HR and Technology
Robin Sronce, Ph.D., SPHR 2009
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Main Concerns for HR Departments
> Why should HR professionals be concerned with new developments in technology?
> What are some of the new technologies associated with Web 2.0?
> How can HR professionals incorporate these technologies to improve performance?
> What should HR professionals consider before adopting or allowing employees access to these technologies?
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HR Today
• HR responsibilities:
> HR provides less transactional support than in the past.
> HR is a strategic partner in company planning.> HR monitors current trends and legal developments.> HR disseminates information to the organization.> HR communicates with and supports employees at
different physical locations.
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New Technologies
• Web 2.0 technologies focus on collaboration and community.
• Web 2.0 technologies are digital, mobile, personal and virtual.
• Examples of Web 2.0 technologies:> Social networks.> Video sharing.> Blogs.> Wikis.> IMs.
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Monitoring Information
• HR professionals monitor information:> Developments in the field.> Changes in legal requirements.
• Sources of information:> Field-specific:
• SHRM - http://www.shrm.org/
> Blogs:• People Persons: Top 50 HR Blogs
http://www.bschool.com/blog/2008/people-persons-top-50-hr-blogs/
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Disseminating Information
HR professionals disseminate information
• Traditional methods:> Email.> Newsletters.> Reports.> Bulletin boards.> Employee handbooks.
• Web 2.0 applications:> Blogs.> Wikis.> Social networks.
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Information Dissemination Comparisons
Traditional
• One-directional.• Static.• Difficult to update.
Web 2.0
• Interactive.• Dynamic.• Easily modified.
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Application – Technology Tool
• Tool to follow blogs and news web sites.
• RSS (Really Simple Syndication).
• Aggregated updates from news and blog web sites.
• Symbol:
• Register to receive updates from the site.
• Information is delivered to the RSS reader.
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Encouraging Collaboration
• Document sharing allows for work across time and distance conflicts.
• Multiple contributors encourages collaboration:> Global offices.> Telecommuting.> Use virtual teams.
• Examples of tools available include:> Sharepoint
http://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspx
> Googledocs https://documents.google.com/
> Wikis http://pbwiki.com/content/viewdemobusiness
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HR and Web 2.0
• Web 2.0 can help HR professionals be more effective and efficient:> Monitor information updates.> Disseminate information.> Encourage collaboration.
• HR professionals need to take advantage of the tools available.
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Technology and Recruiting
Recruiting
• Sources:> Current employees.> Referrals from employees.> Former employees.> Career and job sites.> College recruiting.> Customers.> Employment agencies.> Print and radio ads.
» (Gomez-Mejia, Balkin & Cardy, 2004)
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Types of Applicants
• Active applicants:> Present favorable organization image.> Provide access.> Job sites and postings.
• Passive applicants:> Best people often are not looking for jobs.> Recruiter has to actively search for the person.> Search engines provide information.> Social networking sites provide access.
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Technology and Recruiting
Job search sites
• General sites:> Monster.com> Careerbuilder.com> Snagajob.com
• Microsites:> Boeing http://www.boeing.com/employment/
> McDonalds http://www.mcdonalds.com/usa/work.html
> Proctor and Gamble (P&G) http://www.pg.com/jobs/sectionmain.shtml
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Using Web 2.0 Technologies in Recruiting
• Video technologies > Examples:
• Google Recruitment Video http://www.youtube.com/watch?v=JcXF1YirPrQ
• Recruitment videos http://www.vault.com/companies/video_companies.jsp
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Benefits of Video Technology
• Demonstrates a commitment to community.
• Reinforces company brand.
• Emphasizes a commitment to diversity.
• Attracts new, younger employees.
• Provides a realistic job preview.
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Technology and Recruiting
Video recruiting decisions
• Involve IT department: > To help decide where and how videos will be posted.> YouTube.
• Options for video production:> Check for resources in the organization.> Marketing department.> Employee involvement:
• Employee contests.
> Outsource.
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Recruiting Passive Applicants
• Networking is an important source of leads about passive applicants.
• Social networks:• LinkedIn.
• Facebook.
• MySpace.
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Technology and Selection
Selection
• Using technology for screening.
• Video resumes:> CBS video resume clip http://www.youtube.com/watch?
v=kz9AODQkmiM&NR=1
• Social networking:> Reasons HR does not use these sites for selection.> Verifiability of web site profile information.> Respect for applicant’s privacy.> No relevance to work performance.> Questions about legality (Bates, 2008).
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Selection and Social Networking Sites
• Information that contradicts information provided to employer.
• Information that would affect hiring recommendations.
• Involvement in volunteer or civic groups.
• Involvement in professional societies or organizations.
• Pictures related to romantic exploits.» (Bates, 2008)
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Guidelines for Recruiting and Selection
• Remember that nondiscrimination rules apply.
• Documentation and support for decisions.
• Privacy protections need to be in place.
• Time and access requirements.
• Consider the job.
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Employee Expectations
• Employees want to use these technologies at work.
• Employees will use these technologies with or without employer support.
• Recruiting and retaining employees will require providing access.
• HR needs to communicate employee expectations to decision makers in organization.
• HR needs to be involved in setting policies for use.
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Reasons to Adopt Web 2.0 Technologies
• Application in work setting:> Emergency contact.> Instant messaging and communication services.
– Twitter https://twitter.com/– Yammer http://www.yammer.com/
> Collaboration in a 24/7 world.> Building community within the organization.
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Resistance to Adoption of Web 2.0 Technologies
• Employees will spend all their time on these sites.
• Employees will release private information.
• Security concerns.
• Harassment.
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Employee Relations
Employee Relations> Social networks:
• Access to information and knowledge.
• Social connections.
• Communication about who you are.
• Recommendations.» (Bandel, 2008)
> Company examples:• Deloitte – D Street.
• IBM – Beehive.
• Best Buy – Blue Shirt Nation.
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Policies and Guidelines
• Issues to address:> Purpose for using technology.> How will it be monitored.> What behavior is allowed.> What behavior is not allowed.> How these policies fit with existing computer use
policies.> Ethical constraints.
» (Kaupins, Burwell, Spitzer, 2007)
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Technology and Work/life Boundaries
• Personal mobile devices increase employee availability.
• Concerns that they add pressure on employees:> Blurring line between work and personal life.
Of the “networked workers”. > 45 percent do some work at home.> 18 percent work at home daily.
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Overall Conclusions
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• HR professionals need to stay current on developments in technology.
• Information monitoring, disseminating and collaborating.
• HR professionals need to adapt technologies to enhance functions such as recruiting.
• HR professionals need to acknowledge employees expectations about technology availability.
• HR professionals need to be aware of effect of technology on employees lives.
Thank You!
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Resource made available by SHRM US
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