Chapter 3: Human Resources

Management and Technology

Human Resources Management and Technology | 3-1

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Dessler, Chhinzer, Cole

Human Resources
Management in Canada
Canadian Twelfth Edition

Learning Outcomes

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.
Human Resources Management and Technology | 3-2

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EXPLAIN the strategic importance of

technology in HRM.

Learning Outcomes
EXPLAIN the key functions of an HRIS and
its key stakeholders.

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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DISCUSS what is meant by e-HR and the

benefits of web-enabled service applications.

Strategic Importance of
Technology in HRM
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

Human Resources Management and Technology | 3-4

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HR technology

Strategic Importance of
Technology in HRM
Use of technology will enable HR to achieve
three key objectives:
2. Business intelligenceproviding users with relevant
data
3. Effectiveness and efficiencyreducing lead times,
costs, and service levels

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1. Strategic alignment with business objectives

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reserved.

Emerging HR Competencies

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The Impact of Technology on the

Role of HR

deceased transactional activities

increased client/customer focus

increased delivery of strategic services

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Technology has changed the traditional HR

role:

Human Resources
Information System (HRIS)

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Integrated systems used to gather, store,

and analyze information regarding an
organizations human resources

Human Resources Management and Technology | 3-8

Major Components of an HRIS

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reserved.

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Human Resources Management and Technology | 3-9

Major Components of an HRIS

Recruitment
Time and attendance

Compensation and
benefits administration
Organization
management

Training and
development

Health and safety

Pension administration

Payroll

Employment equity
Performance evaluation

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Labour relations

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HR administration

Major Components of an HRIS

HR Administration
maintain employee data
Recruitment and Application Tracking
scan and track applicant resume/information
Time and Attendance
vacation entitlement
absenteeism, leave of absence
company policies
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maintain information on job openings

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reserved.

Time and Attendance

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Major Components of an HRIS

Training and Development/Knowledge Management
employee skills, competencies
training courses
Pension Administration
pension statements
pension eligibility
Employment Equity Information
reporting federally required information
(if applicable)
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career planning information

Major Components of an HRIS

Performance Evaluation
performance history
types of appraisals used
pay grade, bonus information
types of benefit plans
Organization Management
organizational structure
job descriptions
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Compensation and Benefits Administration

Performance Evaluation

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reserved.

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Major Components of an HRIS

Health and Safety
accident reports
complaints and resolutions
Labour Relations
union membership
seniority lists
grievances and resolutions
Payroll Interface
information for accounting system
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compensation forms

Key Functions of an HRIS

create and maintain employee records
legal compliance
talent management/knowledge
management
strategic alignment
enhancing decision making
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forecasting and planning HR requirements

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reserved.

Key Functions of an HRIS

Human Resources Management and Technology | 3-18

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reserved.

Key Functions of an HRIS

Human Resources Management and Technology | 3-19

Selecting and Implementing

an HRIS
Phase 1: AdoptionDetermining the Need

company background
management considerations
technical considerations
HR considerations
cost considerations

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analysis based on:

Selecting and Implementing

an HRIS
Phase 2: Implementation
establish project team
testing
privacy and security considerations
control access to data
ensure users adhere to privacy and confidentiality
rules
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data conversion

Selecting and Implementing

an HRIS
Phase 3: Integration
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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train the users on the system

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reserved.

Selecting and Implementing

an HRIS

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Electronic HR (e-HR)

Intranet
A network interconnected within one
organization, using web technologies for
sharing of information internally.
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A form of technology that enables HR

professionals to integrate an organizations
HR strategies, processes, and human capital
to improve overall HR service delivery.

e-HR and Web-Based

Self-Service Trends
Employee Self-Service (ESS)

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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employees access and manage personal information

directly

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reserved.

e-HR and Web-Based

Self-Service Trends

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A Brief History of the Evolution

of HR Technology

Stage 2: Early Personal Computer

Technology
Stage 3: Electronic Database Systems
Stage 4: Web-Based Technology
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Stage 1: Paper-Based Systems

Trends in HR and Technology

1. The increased use of portals and intranets
2. Greater access to technology
3. Continued optimization of current systems
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
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4. Enhanced focus on workforce analytics