This document discusses how to effectively manage technology within a human resources program. It provides services to help companies implement technology solutions like websites and e-commerce, ensure compliance with privacy and discrimination laws, and develop strategies around monitoring employee internet usage and communications. Training and managing user adoption is key to generating returns on technology investments. The document also discusses challenges of remote and virtual work including isolation, reduced collaboration and trust, and maintaining effective communications.

4. Technology needs to be managed like any other
business practice or system and be part of your
overall goals and objectives.
Let us show you how to manage technology and
the Internet as part of your overall strategic
human resource management program!

8. We help get you started using the Internet as a strategic
business tool. We assist you in every aspect; from finding an
Internet Service Provider (ISP), to building your web site, to
implementing e-commerce solutions.
We design your Internet site to generate the return on your
technology investment. Not necessarily all the bells and
whistles but the right functionality in the right design with a
layout and flow that brings your employees and applicants
back for return visits.
Let us assist you in:
Web hosting
Web site design
Web site programming and development
Self-service functionality
Database integration
e-Commerce solutions

9. It's a brave new "virtual" world out there. New tools emerge every day that allow you to monitor
employee's performance and activities. You are obligated to protect them from dangers in the
workplace. How do you want to be seen, as "Big Brother" or an "Employer of Choice?"
The speed and availability of communication presents new challenges for organizations. Reference
checks returned electronically by managers, e-mail messages containing dirty jokes and visits to X-
rated web sites during work time can create defamation and harassment problems for your
organization.
There are numerous web-based and technology-based tools appearing on the market that can help in
the recruitment, selection and development process. The key is to determine which solution matches
your requirements. Just because they are web-based does not mean that your responsibilities under
EEOC guidelines go away. Indeed, all tests must be job related and conform to validity and reliability
requirements.
There is a new breed of web-based software that monitors and prevents employee Internet usage. Your
goals should be to strike a balance between encouraging creativity and finding new information versus
controlling and inhibiting web usage.
We help you develop the right strategy for your business.
 E-mail monitoring
 Internet usage
 Electronic signature
 Surveillance
 Drug testing
 Security vs. Privacy
 Testing
 Background checks
 Workplace searches
 Consumer and employee data protection
 Employee Right-to-Privacy
 Defamation
 Discrimination

10. Have you generated the expected return on your technology or HR solution? If
you are like many companies, the answer is probably no. In order to successfully
implement technology, the selection and implementation process must be
managed to avoid cost over runs, missed deadlines and project creep.
Even if you install the system on time, there is no guarantee that your people
will use it. Many organizations spend so much of their resources on technology
that they fail to analyze the training requirements of the users. Training needs to
be delivered early and often and tied to the requirements of the users. You need
to involve your employees and end-users in the process
We can help you implement our project management and training methodology
to manage technology implementations.
 Goals & objectives
 Needs assessment
 Requirements planning
 Developing specifications - customization
 Budget development
 Vendor selection
 Scheduling
 Implementation
 Training

11. Though technology has improved the speed and ease of communication,
has it really improved the effectiveness of the way we communicate with
each other?
Is 24 x 7, anytime, anyplace communications the most effective way for
people? Instant technology with the expectation of an immediate
response is one thing. Effective time management practices maybe
another.
What about the isolation that technology delivers?
We create a virtual worker, then fail to keep them connected and feeling
a part of the team. Does your team building skills include strategies for
managing and interacting with the virtual worker? You have people all
over the globe. Do they feel a part of the team?
We want people to collaborate and share but can you expect that when
we set people apart and reduce face-to-face communications?
Face-to-face interactions built trust. Lack of face-to-face reduces it. If
there is less trust do you really expect people to share?
We work with organizations to design technology and management
practices to improve collaboration and sharing in organizations.

28. Thank you