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Human Resources Management and Technology | 3-5

Strategic Importance of Technology in HRM

Use of technology will enable HR to achieve three key objectives:

1. Strategic alignment with business objectives

2. Business intelligence—providing users with relevant data

3. Effectiveness and efficiency—reducing lead times, costs, and service levels

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Human Resources Management and Technology | 3-6

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Emerging HR Competencies

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Human Resources Management and Technology | 3-7

The Impact of Technology on the Role of HR

Technology has changed the traditional HR role: • deceased transactional activities• increased client/customer focus• increased delivery of strategic services

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Human Resources Management and Technology | 3-8

Human Resources Information System (HRIS)

“Integrated systems used to gather, store, and analyze information regarding an organization’s human resources”

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Human Resources Management and Technology | 3-9

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Major Components of an HRIS

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Human Resources Management and Technology | 3-10

Major Components of an HRIS

• HR administration

• Recruitment

• Time and attendance

• Training and development

• Pension administration

• Employment equity

• Performance evaluation

• Compensation and benefits administration

• Organization management

• Health and safety

• Labour relations

• Payroll

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Human Resources Management and Technology | 3-11

Major Components of an HRISHR Administration

• maintain employee data

Recruitment and Application Tracking

• maintain information on job openings

• scan and track applicant resume/information

Time and Attendance

• vacation entitlement

• absenteeism, leave of absence

• company policies

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Human Resources Management and Technology | 3-12

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Time and Attendance

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Human Resources Management and Technology | 3-13

Major Components of an HRISTraining and Development/Knowledge Management

• employee skills, competencies

• training courses

• career planning information

Pension Administration

• pension statements

• pension eligibility

Employment Equity Information

• reporting federally required information (if applicable)

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Human Resources Management and Technology | 3-14

Major Components of an HRIS

Performance Evaluation

• performance history

• types of appraisals used

Compensation and Benefits Administration

• pay grade, bonus information

• types of benefit plans

Organization Management

• organizational structure

• job descriptions

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Human Resources Management and Technology | 3-15

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Performance Evaluation

Click icon to add picture

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Human Resources Management and Technology | 3-16

Major Components of an HRISHealth and Safety

• accident reports

• complaints and resolutions

• compensation forms

Labour Relations

• union membership

• seniority lists

• grievances and resolutions

Payroll Interface

• information for accounting system

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Human Resources Management and Technology | 3-17

Key Functions of an HRIS

• create and maintain employee records

• legal compliance

• forecasting and planning HR requirements

• talent management/knowledge management

• strategic alignment

• enhancing decision making

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Human Resources Management and Technology | 3-18

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Key Functions of an HRIS

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Human Resources Management and Technology | 3-19

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Key Functions of an HRIS

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Human Resources Management and Technology | 3-20

Selecting and Implementing an HRIS

Phase 1: Adoption—Determining the Need

• analysis based on:• company background• management considerations• technical considerations• HR considerations• cost considerations

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Human Resources Management and Technology | 3-21

Selecting and Implementing an HRIS

Phase 2: Implementation

• establish project team

• data conversion

• testing

• privacy and security considerations • control access to data• ensure users adhere to privacy and confidentiality

rules

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Human Resources Management and Technology | 3-22

Selecting and Implementing an HRIS

Phase 3: Integration

• train the users on the system

• goal is for stakeholders to use the system and reap the benefits identified in the needs analysis

• as with any change, people need to become comfortable

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Human Resources Management and Technology | 3-23

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Selecting and Implementing an HRIS

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Human Resources Management and Technology | 3-24

Electronic HR (e-HR)

“A form of technology that enables HR professionals to integrate an organization’s HR strategies, processes, and human capital to improve overall HR service delivery.”

Intranet

“A network interconnected within one organization, using web technologies for sharing of information internally.”

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Human Resources Management and Technology | 3-25

e-HR and Web-Based Self-Service Trends

Employee Self-Service (ESS)

• employees access and manage personal information directly

• internet, intranet, and interactive voice response are used to facilitate ESS

• reduces HR operational costs

Management Self-Service (MSS)

• managers have access to information about themselves and their employees, and can process HR-related paperwork

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Human Resources Management and Technology | 3-26

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e-HR and Web-Based Self-Service Trends

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Human Resources Management and Technology | 3-27

A Brief History of the Evolution of HR Technology

Stage 1: Paper-Based Systems

Stage 2: Early Personal Computer Technology

Stage 3: Electronic Database Systems

Stage 4: Web-Based Technology

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Human Resources Management and Technology | 3-28

Trends in HR and Technology

1. The increased use of portals and intranets

2. Greater access to technology

3. Continued optimization of current systems

4. Enhanced focus on workforce analytics

5. Increased focus on reducing costs

6. Increased use of standards for data exchange

7. Contingency planning

8. Heightened awareness of HR data privacy

9. Enhanced focus on workforce analytics

10. Continued use of outsourcing of non-core work