Description
ppt
• The information revolution will transform everything it touches. • Knowledge, information and ideas are the keys to the new creative economy. • Central use of technology in HRM is Human Resource Information System. • HRIS are tools for management control and decision making. • Use of Technology has both positive and negative effects.
Requires changes in skills and work habits of employees Elimination of some lowered level positions and layers of management Less hierarchy, more collaboration
• Merges HRM discipline with Information Technology. • It encompasses a wide range of functions ? Payroll ? Time and Attendance ? Appraisal performance ? Benefits Administration ? HR management Information system ? Recruiting ? Performance Record ? Employee Self-Service ? Scheduling ? Absence Management
• • • • •
Use new technology as an opportunity to change HR Make employees self-reliant for HR services Communicate with employees while monitoring performance Use more Data to get more answers Pay attention to appearance and functionality
?Use new technology as an opportunity to change HR
Always when a new technology come, it is an opportunity to examine the ongoing process whether it work efficiently or not.
?Make Employees Self-Reliant for HR ServicesHRIS technology helps employees to access to their information and increases the transparency in an organization by revealing the roles play by HR in an organization.
? Communicate with Employees while Monitoring PerformanceInform employees about the aspects of performance being monitored and the reason they are being monitored, it will improve the performance .
?Use More Data to get More AnswerHRIS technology explore new or more data to answer basic question like`` What information on job predicts long-term performance and retention?’’
?Pay Attention To Appearance and FunctionalityWhen moving to HR online services it is important to carefully test and evaluate the functionality of the HR portal.
? ? ? ?
Easy To Use Fast navigation Containing useful information Data integrity
• • • • • •
Strategic Workforce planning E- Learning Learning Management System M-Learning E- HRM Telecommuting
• Framework applied for Workforce Planning and Workforce
Development • Links between corporate and strategic objectives . • Strategic Workforce Planning takes into account the projected loss of knowledge through employee exits and the projected knowledge requirements for sustaining and progressing the business.
• Knowledge requirements may include technology, new skills, new
roles, documentation of key workforce intelligence or new business demands.
• Trainees who interact with peers during training will
outperform those who do not,and will be more likely to
re-enroll in future courses. • Design training programs that encourage employees to
participate together. For example, supplement eLearning programs with face-to-face modules. • Keep trainees engaged in learning throughtechniques such as web-based games and interactive multimedia.
• A software application for the administration, documentation, tracking, and reporting of training programs, classroom and online events and e-learning programs. It should be able to: • Centralize and automate administration • Use self-service and self-guided services • Assemble and deliver learning content rapidly • Consolidate training initiatives on a scalable webbased platform • Support portability and standards • Personalize content and enable knowledge reuse.
• Any activity that allows individuals to be more productive when consuming, interacting with, or creating information, mediated through a compact digital portable device that the individual carries on a regular basis, has reliable connectivity, and fits in a pocket or purse. • “Facilitate, support, enhance, extend" reminding us that mlearning works best when added to something.
• Definition:-The exploitation of ubiquitous handheld
technologies, together with wireless and mobile phone networks, to facilitate, support, enhance and extend the reach of teaching
and learning
• Application of information technology for both networking and
supporting at least two individual or collective actors in their
shared performing of HR activities. • Devolution of HR functions to management and employees.
• Access via intranet or other web-technology channels.
• Shifts focus to Strategic HR functions. • Types of E-HRM
? Operational-Payroll ? Relational-Training Recruitment ? Transformational-Knowledge Management
A process by which employees work from home. • It involves more than merely an agreement between employees and the supervisors that the subordinate can work from home. • It includes a management system that allows employees a tremendous amount of discretion as to how they fulfill their job responsibilities. • Two-thirds of Fortune 100 companies have this program. Some of its merits include less commutation on roadways, retention aid, savings for employees as well as organizations in hiring real estates and flexibility in recruitment.
• An employer has an interest in its employees’ use of employerprovided technology.
• To avoid employee dissatisfaction:
? Set information handling policies. ? Organization needs to be aware of the state and federal law regarding privacy. ? Violation will be subjected to discipline and termination. ? Avoid fraudulent secretive or unfair means of data collection. ? Articulate communicate and carry out fair information practice policy.
• Legal, ethical and financial implications for the firm. • HR Professionals will be classified as ? Content Experts ? HR Generalist • New Skill Requirement: ? Improved Technical Skills ? Vendor Relationship Skills ? Increased level of experience and education
• HR distance and isolation
? Difficulties in interaction with computers ? Affect relationship ? Difficulty in effective communication
• Faster may not mean Better
? Logic behind decision making less transparent ? Decision quality not improved measureably
• Adverse Impact
? Minorities less represented ? Multiple application from single unqualified individual
• Productivity Loss Due to Social Networking Sites. • Disgruntled Employees use Blogs to comment on their workplace and colleagues . • Posting of company secrets including office gossip also is a concern for employers. • The workplace internet is also being used to complete household administration tasks. • Solution: Install Shields or Smart Filters on their Servers
• Work place is changing at such a rapid pace that legal regulation and management policies lag behind. • To monitor employees activities the surveillance methods include:
? ? ? ? ? ? Monitoring emails Tracking websites visited Monitoring keyboards Recording telephone calls Installing GPS systems in business cars Using cameras at the office
Employers have many legitimate reasons for desiring to monitor their employees' e-mail usage, such as:
? Maintaining the company's professional reputation and image; ? Maintaining employee productivity; ? Preventing and discouraging sexual or other illegal workplace harassment; ? Preventing "cyberstalking"7 by employees; ? Preventing possible defamation liability; ? Preventing employee disclosure of trade secrets and other confidential information; and ? Avoiding copyright and other intellectual property infringement from employees illegally downloading software, etc.
• Growth of Social Networking
? Integrating information from social networking sites.
• Expansion of compliance and reporting
? Need to adapt HRIS to remain compliant with state and federal requirements.
• More Renting and less buying of services
? rent services and software from vendors ? cloud computing and software-as-a-service
• Greater use of Business Intelligence and Dash Boards
? Use of sophisticated Business Intelligence applications to HRIS data.
• Increasing HR data Transparency
? Leads to data compromises and identity theft ? risks of jeopardizing employees’ privacy increase.
?IBM
IBM has its HRSC in North Carolina that delivers HR information and services to more than 500,000 active and retired employees in the United States. The centre services over 20 separate IBM business units in areas like compensation, benefits, retirement planning, staffing, job posting, orientation, performance management.
• In addition, a number of functions are fully automated. Employees can set up their own flexible benefit program without even talking to other person. These are hereby supported by an intranet of 5000 pages.
• How technology assisted IBM? ?Improved delivery of HR programs ?Reduced administrative cost ?Higher customer satisfaction rate (90 %) ?Reduced cost of providing HR services by 40 % ?Gain in additional cost efficiencies
? Merrill Lynch Financial services giant offers Telecommuting to its employees that fits the organizations strategic change objectives and culture. Here, employees are provided with a 21 page guide as to how it is beneficial for alternative work arrangements.
? Time Warner Cable, Inc.(Houston) ? 1660 employees spread out in 27 locations. ?These employees work at a great distance from any HR office. Kiosks are installed at its remote locations to provide a better service to installers.
? CBT’s at QUALCOMM With 6000 employees it has a multiple access technology used in digital wireless communication worldwide offers 250 course outlines. It includes learning styles and schedules where online courses are offered 24x7. MySource is an intranet based tool. Employees can check in their employee records and skills accomplishments. ? NABARD Similar kind of learning modules are given here to train the employees where they have a complete access to their records, data and performance charts.
? Websites Several websites are available for users wherein the queries can be asked and solutions are updated by the people in the form of blogs. Some of them are: • www.hrlink.in • www.hronline.com • www.humancapitalonline.com • www.hrcrossing.com • www.hr2u.com • http://topics.workforce.com/training-anddevelopment/e-learning.htm
doc_267854255.pptx
ppt
• The information revolution will transform everything it touches. • Knowledge, information and ideas are the keys to the new creative economy. • Central use of technology in HRM is Human Resource Information System. • HRIS are tools for management control and decision making. • Use of Technology has both positive and negative effects.
Requires changes in skills and work habits of employees Elimination of some lowered level positions and layers of management Less hierarchy, more collaboration
• Merges HRM discipline with Information Technology. • It encompasses a wide range of functions ? Payroll ? Time and Attendance ? Appraisal performance ? Benefits Administration ? HR management Information system ? Recruiting ? Performance Record ? Employee Self-Service ? Scheduling ? Absence Management
• • • • •
Use new technology as an opportunity to change HR Make employees self-reliant for HR services Communicate with employees while monitoring performance Use more Data to get more answers Pay attention to appearance and functionality
?Use new technology as an opportunity to change HR
Always when a new technology come, it is an opportunity to examine the ongoing process whether it work efficiently or not.
?Make Employees Self-Reliant for HR ServicesHRIS technology helps employees to access to their information and increases the transparency in an organization by revealing the roles play by HR in an organization.
? Communicate with Employees while Monitoring PerformanceInform employees about the aspects of performance being monitored and the reason they are being monitored, it will improve the performance .
?Use More Data to get More AnswerHRIS technology explore new or more data to answer basic question like`` What information on job predicts long-term performance and retention?’’
?Pay Attention To Appearance and FunctionalityWhen moving to HR online services it is important to carefully test and evaluate the functionality of the HR portal.
? ? ? ?
Easy To Use Fast navigation Containing useful information Data integrity
• • • • • •
Strategic Workforce planning E- Learning Learning Management System M-Learning E- HRM Telecommuting
• Framework applied for Workforce Planning and Workforce
Development • Links between corporate and strategic objectives . • Strategic Workforce Planning takes into account the projected loss of knowledge through employee exits and the projected knowledge requirements for sustaining and progressing the business.
• Knowledge requirements may include technology, new skills, new
roles, documentation of key workforce intelligence or new business demands.
• Trainees who interact with peers during training will
outperform those who do not,and will be more likely to
re-enroll in future courses. • Design training programs that encourage employees to
participate together. For example, supplement eLearning programs with face-to-face modules. • Keep trainees engaged in learning throughtechniques such as web-based games and interactive multimedia.
• A software application for the administration, documentation, tracking, and reporting of training programs, classroom and online events and e-learning programs. It should be able to: • Centralize and automate administration • Use self-service and self-guided services • Assemble and deliver learning content rapidly • Consolidate training initiatives on a scalable webbased platform • Support portability and standards • Personalize content and enable knowledge reuse.
• Any activity that allows individuals to be more productive when consuming, interacting with, or creating information, mediated through a compact digital portable device that the individual carries on a regular basis, has reliable connectivity, and fits in a pocket or purse. • “Facilitate, support, enhance, extend" reminding us that mlearning works best when added to something.
• Definition:-The exploitation of ubiquitous handheld
technologies, together with wireless and mobile phone networks, to facilitate, support, enhance and extend the reach of teaching
and learning
• Application of information technology for both networking and
supporting at least two individual or collective actors in their
shared performing of HR activities. • Devolution of HR functions to management and employees.
• Access via intranet or other web-technology channels.
• Shifts focus to Strategic HR functions. • Types of E-HRM
? Operational-Payroll ? Relational-Training Recruitment ? Transformational-Knowledge Management
A process by which employees work from home. • It involves more than merely an agreement between employees and the supervisors that the subordinate can work from home. • It includes a management system that allows employees a tremendous amount of discretion as to how they fulfill their job responsibilities. • Two-thirds of Fortune 100 companies have this program. Some of its merits include less commutation on roadways, retention aid, savings for employees as well as organizations in hiring real estates and flexibility in recruitment.
• An employer has an interest in its employees’ use of employerprovided technology.
• To avoid employee dissatisfaction:
? Set information handling policies. ? Organization needs to be aware of the state and federal law regarding privacy. ? Violation will be subjected to discipline and termination. ? Avoid fraudulent secretive or unfair means of data collection. ? Articulate communicate and carry out fair information practice policy.
• Legal, ethical and financial implications for the firm. • HR Professionals will be classified as ? Content Experts ? HR Generalist • New Skill Requirement: ? Improved Technical Skills ? Vendor Relationship Skills ? Increased level of experience and education
• HR distance and isolation
? Difficulties in interaction with computers ? Affect relationship ? Difficulty in effective communication
• Faster may not mean Better
? Logic behind decision making less transparent ? Decision quality not improved measureably
• Adverse Impact
? Minorities less represented ? Multiple application from single unqualified individual
• Productivity Loss Due to Social Networking Sites. • Disgruntled Employees use Blogs to comment on their workplace and colleagues . • Posting of company secrets including office gossip also is a concern for employers. • The workplace internet is also being used to complete household administration tasks. • Solution: Install Shields or Smart Filters on their Servers
• Work place is changing at such a rapid pace that legal regulation and management policies lag behind. • To monitor employees activities the surveillance methods include:
? ? ? ? ? ? Monitoring emails Tracking websites visited Monitoring keyboards Recording telephone calls Installing GPS systems in business cars Using cameras at the office
Employers have many legitimate reasons for desiring to monitor their employees' e-mail usage, such as:
? Maintaining the company's professional reputation and image; ? Maintaining employee productivity; ? Preventing and discouraging sexual or other illegal workplace harassment; ? Preventing "cyberstalking"7 by employees; ? Preventing possible defamation liability; ? Preventing employee disclosure of trade secrets and other confidential information; and ? Avoiding copyright and other intellectual property infringement from employees illegally downloading software, etc.
• Growth of Social Networking
? Integrating information from social networking sites.
• Expansion of compliance and reporting
? Need to adapt HRIS to remain compliant with state and federal requirements.
• More Renting and less buying of services
? rent services and software from vendors ? cloud computing and software-as-a-service
• Greater use of Business Intelligence and Dash Boards
? Use of sophisticated Business Intelligence applications to HRIS data.
• Increasing HR data Transparency
? Leads to data compromises and identity theft ? risks of jeopardizing employees’ privacy increase.
?IBM
IBM has its HRSC in North Carolina that delivers HR information and services to more than 500,000 active and retired employees in the United States. The centre services over 20 separate IBM business units in areas like compensation, benefits, retirement planning, staffing, job posting, orientation, performance management.
• In addition, a number of functions are fully automated. Employees can set up their own flexible benefit program without even talking to other person. These are hereby supported by an intranet of 5000 pages.
• How technology assisted IBM? ?Improved delivery of HR programs ?Reduced administrative cost ?Higher customer satisfaction rate (90 %) ?Reduced cost of providing HR services by 40 % ?Gain in additional cost efficiencies
? Merrill Lynch Financial services giant offers Telecommuting to its employees that fits the organizations strategic change objectives and culture. Here, employees are provided with a 21 page guide as to how it is beneficial for alternative work arrangements.
? Time Warner Cable, Inc.(Houston) ? 1660 employees spread out in 27 locations. ?These employees work at a great distance from any HR office. Kiosks are installed at its remote locations to provide a better service to installers.
? CBT’s at QUALCOMM With 6000 employees it has a multiple access technology used in digital wireless communication worldwide offers 250 course outlines. It includes learning styles and schedules where online courses are offered 24x7. MySource is an intranet based tool. Employees can check in their employee records and skills accomplishments. ? NABARD Similar kind of learning modules are given here to train the employees where they have a complete access to their records, data and performance charts.
? Websites Several websites are available for users wherein the queries can be asked and solutions are updated by the people in the form of blogs. Some of them are: • www.hrlink.in • www.hronline.com • www.humancapitalonline.com • www.hrcrossing.com • www.hr2u.com • http://topics.workforce.com/training-anddevelopment/e-learning.htm
doc_267854255.pptx