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Chapter 03 dessler 12-ce_ppt_ch03
- 1. 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
- 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
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• EXPLAIN the strategic importance of
technology in HRM.
- 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
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• DISCUSS what is meant by e-HR and the
benefits of web-enabled service applications.
- 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
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HR technology
- 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
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1. Strategic alignment with business objectives
- 6. reserved.
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Emerging HR Competencies
Human Resources Management and Technology | 3-6
- 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
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•
- 8. Human Resources
Information System (HRIS)
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“Integrated systems used to
gather, store, and analyze information
regarding an organization’s human resources”
Human Resources Management and Technology | 3-8
- 9. reserved.
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Major Components of an HRIS
Human Resources Management and Technology | 3-9
- 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
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• Time and attendance
• Organization
management
- 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
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• maintain information on job openings
- 12. reserved.
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Time and Attendance
Human Resources Management and Technology | 3-12
- 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
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• career planning information
- 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
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Compensation and Benefits Administration
- 15. reserved.
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Performance Evaluation
Human Resources Management and Technology | 3-15
- 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
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• compensation forms
- 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
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• forecasting and planning HR requirements
- 18. reserved.
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Key Functions of an HRIS
Human Resources Management and Technology | 3-18
- 19. reserved.
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Key Functions of an HRIS
Human Resources Management and Technology | 3-19
- 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
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• analysis based on:
- 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
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• data conversion
- 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
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• train the users on the system
- 23. reserved.
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Selecting and Implementing
an HRIS
Human Resources Management and Technology | 3-23
- 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
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“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. 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
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•
- 26. reserved.
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e-HR and Web-Based
Self-Service Trends
Human Resources Management and Technology | 3-26
- 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
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Stage 1: Paper-Based Systems
- 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
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1.