E-HR  HR as knowledge system, E-recruiting, HR self-service Abhijit Ghosh  Mizoram University
Agenda <ul><li>Topics for the next three classes </li></ul><ul><li>Project </li></ul><ul><ul><li>Teams </li></ul></ul><ul>...
E-HR:  Transforming HR from a cost center to a strategic weapon <ul><li>Technology creates an opportunity to do things qui...
What is to be achieved <ul><li>Systems now permit: </li></ul><ul><ul><li>Centralized systems (e.g., comp) across entire or...
Accomplished by: <ul><li>Centralized service delivery—integrated across all HR functions </li></ul><ul><li>Modern call cen...
Types of Knowledge dealt with by HR <ul><li>Core HR Knowledge: </li></ul><ul><ul><li>Underlying structure and logic of ben...
More knowledge <ul><li>Knowledge about presentation and use of knowledge </li></ul><ul><ul><li>Different presentations for...
More knowledge <ul><li>Company specific benefits </li></ul><ul><ul><li>Specific configuration of benefits and policies </l...
More knowledge <ul><li>Benefit providers </li></ul><ul><ul><li>Product offerings </li></ul></ul><ul><ul><li>Geographical r...
More knowledge <ul><li>Compensation issues </li></ul><ul><ul><li>Stock options (including stock price history; board actio...
Goal of HR knowledge system <ul><li>Answering employees’ questions and assist during self-service transactions </li></ul><...
Knowledge system <ul><li>HRIS: conventional systems (Peoplesoft, SAP, Oracle, Baan) </li></ul><ul><ul><li>Offers automatio...
Data warehousing <ul><li>Model of HR-related data from a variety of sources </li></ul><ul><ul><li>Includes all sorts of in...
Knowledge system <ul><li>Encoding of knowledge about company policies, HR procedures, benefit plans, etc. </li></ul><ul><l...
Knowledge versus HRIS <ul><li>In HRIS, knowledge is implicit in software and data </li></ul><ul><li>In knowledgebase, edit...
<ul><li>HRIS systems good, integrate data and transactions; off-the-shelf functionality, and conform to enterprise data mo...
What one should look for in commercial knowledge system <ul><li>Knowledge itself:  templates for wide range of benefits, p...
Vendors--continued <ul><li>Should have easy interfaces to data in existing databases (HRIS) </li></ul><ul><li>Interfaces t...
Performance Management <ul><li>“ The role of HR is to be a strategic business partner within the company, not to be a bure...
Historically <ul><li>Manual </li></ul><ul><li>Paper-based assessment </li></ul><ul><li>Did not load information into datab...
Web-based performance management <ul><li>Uses email notification </li></ul><ul><li>Can be done quickly </li></ul><ul><li>W...
On-line recruiting <ul><li>Familiarize yourself with the Internet </li></ul><ul><li>Research the market </li></ul><ul><li>...
E-recruiting <ul><li>Since about 1995, huge increase in e-recruiting </li></ul><ul><li>Projections are that it could be $6...
Questions <ul><li>How does an organization effectively use the Internet to find qualified individuals? </li></ul><ul><li>W...
Familiarize yourself with the Internet <ul><li>Benchmark other companies.  See who is doing well, what you like, listen to...
Research the market <ul><li>What can the Internet offer to you? </li></ul><ul><li>Consider using an online index or direct...
Define the target audience <ul><li>Each org has unique recruitment needs and thus you want to be exposed to different type...
Determining your search needs <ul><li>Different search services offer different needs  </li></ul><ul><ul><li>Some store re...
Compare costs <ul><li>Some services free; others pricey </li></ul><ul><li>Have to weight what you get for the price </li><...
Continue experimenting <ul><li>Internet is totally dynamic </li></ul><ul><li>No single answers </li></ul><ul><li>Look for ...
On-line recruiting issues <ul><li>One issue is how to attract potential employees even though neither are looking at a cer...
Skills-based marketing <ul><li>Currently have applicant tracking system which enable companies to identify top talent with...
Skills-based <ul><li>Some idea of general skills you will need in the future </li></ul><ul><li>Solution is to advertise fo...
Branding and reputation <ul><li>E-recruiting forces a company to come to grips with brand and reputation on potential empl...
Internet recruiting strategies <ul><li>Company web pages </li></ul><ul><li>Job-posting boards </li></ul><ul><li>Internet a...
Issues related to internet recruiting <ul><li>Application processing </li></ul><ul><li>Quality versus quantity </li></ul><...
Company web pages <ul><li>Permits any look company wants </li></ul><ul><li>Advertisements can be linked to corporate sites...
Company web pages-2 <ul><li>Recruiting page </li></ul><ul><ul><li>Company information </li></ul></ul><ul><ul><li>Job openi...
Web pages--3 <ul><li>Improvements </li></ul><ul><ul><li>Enhance site maneuverability (shorten link paths) </li></ul></ul><...
Job posting boards <ul><li>Electronic job-posting boards allow companies to: </li></ul><ul><ul><li>Advertise job openings ...
Job posting boards-2 <ul><li>Major Boards Used </li></ul><ul><ul><li>Monster.com </li></ul></ul><ul><ul><li>Career City </...
Job posting boards <ul><li>Evaluation of various boards </li></ul><ul><ul><li>How user-friendly is it? </li></ul></ul><ul>...
Critical things to consider <ul><li>Do not depend on one highly competitive board for all postings </li></ul><ul><li>Do no...
Internet advertising <ul><li>Banner advertising at job boards and other recruiting sites </li></ul><ul><ul><li>Can help cr...
Advertising <ul><li>Things to consider </li></ul><ul><ul><li>Site location (industry, job boards) makes a difference </li>...
Proactive candidate searches <ul><li>May use the Internet to identify candidate pools from which to actively recruit for p...
Applicant processing <ul><li>Automatic resume posting  (I-Post) </li></ul><ul><ul><li>Linked to company’s web site and all...
Processing--2 <ul><li>Online interviewing </li></ul><ul><ul><li>Some job boards (e.g., Career Bridge) screens applicants w...
Recruiting metrics <ul><li>Metrics to assess the effectiveness of different e-recruiting methods </li></ul><ul><ul><li>Tim...
Internet recruiting in the future <ul><li>As more search firms start to use Internet, they will come into competition with...
Self-service--Goals <ul><li>Improve services to employees and managers </li></ul><ul><li>Increase access to information </...
Self-service applications <ul><li>Employee communications (HR policies; FAQs) </li></ul><ul><li>401(k) or pension services...
Applications--more <ul><li>Time card entry </li></ul><ul><li>Withholding changes, deductions </li></ul><ul><li>Electronic ...
Applications—more <ul><li>New trends are management applications </li></ul><ul><ul><li>Travel and expense management </li>...
Applications--more <ul><li>Newest trends are in Strategic Applications: acquiring, developing, and managing key talent </l...
How people access <ul><li>Web </li></ul><ul><li>Toll free phones </li></ul><ul><li>Interactive Voice Response (IVR) </li><...
Commercial products <ul><li>Big ERP vendors </li></ul><ul><ul><li>PeopleSoft </li></ul></ul><ul><ul><li>Oracle </li></ul><...
Security <ul><li>Single sign-on </li></ul><ul><li>Data encrypted </li></ul><ul><li>Corporate VPNs </li></ul><ul><li>Corpor...
Business case for self-service <ul><li>Metrics </li></ul><ul><ul><li>Average cost per transaction </li></ul></ul><ul><ul><...
Obstacles in implementation <ul><li>Cost of ownership/limited budget </li></ul><ul><li>Security fears, concern over privac...
Requirements for success <ul><li>Adequate budget </li></ul><ul><li>CEO commitment </li></ul><ul><li>Collaboration between ...
Upcoming SlideShare
Loading in …5
×

E hr abhijit

668 views

Published on

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
668
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
22
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

E hr abhijit

  1. 1. E-HR HR as knowledge system, E-recruiting, HR self-service Abhijit Ghosh Mizoram University
  2. 2. Agenda <ul><li>Topics for the next three classes </li></ul><ul><li>Project </li></ul><ul><ul><li>Teams </li></ul></ul><ul><ul><li>Assignment </li></ul></ul><ul><li>Discussion/Lecture </li></ul><ul><li>Other topics of interest </li></ul>
  3. 3. E-HR: Transforming HR from a cost center to a strategic weapon <ul><li>Technology creates an opportunity to do things quite differently </li></ul><ul><li>Original investment in HR systems was motivated by: </li></ul><ul><ul><li>Elimination of paper </li></ul></ul><ul><ul><li>Productivity changes </li></ul></ul><ul><ul><li>Staff trimming </li></ul></ul><ul><li>Value now lies in: </li></ul><ul><ul><li>Capacity to support new and changing ideas </li></ul></ul><ul><ul><li>Sustain competitive advantage </li></ul></ul>
  4. 4. What is to be achieved <ul><li>Systems now permit: </li></ul><ul><ul><li>Centralized systems (e.g., comp) across entire organization (even global) </li></ul></ul><ul><ul><li>Undertake HR innovations </li></ul></ul><ul><ul><li>Response quickly to government regulations and company policy changes </li></ul></ul><ul><ul><li>Provide increase in quality to employees </li></ul></ul>
  5. 5. Accomplished by: <ul><li>Centralized service delivery—integrated across all HR functions </li></ul><ul><li>Modern call centers </li></ul><ul><li>Employee administration of benefits and policy—self-service HR transactions </li></ul><ul><li>Information access via corporate Intranet, interactive voice response </li></ul><ul><li>Automatic generation of bulletins, reports, data for government </li></ul><ul><li>Effective use of outsourcing </li></ul>
  6. 6. Types of Knowledge dealt with by HR <ul><li>Core HR Knowledge: </li></ul><ul><ul><li>Underlying structure and logic of benefits and policies </li></ul></ul><ul><ul><li>How and why co. defines its employee groups </li></ul></ul><ul><ul><li>Relevant gov. regulations </li></ul></ul><ul><ul><li>Policies of other relevant org.s (e.g., unions) </li></ul></ul><ul><li>Knowledge about employees </li></ul><ul><ul><li>Skills, special arrangements, vacation, family, etc. </li></ul></ul><ul><ul><li>Employee and retiree groups </li></ul></ul><ul><ul><li>Contracts with employee and unions </li></ul></ul>
  7. 7. More knowledge <ul><li>Knowledge about presentation and use of knowledge </li></ul><ul><ul><li>Different presentations for employees, family members, managers, auditors, healthcare </li></ul></ul><ul><ul><li>How employees put their questions? </li></ul></ul><ul><ul><li>Life events and company events </li></ul></ul><ul><ul><li>What needs to be in a plan description/policy manual? </li></ul></ul>
  8. 8. More knowledge <ul><li>Company specific benefits </li></ul><ul><ul><li>Specific configuration of benefits and policies </li></ul></ul><ul><ul><li>Benefit plan design; knowledge of how people use benefits, employee demographics </li></ul></ul><ul><ul><li>Competitors’ plans </li></ul></ul><ul><ul><li>Workflow </li></ul></ul><ul><li>Healthcare providers </li></ul><ul><ul><li>Ways to determine coverage of an employee </li></ul></ul><ul><ul><li>Equivalent drugs </li></ul></ul>
  9. 9. More knowledge <ul><li>Benefit providers </li></ul><ul><ul><li>Product offerings </li></ul></ul><ul><ul><li>Geographical range </li></ul></ul><ul><ul><li>Financial soundness </li></ul></ul><ul><li>Outsourcing </li></ul><ul><ul><li>Firms </li></ul></ul><ul><ul><li>Temp agencies </li></ul></ul><ul><ul><li>Compensation specialists </li></ul></ul>
  10. 10. More knowledge <ul><li>Compensation issues </li></ul><ul><ul><li>Stock options (including stock price history; board actions) </li></ul></ul><ul><ul><li>Performance management </li></ul></ul><ul><li>Diversity issues </li></ul><ul><li>IT Partners </li></ul><ul><ul><li>How to interface to employee data in ERP </li></ul></ul><ul><ul><li>How to drive HRIS process to make it knowledge system </li></ul></ul><ul><ul><li>How to generate reports </li></ul></ul>
  11. 11. Goal of HR knowledge system <ul><li>Answering employees’ questions and assist during self-service transactions </li></ul><ul><ul><li>Get info to employees automatically </li></ul></ul><ul><ul><li>Coaching on how to complete forms </li></ul></ul><ul><ul><li>Push what employees need to know </li></ul></ul><ul><li>Increasing the responsiveness of HR </li></ul><ul><li>Change the way decisions are made </li></ul>
  12. 12. Knowledge system <ul><li>HRIS: conventional systems (Peoplesoft, SAP, Oracle, Baan) </li></ul><ul><ul><li>Offers automation of HR process: enrollment and repository of data </li></ul></ul><ul><ul><li>Integrate and share with other ERP modules </li></ul></ul><ul><ul><li>Generate broad array of reports </li></ul></ul><ul><li>Designed to bring efficiencies of current practices; can’t respond to changes </li></ul>
  13. 13. Data warehousing <ul><li>Model of HR-related data from a variety of sources </li></ul><ul><ul><li>Includes all sorts of information about policies, practices, employees </li></ul></ul><ul><ul><li>Ways of accessing the data and making sense of them </li></ul></ul>
  14. 14. Knowledge system <ul><li>Encoding of knowledge about company policies, HR procedures, benefit plans, etc. </li></ul><ul><li>Key here is that knowledge is coded explicity—not just implicit in data </li></ul><ul><li>Possible components </li></ul><ul><ul><li>Knowledgebase: specialized database where knowledge is stored (e.g., eligibility constraints, rules on what must appear in a plan description. </li></ul></ul><ul><ul><li>Editing tools for entering data and keeping it curent </li></ul></ul><ul><ul><li>Algoritm for using knowledge correctly </li></ul></ul>
  15. 15. Knowledge versus HRIS <ul><li>In HRIS, knowledge is implicit in software and data </li></ul><ul><li>In knowledgebase, editing of code by subject matter experts puts policies explicitly </li></ul><ul><li>Can reason (provide information not only about current situations, but potential future—if subject matter experts put this in system) </li></ul><ul><li>Self-service systems are good examples of problems (person has to look and find problem, rather than system being set up to answer problems) </li></ul>
  16. 16. <ul><li>HRIS systems good, integrate data and transactions; off-the-shelf functionality, and conform to enterprise data model </li></ul><ul><li>However, does not allow people to be proactive in looking to answer questions of users </li></ul>
  17. 17. What one should look for in commercial knowledge system <ul><li>Knowledge itself: templates for wide range of benefits, policies which must be set for particular company </li></ul><ul><li>Knowledge editing tools: to define how things work in a particular company and to keep knowledge up to date; tools should enable testing and should generate reports on how knowledge is being used </li></ul><ul><li>Company specific content (forms, documents, policies, plans): this data gathering process should involve procedures for examining company documents, interviewing people </li></ul><ul><li>Methodology for systems deployment: installing, populating databases, integrating with other databases, training, verifying data </li></ul>
  18. 18. Vendors--continued <ul><li>Should have easy interfaces to data in existing databases (HRIS) </li></ul><ul><li>Interfaces to other common systems </li></ul><ul><li>Ability to link online documents—government regulations, </li></ul>
  19. 19. Performance Management <ul><li>“ The role of HR is to be a strategic business partner within the company, not to be a bureaucrat. Yet human resources is burdened with the performance-management process every year or every quarter and it detracts from what they can really offer to the company.” Matt Park, Human Asset Technologies </li></ul>
  20. 20. Historically <ul><li>Manual </li></ul><ul><li>Paper-based assessment </li></ul><ul><li>Did not load information into database </li></ul><ul><li>Organizations did less frequently than they want because of cumbersome systems </li></ul>
  21. 21. Web-based performance management <ul><li>Uses email notification </li></ul><ul><li>Can be done quickly </li></ul><ul><li>Web-based means can be accessed anywhere </li></ul><ul><li>Can be broader—assess different competencies at different times and different behaviors under each competency </li></ul><ul><li>More frequently did performance management, faster responses in completing it. </li></ul>
  22. 22. On-line recruiting <ul><li>Familiarize yourself with the Internet </li></ul><ul><li>Research the market </li></ul><ul><li>Define the target audience </li></ul><ul><li>Determine your search needs </li></ul><ul><li>Compare costs </li></ul><ul><li>Continue experimenting </li></ul>
  23. 23. E-recruiting <ul><li>Since about 1995, huge increase in e-recruiting </li></ul><ul><li>Projections are that it could be $60 business </li></ul><ul><li>All organizations have web presence </li></ul><ul><li>Search engines facilitate finding some, but not all relevant positions </li></ul><ul><li>Questions: </li></ul>
  24. 24. Questions <ul><li>How does an organization effectively use the Internet to find qualified individuals? </li></ul><ul><li>What are the best practices </li></ul><ul><li>How can an organization find those not currently looking? </li></ul><ul><li>What are major trends in e-recruiting? </li></ul><ul><li>How do we evaluate e-recruiting? </li></ul><ul><li>How effective has this been? </li></ul>
  25. 25. Familiarize yourself with the Internet <ul><li>Benchmark other companies. See who is doing well, what you like, listen to others about discuss exemplars </li></ul><ul><li>Try to understand out things work on the Internet if you are unfamiliar </li></ul><ul><li>Actually take a class rather than rely upon others to explain it to you—learn the basics </li></ul>
  26. 26. Research the market <ul><li>What can the Internet offer to you? </li></ul><ul><li>Consider using an online index or directory to find out which recruitment services are available (e.g., Google; Yahoo) </li></ul><ul><li>Visit sites to get more information </li></ul><ul><li>Find out the size and makeup of the candidate pool </li></ul><ul><li>See if this fits budget </li></ul>
  27. 27. Define the target audience <ul><li>Each org has unique recruitment needs and thus you want to be exposed to different types and numbers of applicants </li></ul><ul><ul><li>Some what huge exposure </li></ul></ul><ul><ul><li>Others want to target certain groups who tend to surf in particular areas or might use key words (cf Google) </li></ul></ul><ul><li>Need to determine who is visiting your site, not just numbers </li></ul><ul><li>Be concerned also about geographical considerations </li></ul><ul><li>Be cognizant of diversity issues </li></ul><ul><ul><li>Certain ages, racial groups might be more or less likely to use Internet or surf in particular ways </li></ul></ul><ul><li>Key for success is narrowing search </li></ul>
  28. 28. Determining your search needs <ul><li>Different search services offer different needs </li></ul><ul><ul><li>Some store resumes in a database (registered employers perform searches) </li></ul></ul><ul><ul><li>Some allow employers to create profiles of their organizations and post their jobs (allowing applicants to send in resumes) </li></ul></ul><ul><ul><li>Some services do job-matching (storing resume and job posting online and actively contacting both parties when there appears to be a match </li></ul></ul><ul><li>Last seems good, but often uses key words; success depends on selecting correct key words; also should not use generic titles (admin) </li></ul>
  29. 29. Compare costs <ul><li>Some services free; others pricey </li></ul><ul><li>Have to weight what you get for the price </li></ul>
  30. 30. Continue experimenting <ul><li>Internet is totally dynamic </li></ul><ul><li>No single answers </li></ul><ul><li>Look for new trends </li></ul><ul><ul><li>What image is created by web site? </li></ul></ul><ul><ul><li>Manipulating key words </li></ul></ul>
  31. 31. On-line recruiting issues <ul><li>One issue is how to attract potential employees even though neither are looking at a certain time (I have a job now, the economy will improve so want people to ramp up) </li></ul>
  32. 32. Skills-based marketing <ul><li>Currently have applicant tracking system which enable companies to identify top talent with such tools as: </li></ul><ul><ul><li>Skills-based screening </li></ul></ul><ul><ul><li>Prescreening </li></ul></ul><ul><ul><li>Ranking features </li></ul></ul><ul><ul><li>Candidate alerts </li></ul></ul><ul><li>Still wait for openings to advertise positions </li></ul>
  33. 33. Skills-based <ul><li>Some idea of general skills you will need in the future </li></ul><ul><li>Solution is to advertise for skills you will need, rather than by job-opening </li></ul>
  34. 34. Branding and reputation <ul><li>E-recruiting forces a company to come to grips with brand and reputation on potential employees </li></ul><ul><ul><li>Monster.com has better information about company’s employees than company </li></ul></ul><ul><ul><li>External world better idea of company’s workforce because of database of competencies </li></ul></ul>
  35. 35. Internet recruiting strategies <ul><li>Company web pages </li></ul><ul><li>Job-posting boards </li></ul><ul><li>Internet advertising </li></ul><ul><li>Proactive candidate searches </li></ul>
  36. 36. Issues related to internet recruiting <ul><li>Application processing </li></ul><ul><li>Quality versus quantity </li></ul><ul><li>Future strategies </li></ul>
  37. 37. Company web pages <ul><li>Permits any look company wants </li></ul><ul><li>Advertisements can be linked to corporate sites </li></ul><ul><li>Can configure with search engines, enabling candidates to do searches, can also manipulate what comes up first </li></ul><ul><li>Sites enable on-line application or resume posting </li></ul><ul><li>Effectiveness depends upon frequency of updates and site maneuvability </li></ul>
  38. 38. Company web pages-2 <ul><li>Recruiting page </li></ul><ul><ul><li>Company information </li></ul></ul><ul><ul><li>Job openings </li></ul></ul><ul><ul><li>Search function </li></ul></ul><ul><ul><li>Apply now!: submit resumes online </li></ul></ul><ul><ul><li>Career agent: </li></ul></ul><ul><ul><ul><li>feature allows applicants to complete detailed skills profile; </li></ul></ul></ul><ul><ul><ul><li>can receive information about current jobs also emails on future job openings </li></ul></ul></ul>
  39. 39. Web pages--3 <ul><li>Improvements </li></ul><ul><ul><li>Enhance site maneuverability (shorten link paths) </li></ul></ul><ul><ul><li>Increased searching capability (allowing more focused and productive job hunting) </li></ul></ul><ul><ul><li>Special features allowing applicants to declare race and sex separately for EEO compliance </li></ul></ul>
  40. 40. Job posting boards <ul><li>Electronic job-posting boards allow companies to: </li></ul><ul><ul><li>Advertise job openings for fee (can range from minimal annual fee to large amt. ) </li></ul></ul><ul><ul><li>Search board’s database of resumes posted without posting own job openings </li></ul></ul><ul><li>May increase effectiveness of job-postings by linking postings on major boards to own Web sites </li></ul>
  41. 41. Job posting boards-2 <ul><li>Major Boards Used </li></ul><ul><ul><li>Monster.com </li></ul></ul><ul><ul><li>Career City </li></ul></ul><ul><ul><li>On-line career center </li></ul></ul><ul><ul><li>Eastband </li></ul></ul><ul><ul><li>Diversilink (and other diversity sites) </li></ul></ul><ul><ul><li>AJB (America’s job bank) </li></ul></ul><ul><ul><li>Wall Street Journal site (WSJ.com) </li></ul></ul><ul><ul><li>Career Mosaic </li></ul></ul><ul><ul><li>Hot Jobs </li></ul></ul>
  42. 42. Job posting boards <ul><li>Evaluation of various boards </li></ul><ul><ul><li>How user-friendly is it? </li></ul></ul><ul><ul><li>What other companies post there (especially competitors)? </li></ul></ul><ul><ul><li>How easy is site to access in the first place? </li></ul></ul><ul><ul><li>Is there a searchable resume database? </li></ul></ul><ul><ul><li>What are the returns? </li></ul></ul>
  43. 43. Critical things to consider <ul><li>Do not depend on one highly competitive board for all postings </li></ul><ul><li>Do not post jobs everyone…site does matter </li></ul><ul><li>Continue changing strategies </li></ul>
  44. 44. Internet advertising <ul><li>Banner advertising at job boards and other recruiting sites </li></ul><ul><ul><li>Can help create name recognition </li></ul></ul><ul><ul><li>Point to certain positions </li></ul></ul><ul><ul><li>Help to create brand </li></ul></ul>
  45. 45. Advertising <ul><li>Things to consider </li></ul><ul><ul><li>Site location (industry, job boards) makes a difference </li></ul></ul><ul><ul><li>Advertising with links makes it easy to get to job postings </li></ul></ul><ul><ul><li>The type of advertising is important </li></ul></ul><ul><ul><ul><li>Can buy key words </li></ul></ul></ul><ul><ul><ul><li>Can by location </li></ul></ul></ul><ul><ul><ul><li>Can just be in your face </li></ul></ul></ul>
  46. 46. Proactive candidate searches <ul><li>May use the Internet to identify candidate pools from which to actively recruit for positions </li></ul><ul><ul><li>Can do manually (have people search posted resumes) (cool) </li></ul></ul><ul><ul><ul><li>Search engines to identify potentially related sites (industry chat group) </li></ul></ul></ul><ul><ul><ul><li>Identify contact at site who can identify potential applicants </li></ul></ul></ul><ul><ul><ul><li>Actively recruit those seen as qualified </li></ul></ul></ul><ul><ul><li>Can do automatically (extremely cool) </li></ul></ul><ul><ul><ul><li>Develop software (robot) known as a “spider” capable of retrieving resumes of qualified candidates even if they are not seeking employment actively. Spider: </li></ul></ul></ul><ul><ul><ul><ul><li>Visits sites (automatically) related to specific job openings </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Follows all links within a site </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Reads all documents </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Retrieves any resumes found </li></ul></ul></ul></ul>
  47. 47. Applicant processing <ul><li>Automatic resume posting (I-Post) </li></ul><ul><ul><li>Linked to company’s web site and allows candidate to submit resumes online; can also add resumes sent other ways (such as email) </li></ul></ul><ul><li>Resume screening (Resumix): database of resumes </li></ul><ul><ul><li>Duplicate screening (remove same resumes or old ones using key words) </li></ul></ul><ul><ul><li>Quality screening (remove those, manually, not competitive) </li></ul></ul><ul><ul><li>Compiles professional/college applicants </li></ul></ul><ul><ul><li>Screens by key words </li></ul></ul><ul><li>For nonapplicants, take resumes from spiders and compiles into database then to recruiters </li></ul>
  48. 48. Processing--2 <ul><li>Online interviewing </li></ul><ul><ul><li>Some job boards (e.g., Career Bridge) screens applicants with a set of online interview questions </li></ul></ul><ul><ul><ul><li>Individuals interested in a position submit answers to questions—written by hiring manager </li></ul></ul></ul><ul><ul><ul><li>Hiring manager use answers as a screening tool for “soft skills” and other competencies that may not be on a resume </li></ul></ul></ul><ul><ul><ul><li>Pull out these individuals for interviews </li></ul></ul></ul>
  49. 49. Recruiting metrics <ul><li>Metrics to assess the effectiveness of different e-recruiting methods </li></ul><ul><ul><li>Time to interview, acceptance, or decline </li></ul></ul><ul><ul><li>Analysis of accepted and declined offers </li></ul></ul><ul><ul><li>Average time to fill </li></ul></ul><ul><ul><li>Cost to hire </li></ul></ul><ul><ul><li>Source of hire </li></ul></ul><ul><ul><li>Volume of good resumes/all resumes </li></ul></ul>
  50. 50. Internet recruiting in the future <ul><li>As more search firms start to use Internet, they will come into competition with individual companies </li></ul><ul><li>As companies become more skilled in Internet searches, expert services will develop and companies will outsource </li></ul><ul><li>Databases will start to use additional information (such as willingness to relocate, salary level, willingness to travel) </li></ul><ul><li>Recruiting sites will include more video and audio </li></ul><ul><li>Consolidation </li></ul><ul><li>Niche job boards </li></ul>
  51. 51. Self-service--Goals <ul><li>Improve services to employees and managers </li></ul><ul><li>Increase access to information </li></ul><ul><li>Reduce administrative costs </li></ul><ul><li>Enable the HR function to serve the organization more strategically </li></ul><ul><li>Eliminate process steps/approval/foprms </li></ul><ul><li>Enhance technological image of organization </li></ul>
  52. 52. Self-service applications <ul><li>Employee communications (HR policies; FAQs) </li></ul><ul><li>401(k) or pension services </li></ul><ul><li>Open enrollments </li></ul><ul><li>Benefits inquiries </li></ul><ul><li>Training registration </li></ul><ul><li>Personal inquiry </li></ul><ul><li>Personal data maintenance </li></ul>
  53. 53. Applications--more <ul><li>Time card entry </li></ul><ul><li>Withholding changes, deductions </li></ul><ul><li>Electronic paystubs </li></ul><ul><li>Vacation, leave requests </li></ul><ul><li>Family status changes/life event changes </li></ul><ul><li>Services for retirees </li></ul><ul><li>*All tend to be employee focused </li></ul>
  54. 54. Applications—more <ul><li>New trends are management applications </li></ul><ul><ul><li>Travel and expense management </li></ul></ul><ul><ul><li>Purchase orders </li></ul></ul><ul><ul><li>Time card approval and reporting </li></ul></ul><ul><ul><li>Budget analysis </li></ul></ul><ul><ul><li>Management reports (headcount, salary listings) </li></ul></ul><ul><ul><li>Employee change actions (transfers, promotions) </li></ul></ul><ul><ul><li>Approvals </li></ul></ul><ul><ul><li>Leave management </li></ul></ul>
  55. 55. Applications--more <ul><li>Newest trends are in Strategic Applications: acquiring, developing, and managing key talent </li></ul><ul><ul><li>Online job applications </li></ul></ul><ul><ul><li>Job requisitions by managers </li></ul></ul><ul><ul><li>Employee stock handling </li></ul></ul><ul><ul><li>Skills management </li></ul></ul><ul><ul><li>Salary actions </li></ul></ul><ul><ul><li>Bonus actions </li></ul></ul><ul><ul><li>Staff development </li></ul></ul><ul><ul><li>Succession planning </li></ul></ul><ul><ul><li>Workforce planning </li></ul></ul>
  56. 56. How people access <ul><li>Web </li></ul><ul><li>Toll free phones </li></ul><ul><li>Interactive Voice Response (IVR) </li></ul><ul><li>Call center </li></ul><ul><li>Kiosks </li></ul>
  57. 57. Commercial products <ul><li>Big ERP vendors </li></ul><ul><ul><li>PeopleSoft </li></ul></ul><ul><ul><li>Oracle </li></ul></ul><ul><ul><li>SAP </li></ul></ul><ul><ul><li>Lawson </li></ul></ul><ul><li>Specialized corporate portal software </li></ul><ul><ul><li>Workscape </li></ul></ul><ul><ul><li>Talx </li></ul></ul><ul><ul><li>Plumtree </li></ul></ul><ul><ul><li>Authoria </li></ul></ul>
  58. 58. Security <ul><li>Single sign-on </li></ul><ul><li>Data encrypted </li></ul><ul><li>Corporate VPNs </li></ul><ul><li>Corporate Extranets </li></ul><ul><li>Security cards </li></ul>
  59. 59. Business case for self-service <ul><li>Metrics </li></ul><ul><ul><li>Average cost per transaction </li></ul></ul><ul><ul><li>Cycle time reduced </li></ul></ul><ul><ul><li>Headcount changes </li></ul></ul><ul><ul><li>Return on investment </li></ul></ul><ul><ul><li>Employee satisfaction </li></ul></ul><ul><ul><li>Inquiries to service center </li></ul></ul>
  60. 60. Obstacles in implementation <ul><li>Cost of ownership/limited budget </li></ul><ul><li>Security fears, concern over privacy </li></ul><ul><li>Other HR initiatives taking priority </li></ul><ul><li>Technical infrastructure not in place </li></ul><ul><li>Lack of technical skills to implement </li></ul><ul><li>Unable to show business benefit </li></ul>
  61. 61. Requirements for success <ul><li>Adequate budget </li></ul><ul><li>CEO commitment </li></ul><ul><li>Collaboration between HR and IT </li></ul><ul><li>Process design </li></ul><ul><li>Marketing and communication </li></ul><ul><li>Access by all employees </li></ul><ul><li>Metrics </li></ul>

×