Chapter 03 dessler 12-ce_ppt_ch03

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Chapter 03 dessler 12-ce_ppt_ch03

  1. 1. Chapter 3: Human Resources Management and Technology Human Resources Management and Technology | 3-1 Copyright © 2014 Pearson Canada Inc. All rights reserved. Dessler, Chhinzer, Cole Human Resources Management in Canada Canadian Twelfth Edition
  2. 2. 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 Copyright © 2014 Pearson Canada Inc. All rights reserved. • EXPLAIN the strategic importance of technology in HRM.
  3. 3. 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. Human Resources Management and Technology | 3-3 Copyright © 2014 Pearson Canada Inc. All rights reserved. • DISCUSS what is meant by e-HR and the benefits of web-enabled service applications.
  4. 4. 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 Copyright © 2014 Pearson Canada Inc. All rights reserved. HR technology
  5. 5. Strategic Importance of Technology in HRM Use of technology will enable HR to achieve three key objectives: 2. Business intelligence—providing users with relevant data 3. Effectiveness and efficiency—reducing lead times, costs, and service levels Human Resources Management and Technology | 3-5 Copyright © 2014 Pearson Canada Inc. All rights reserved. 1. Strategic alignment with business objectives
  6. 6. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Emerging HR Competencies Human Resources Management and Technology | 3-6
  7. 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 Human Resources Management and Technology | 3-7 Copyright © 2014 Pearson Canada Inc. All rights reserved. •
  8. 8. Human Resources Information System (HRIS) Copyright © 2014 Pearson Canada Inc. All rights reserved. “Integrated systems used to gather, store, and analyze information regarding an organization’s human resources” Human Resources Management and Technology | 3-8
  9. 9. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Major Components of an HRIS Human Resources Management and Technology | 3-9
  10. 10. Major Components of an HRIS • HR administration • Recruitment • Compensation and benefits administration • Training and development • Health and safety • Pension administration • Employment equity • Performance evaluation Human Resources Management and Technology | 3-10 • Labour relations • Payroll Copyright © 2014 Pearson Canada Inc. All rights reserved. • Time and attendance • Organization management
  11. 11. 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 Human Resources Management and Technology | 3-11 Copyright © 2014 Pearson Canada Inc. All rights reserved. • maintain information on job openings
  12. 12. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Time and Attendance Human Resources Management and Technology | 3-12
  13. 13. 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) Human Resources Management and Technology | 3-13 Copyright © 2014 Pearson Canada Inc. All rights reserved. • career planning information
  14. 14. 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 Human Resources Management and Technology | 3-14 Copyright © 2014 Pearson Canada Inc. All rights reserved. Compensation and Benefits Administration
  15. 15. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Performance Evaluation Human Resources Management and Technology | 3-15
  16. 16. 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 Human Resources Management and Technology | 3-16 Copyright © 2014 Pearson Canada Inc. All rights reserved. • compensation forms
  17. 17. Key Functions of an HRIS • create and maintain employee records • legal compliance • talent management/knowledge management • strategic alignment • enhancing decision making Human Resources Management and Technology | 3-17 Copyright © 2014 Pearson Canada Inc. All rights reserved. • forecasting and planning HR requirements
  18. 18. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Key Functions of an HRIS Human Resources Management and Technology | 3-18
  19. 19. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Key Functions of an HRIS Human Resources Management and Technology | 3-19
  20. 20. Selecting and Implementing an HRIS Phase 1: Adoption—Determining the Need • • • • • company background management considerations technical considerations HR considerations cost considerations Human Resources Management and Technology | 3-20 Copyright © 2014 Pearson Canada Inc. All rights reserved. • analysis based on:
  21. 21. 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 Human Resources Management and Technology | 3-21 Copyright © 2014 Pearson Canada Inc. All rights reserved. • data conversion
  22. 22. 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 Human Resources Management and Technology | 3-22 Copyright © 2014 Pearson Canada Inc. All rights reserved. • train the users on the system
  23. 23. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved Selecting and Implementing an HRIS Human Resources Management and Technology | 3-23
  24. 24. Electronic HR (e-HR) Intranet “A network interconnected within one organization, using web technologies for sharing of information internally.” Human Resources Management and Technology | 3-24 Copyright © 2014 Pearson Canada Inc. All rights reserved. “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.”
  25. 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 Human Resources Management and Technology | 3-25 Copyright © 2014 Pearson Canada Inc. All rights reserved. •
  26. 26. reserved. Copyright © 2014 Pearson Canada Inc. All rights reserved e-HR and Web-Based Self-Service Trends Human Resources Management and Technology | 3-26
  27. 27. 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 Human Resources Management and Technology | 3-27 Copyright © 2014 Pearson Canada Inc. All rights reserved. Stage 1: Paper-Based Systems
  28. 28. Trends in HR and Technology 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 Human Resources Management and Technology | 3-28 Copyright © 2014 Pearson Canada Inc. All rights reserved. 1.

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