The presentation discusses organizational training within electronic human resources (e-HR) systems for the information and communications technology (ICT) industry. It addresses how e-HR impacts the environment, human resources, management, and users. Key points discussed include how e-HR can help achieve organizational effectiveness and cost savings, the role of HR in technology governance and data management, and how e-HR training delivery methods are evolving to better meet learner needs and company objectives. The conclusion emphasizes that e-HR does not replace HR but rather redefines their role by integrating people, processes, technology, and strategy.

1. Organisational Training within
e-HR for the ICT Industry
PRESENTATION
Eugene Lebele
Head of Training Campus Management
Telkom SA
18 April 2012

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ENVIRONMENT
HUMAN RESOURCES
TECHNOLOGY
MANAGEMENTMANAGEMENT
MANAGEMENT
USERS

3. ENVIRONMENTAL FACTORS
• Products and services available in market
space.
• Life span of various technology.
• Challenges of global economy ( Financial
Environment impact on companies).
• Various Models of partnerships for service.

4. • Role of HR in acquisition of e-HR.
• Strategic fusion of training to company objectives.
• Business Case for e-HR
Organizational effictiveness
Cost and Total cost of Ownership
Benefits Tracking
• Understanding of technologies in market space.
HUMAN RESOURCES (PEOPLE)

5. PREVIOUS SLIDE CONTINUES
Is technology advancement a threat to HR?
Place and/or Space
How does HR define it’s role in an e-framework.
E-Self Service and data integrity
• Role of learner
• Role of HR
Value Add Reporting
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6. MANAGEMENT
• Role in learner support (Mentoring, coaching etc.)
• Understanding of training role and e-system
• Research finding on top two negative drivers
Reddington (2006)
• Lack of training
• Personal data management
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7. TECHNOLOGY MANAGEMENT
Role of HR in Technology governance
User Profile
Scalability
Data management
Security
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8. USERS
• Speed of delivery and time utilization
• Access to expertise (Internal /External)
• Knowledge Management (LoP)
• Learning styles
EXAMPLE:
• 6TH Annual state of SA training Reporting
• Increase in e-learning
• Classroom training still popular
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9. PREVIOUS SLIDE CONTINUES
• Virtual learning
• Learner support
• Increased choices is company objectives
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10. CONCLUSION
• e-HR does not replace HR profession
• Role of HR profession in ICT redefined
People
Processes
Technology
Strategy
THANK YOU!
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