HUMAN RESOURCE MANAGEMENT

TECHNOLOGICAL IMPACT


GROUP : EARTH
 
HR DEFINED : Strategic & coherent approach to the management of
organisations most valued asset i.e people for the
achievement of organisations objectives.
INNOVATION AS KEY TO COMPETITIVE ADVANTAGE :
Fortunes of several companies have been revised, thanks
to innovation in relation to technology.
Mahindra & Mahindra incident 1992.
E-HR : Hr department making use of internet & related technologies to
support there activities, the process becomes e-HRM.

TECHNOLOGY:Technology is changing everything. Says Larry Dunivan, vice

president of global HR solutions for Lawson Software in Minneapolis, Minnesota:
"We've seen the first wave of technology enter the workplace and HR department.
Today, companies have automated many processes and eliminated unnecessary
work."
 
•HRIS :- a technology based system to acquire , retreive, analyse & distribute
pertinent information regarding an organisation human resource.
•ASM:- a web based employee assessment tool (application server model).
•CPM:- computerised performance monitoring
•Workflow technology.
•Vendor management system.
•Application tracking system.
•Performance management software.
•Internal mobility software.
•Executive & key people management software.
•E- recruitment software.
•Virtual office system
 HR:- GETTING SMARTER

 Internet portals :- customize and personalize each person's
workspace through Internet portals. . A manager might track key
indicators such as labor costs or competency levels by workgroup.
He or she might also view personal account information, pending
emails, alerts that certain task need to be addressed--say an approval
for a promotion or a 360-degree review. A well designed portal can
create a very compelling experience," says Alexis de Planque,
program director for e-business strategy at Meta Group in Stanford,
Connecticut .
 Shared service centers :-consolidating various functions in a single
location and processing all transactions and claims en masse, it's
possible to reduce--if not eliminate--much of the redundancy and
overlap that plagues the typical corporation . At Allied Signal Corp.
in Morristown, New Jersey, new technology, heavily dependent on
the Web, has ushered in a new model of corporate efficiency
 GETTING SMARTER

 Application Service Providers :- Allow them to rent space on a remote
system and let an outside company manage system maintenance, security
and upgrades. For example, US Internetworking Inc., based in Annapolis,
Maryland, supports ERP packages from PeopleSoft and Lawson,
customer relationship management (CRM) software from Siebel Systems,
and e-commerce and messaging applications from Microsoft.

 Business intelligence :- Business intelligence uses tools such as online

analytical processing (OLAP), decision support systems (DSS), executive
information systems (EIS) and data mining.

 Resource Analysis:- HR department can analyze labor costs and

productivity among various groups of workers to better structure pay
and benefits packages.
SMARTNESS CONTINUES

 Personal digital assistants (PDAs):- Making human resources data
available through PDA,digital phones and interactive pagers. SAP
announced a partnership with Motorola that enables the PageWriter 2000
interactive pager to cull information from ERP software--including sales
automation, financial tracking, medical information gathering and
transactional updates from an array of industries.

 Virtual meetings:- Smart agents-pieces of software that monitor networks

and computers-will automatically sense bottlenecks and trends and adjust
or change processes to optimize workflow.

 Electronic travel & Expense reporting (T&E) :- Employees submit expense

reports electronically, using an intranet and browser. When an employee
logs on to the system, it auto populates charges from their corporate
American Express card. They simply add out-of-pocket expenses and the
system generates a report.
 SMARTNESS GOES ON
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 Telecommuting :- Telecommuting is working from one's home or some
other remote location outside the company's office. It increases quality of
life by enabling a meshing of personal and professional lives.
Telecommuting include productivity gains, reduced absenteeism, reduced
employee turnover costs, reduced real estate costs, and reduced relocation
costs.

 Talent management system:- Lawson Talent Management Version 3.4, a

system of record that captures all data related to the names, titles, roles,
experience, knowledge, skills and abilities of the people within an
organization. Six functional modules tapping that data handle recruiting,
goal management, performance management, compensation, learning and
development, and succession management.
 & CONTINUES…
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 B2E Employee Self Service (ESS):- An Internet based solution that
provides employees with a browser interface to relevant HR data and
transactions. It enables employees’ real-time access to their data. They
can update their personal details, apply for leave, view their pay details
and associated benefits, view internal job vacancies and book training
and travel.

 Performance Appraisal System :- A software program written to do the

calculations using data already in place, and another program written to
do the calculations. The new process reduces the paperwork from 20 to
7 pages per employee. Supervisors and managers were given the option
of using computerized comment sheets. Ability to use the system to
record and document noteworthy employee performance incidents,
both positive and negative in nature. This documentation feature
eliminated the need for a separate note-keeping system that many
managers had been using.
RECENT APPLICATIONS IN
HR
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 HRM TECHNOLOGY CONFERENCE 2010:-The work of the School
District of Hillsborough County to the conference—their efforts
towards improving teacher performance give our (marginally
meaningful) work real significance.
 Talent management system upgrade supports flexible self-service
role and task delegation.(InformationWeek September 29, 2010)
 Hu ManTech Inc. has released ergo Tool 5, a new version of its
popular web-based management tool for office ergonomics. The
software is designed to help employers quickly identify and address
ergonomic problems and develop effective solutions to improve
health, safety and productivity in the workplace.(HR Magzine,Oct 2006)
 Web-Based Training:- American Learning Exchange (ALX) has been
established by the U.S. Department of Labor. ALX was started to
provide employers and others a web-based source for training
resources.( www.alx.org)
RECENT APPLICATIONS IN
HR

 Revising the Performance Appraisal System at St. Luke’s Hospital:- A
software programe was written to asses the performance appraisal
system thereby reducing the paperwork and better employee appraisal
system.(Business week, 2009)

 CISCO VIRTUAL OFFICE :- Currently more than 14,000 Cisco employees are
using the Cisco Virtual Office solution. Through the results of an internal survey,
it was estimated that the average employee saved 2.81 hours of commuting time
per week and reduced up to 2.5 tons of CO2 emissions per year.

Cisco Secure Sockets Layer (SSL) VPN solutions are secure methods to
extending office-quality services to the remote workforce .

 VIRTUALIZATION TO BUSINESS
Capgemini Partners with VMware to Deliver New Suite of Virtualization
business Services (V2B).
 Application continues..
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 MCI Worldcom Corp. in Clinton, Mississippi, have embraced Web
technology and transformed the way work gets done--inside and outside
human resources.The telecom giant has moved beyond online directories,
handbooks and employee record updates to a world where employees can
venture online to purchase stock and reallocate investments in their 401(k)
account, fill out electronic W-4 forms, and view an electronic pay stub a week
before they're paid.

 Online Recruiting, which has revolutionized HR over the last few years. Sites
such as Monster.com, HotJobs, CareerBuilder and Career Mosaic have
become central hubs for job seekers and employers, while a slew of start-up
companies have flooded the marketplace. Firms such as Webhire (formerly
Restrac) and Lawson Software's iJob, which integrates online searching with
resume tracking and database management, and it's clear that a not-so-quiet
revolution is taking place.
 Application continues..
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 Cascade software at Manchester city Football Club(MCFC):- MCFC to
replace its outdated, manual, paper-based processes and spreadsheets with
an internet browser-based system, enabling consolidation of data, a reduction
in paperwork and improved efficiencies throughout the entire HR
department.(May 18,2010, THE HINDU).

 Human Recognition Systems Launches the First Biometric Workforce

Management Solution for the Civil Environment:- MSite Civil is a
workforce management and reporting solution designed to meet the flexible
needs of the civil environment.MSite Civil uses the same software platform as
MSite Build - the established construction solution which is currently in use.
 FORECAST OF PAST-
REALITY TODAY
What was forecast 15 years ago?

That employees would use multi-functional, wireless technology to do their jobs
from virtually anywhere.

Business should expect major advances in voice recognition, wireless technology,

real time video conferencing.

Smart Phones will really be handheld computers that store massive amounts of
information, music, phone numbers and will access the internet.

Mobile Workforce will depend on HR assistants to act as ground control ensuring

a smooth flow of information.

HR will take on activities such as internet research, desktop publishing, web page
development, help desk and computer training.
 FUTURE ASPECTS OF
TECHNOLOGY IN HRM

 Using Google-type searches, recruiters will identify potential passive candidates
without posted resumes and also gather background information that can be
used to qualify them as a potential candidate.

 Corporate career websites will have the ability to "morph," so that the
information provided to different candidates changes to fit their unique needs.

 The online self scheduling of candidate interviews will become standard

practice .
 More sophisticated fuzzy logic systems will, once you identify your skills and
interests, select an initial job automatically and then "find" other "similar jobs"
using the same process that Amazon.com currently utilizes to refer other
relevant books to clients. This smart system will allow candidates to search for
jobs without knowing the precise title .
 CONCLUSION

 The 21st century will bring even more technology to human resources. Today's
HR department must reinvent itself on a regular and ongoing basis. As the
enterprise becomes more global, new systems and technology will lead to
greater collaboration, without regard to political boundaries and language. HR
is likely to be at the center of this revolution.
 Over your morning coffee you begin reviewing the ahead day on your iDigi
2020 (think iPhone in 10 years), several employee training courses are taking
place, new policies are to begin being drafted on the Intranet, and you are
informed by that the workforce planning meeting scheduled for tomorrow is
today at 11am.
 The future office will be “Core Teams” who will manage employee, teams
working around the globe; from home offices; to business café’s.
 All these processes combined with the glut of information streaming in from
online sources have spawned entirely new ways of viewing and thinking about
information. Here are a few ways technology has changed