The document discusses trends in the use of employee self-service technology in human resources. It describes how self-service systems have evolved from mainframe computers that automated basic HR functions to modern web-based and mobile platforms that allow employees to independently access and update their personal information, benefits, training records, and other employment-related data. The document also examines how social networking and dashboard technologies have expanded the scope of self-service HR to include communication, engagement, and strategic workforce analytics. While self-service systems provide benefits to both employees and employers, the document notes they also present risks like security breaches and legal liabilities that companies must mitigate through clear policies and procedures.
The Workplace Engagement Economy Where HR, Social, Mobile, and Tech CollideJessica Miller-Merrell
Journal article published in Wiley's HR and Recruiting journal. I discuss the rise of technology and social media for use in human resources and talent acquisition. I focus on the influences technology has on our stereotyping of generations and how our workforce wants to be communicated and engaged.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
White paper I developed on best practices when selecting an HR technology product suite. Includes an amazing checklist to help those in the market for a new human resources suite tech product.
- GCC countries are working to develop an interoperable federated e-identity system to facilitate citizens' mobility across GCC borders and enhance economic cooperation.
- Each GCC country has established a national digital identity program based on smart ID cards with biometric identifiers and credentials stored securely.
- The initiative aims to create a trusted cross-border infrastructure where citizens can authenticate and validate their identities across GCC countries using their national e-ID.
- This would allow citizens to securely access online services in other GCC countries using their home country-issued e-ID credentials.
This document discusses e-recruitment practices in Malaysia. It begins with an introduction to e-recruitment and how it has been adopted by government agencies in Malaysia. It then discusses traditional recruitment methods and compares them to e-recruitment. The pros of e-recruitment include reaching a large target audience, being cost effective, and saving time. However, the cons include possible discrimination of groups without computer access and difficulties recruiting executive-level positions. The document provides examples of e-recruitment systems used by the Malaysian government.
This document discusses how technology is impacting human resource management in three main ways:
1) Technology allows HR processes like recruitment, performance management and training to be automated and completed digitally through systems like talent management systems and online training.
2) It enables access to HR information anytime, anywhere through mobile devices, online portals, and telecommuting.
3) New and emerging technologies continue to enhance HR functions, including the use of biometrics, virtual meetings, and analytics to optimize processes.
This document describes a proposed Web-Based Applicants' Matching System (WBAMS) that would match suitable job applicants to appropriate jobs. Key points:
- The current manual recruitment process at the Federal College of Chemical and Leather Technology has problems like high workload, lack of information.
- The proposed WBAMS would allow applicants to apply online and store applicant and job data in a central database. It would use criteria to match applicants to jobs and shortlist the most suitable candidates.
- The system would be designed using technologies like MySQL database, Apache web server. A three-tier architecture model is proposed for communication between the database, application logic and user interface layers.
NEW TECHNOLOGICAL AMALGAMATIONS TO REVAMP THE FUTURE OF WORKVARUN KESAVAN
Technological convergence will transform existing job profiles and responsibilities and give rise to new roles in the next decade, according to experts. They foresee such a transformation due to the increased focus on four emerging technologies —- artificial intelligence (AI), extended reality, multi-modal interface and secure distributed ledgers.
The Workplace Engagement Economy Where HR, Social, Mobile, and Tech CollideJessica Miller-Merrell
Journal article published in Wiley's HR and Recruiting journal. I discuss the rise of technology and social media for use in human resources and talent acquisition. I focus on the influences technology has on our stereotyping of generations and how our workforce wants to be communicated and engaged.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
White paper I developed on best practices when selecting an HR technology product suite. Includes an amazing checklist to help those in the market for a new human resources suite tech product.
- GCC countries are working to develop an interoperable federated e-identity system to facilitate citizens' mobility across GCC borders and enhance economic cooperation.
- Each GCC country has established a national digital identity program based on smart ID cards with biometric identifiers and credentials stored securely.
- The initiative aims to create a trusted cross-border infrastructure where citizens can authenticate and validate their identities across GCC countries using their national e-ID.
- This would allow citizens to securely access online services in other GCC countries using their home country-issued e-ID credentials.
This document discusses e-recruitment practices in Malaysia. It begins with an introduction to e-recruitment and how it has been adopted by government agencies in Malaysia. It then discusses traditional recruitment methods and compares them to e-recruitment. The pros of e-recruitment include reaching a large target audience, being cost effective, and saving time. However, the cons include possible discrimination of groups without computer access and difficulties recruiting executive-level positions. The document provides examples of e-recruitment systems used by the Malaysian government.
This document discusses how technology is impacting human resource management in three main ways:
1) Technology allows HR processes like recruitment, performance management and training to be automated and completed digitally through systems like talent management systems and online training.
2) It enables access to HR information anytime, anywhere through mobile devices, online portals, and telecommuting.
3) New and emerging technologies continue to enhance HR functions, including the use of biometrics, virtual meetings, and analytics to optimize processes.
This document describes a proposed Web-Based Applicants' Matching System (WBAMS) that would match suitable job applicants to appropriate jobs. Key points:
- The current manual recruitment process at the Federal College of Chemical and Leather Technology has problems like high workload, lack of information.
- The proposed WBAMS would allow applicants to apply online and store applicant and job data in a central database. It would use criteria to match applicants to jobs and shortlist the most suitable candidates.
- The system would be designed using technologies like MySQL database, Apache web server. A three-tier architecture model is proposed for communication between the database, application logic and user interface layers.
NEW TECHNOLOGICAL AMALGAMATIONS TO REVAMP THE FUTURE OF WORKVARUN KESAVAN
Technological convergence will transform existing job profiles and responsibilities and give rise to new roles in the next decade, according to experts. They foresee such a transformation due to the increased focus on four emerging technologies —- artificial intelligence (AI), extended reality, multi-modal interface and secure distributed ledgers.
1. The document describes an industrial training report submitted by Love Kothari at Consagous Technologies Pvt Ltd in Indore, India.
2. The report provides details of the project including the site location, map, developer information, and safety measures implemented.
3. Key aspects studied were the structure details, page layout process, search engine optimization techniques, and use of social bookmarking and Facebook advertising.
This essay briefly highlights the expanding use and impacts of mobile communications and social media in today’s world. The opportunities and challenges that these tools introduce are described. Where adopted, changes that maybe required within an organisation’s architecture are examined as well as other potential changes required to Human Resources. How ERP and related products can support mobile communications and social media are also outlined.
THE NEW INIS WEBSITE: expectations vs realityMariana Hansen
Analysis of the Irish Naturalisation and Immigration Service (INIS) website, considering its e-government characteristic, its usability, level of personalisation and service quality.
The research design adopted for this study is descriptive research design. The population for this study includes employees from Nomura Research Institute, TCS and Indigo. The sampling frame includes employees from different departments and designations of these three companies. The sample size taken is 60 employees, with 20 employees each from Nomura Research Institute, TCS and Indigo. The sampling technique used is convenience sampling technique.
EXPLORATION OF INSTITUTIONAL CHALLENGES FOR ADOPTING CLOUD COMPUTING IN E-LEA...IAEME Publication
Cloud computing is a new on-demand delivery of software and hardware resources to consumers over the internet. It has been proposed as a preferred solution for future systems of education. Furthermore, using cloud computing grows rapidly on various applications in different education fields such as E-learning. It has become a critical point on any institutional deploying, creating a remote educations system and designing of the perfect web-based learning environment. Cloud computing is distinguished by providing large storage resources with cost savings and faster data transfer. Nowadays, data of several social networks (photos, music, videos etc.) are stored in their own purchased cloud. As a consequence of using these applications, cloud computing is indirectly used is our life. Therefore, cloud computing (or cloud technology). In other words, the services that one can easily access these applications in electronic devices is called cloud computing.
E-learning systems basically require many software and hardware resources to implement education tasks effectively. Therefore, adopting available cloud-based application can make the tasks more affordable. Cloud offers the opportunity to work from anywhere and combines software, hardware and hosting services in a single structure with a technology that collects solutions for organizations. To achieve this goal, it facilitates the operation by enabling customers to reach the same data simultaneously. This article, thus, investigates barriers to implement cloud e-learning adoption in Iraqi education institutions.
This document discusses the marriage between human resource management and data science. It argues that due to advances in information technology, HR must integrate data science. This marriage has given birth to hybrid fields like HR analytics and influenced organizational outcomes. The effects of this marriage require a systematic narrative. The document attempts to provide such a narrative by examining the impacts on functional, procedural, and decision-making aspects based on evidence from corporations around the world. It serves as a foundational piece for further applying information and communications technology to HR management and development.
ERP usability is such a problem that according to this study by IFS North America, many users would use Microsoft Excel, online tools like Google Docs or even Dropbox instead of their system of record. Some may even consider changing jobs to get away from bad ERP.
This document discusses the progress of virtual teams in Albania. It provides context on virtual teams and how they differ from traditional teams in their reliance on technology for communication across distances. The document then examines the use of virtual teams in Albania, noting the growing infrastructure and technology usage that enables virtual collaboration. It highlights some virtual team examples in Albanian government and academic projects.
International conference on business e recruitmentibalakumar
E-recruitment is integration and utilization of internet technology to improve efficiency and effectiveness of recruitment process. E-recruitment Provides HR and Recruiters with the toolsTechnology and the capacity to deliver time and costeffective resourcing. E-recruitment can be importanttool in making organizational needs by providinginformation regarding potential hires.This paper deals with the Importance of e-recruitment in terms of cost, time and qualityefficiency in Indian Organizations /in Currentscenario. So this paper concludes with some globalE-Recruitment service providers as well as itemphasizes on the need of adopting such system byIndian Organization
THE INFORMATION SYSTEM IN SHARING THE KNOWLEDGE UNDER INFLUENCES OF THE CULTU...IAEME Publication
The influences of the cultural diversity (CD) in the process of the knowledge
sharing (KS) by using the information system (IS) and how these influences affect the
project performance (PP) are analysed. To shed some lights on the CD effects. Thus,
the CD is given particular attention in this study to ensure the workers have a better
understanding of it, and to achieve excellent PP in the multicultural construction
organization. Therefore, a survey questionnaire is accomplished and used to collect
the required data. The collected data is interpreted and analysed by developing a
causal model simulating in the dynamic modelling system. The findings of this study
evidenced the CD as one of the major problems in the multicultural construction
organization. The CD influences negatively the knowledge flow by using the
information system. The CD also lowers the PP of the organization
This document summarizes a research paper that studied whether recruiters should consider LinkedIn endorsements when screening job candidates. The paper conducted qualitative interviews with recruiters and a quantitative online questionnaire with LinkedIn users. The literature review found that while endorsements provide exposure, recommendations are perceived as more meaningful. However, references also have limitations and low reliability. The conceptual model examined how views of endorsements influence their perceived recruitment value. The study aimed to understand general LinkedIn users' perspectives on endorsements to inform on their recruitment consideration.
The document discusses how enterprises need to embrace social collaboration to remain competitive. It argues that future workplaces should be "social by birth" and integrate social capabilities into business processes from the start. This will help break down silos, engage stakeholders, and allow for more agile work. However, enterprises still face challenges around silos, inclusion, and reliance on email. The next generation of employees will expect participatory environments, real-time feedback, and focus on personal reputation over job titles.
Investigating the Barriers of Application of Cloud Computing in the Smart Sch...Eswar Publications
Computing model is based on the computer networks such as internet. Internet presents a new sample for consuming and delivering the computing services. The developed societies caused the administrators have a specific glance to this area for promoting the quality of educational system. cloud computing appeared as one of the suitable strategies of minimizing the costs and resources centralized management. This research wants to identify the barriers against the implementation of cloud computing in smart schools by extensive studying of "cloud computing". The present research is a descriptive-measurable research according to its purpose,
application and the method of its implementation. We have used the method of questionnaire for gathering the data. A sample consisted of 70 questions gathered from a 85 persons society according to Morgan sampling table and then we used the single sample t- test for testing the hypothesizes and also we used the Freedman trial for grading the barriers. Results show that some barriers such as security, economical, management problems, infrastructural factors, cloud service conditions , literacy and awareness of employees of cloud computing affect the application of cloud computing in the smart schools. The results can be useful in utilization of innovative educational technologies.
ASSESSING THE ADOPTION OF E-GOVERNMENT USING TAM MODEL: CASE OF EGYPTIJMIT JOURNAL
Electronic government (e-government) was known as an efficient method for government expertness and proficiency as a vital facilitator for citizen-oriented services. Since their initiation over a decade ago, Egovernment services are recognised as a vehicle for accessing online public services. Both governments and academic researchers understand the difficulty of low-level adoption of e-government services among citizens; a common problem between both developing and developed countries. This paper investigates determinants and factors necessary to enhance adoption of citizens for e-government services in developing countries, with particular focus on Egypt, by extending the Technology Acceptance Model (TAM) using a set of political, social, and design constructs that were developed from different sources of research literature.
Assessing the adoption of e government using tam model case of egyptIJMIT JOURNAL
Electronic government (e-government) was known as an efficient method for government expertness and proficiency as a vital facilitator for citizen-oriented services. Since their initiation over a decade ago, Egovernment services are recognised as a vehicle for accessing online public services. Both governments and academic researchers understand the difficulty of low-level adoption of e-government services among citizens; a common problem between both developing and developed countries. This paper investigates determinants and factors necessary to enhance adoption of citizens for e-government services in developing countries, with particular focus on Egypt, by extending the Technology Acceptance Model (TAM) using a set of political, social, and design constructs that were developed from different sources of research literature.
Infor CloudSuite is a cloud-based software suite tailored for healthcare organizations. It offers healthcare-specific functionality and analytics built on Amazon Web Services. Infor CloudSuite Healthcare provides financial management, supply chain, asset management, and other solutions tailored for healthcare. It aims to lower costs while providing current functionality and complying with regulations. Infor has added medical leadership and focuses on user experience, mobility, and predictive analytics to help healthcare organizations improve outcomes.
This document discusses employee surveillance in the workplace. It notes that many employees spend work time on non-work activities like social media. Employers often monitor employee email and block certain websites. Some employers use more extensive monitoring software. While this allows employers to protect their interests, employees argue it violates their privacy. The document examines this tension between business interests and worker privacy from legal and ethical perspectives. It considers potential solutions like loosely defined monitoring policies or ensuring employees understand any monitoring policies.
THE SOCIAL IMPACTS OF AI AND HOW TO MITIGATE ITS HARMSTekRevol LLC
In the wake of mass automation, UBIs might be the answer low-income families and citizens might be looking towards. As automation across industries increases, the induced fear within citizens of its impact is severe. From privacy concerns through rogue AI to doomsday scenarios to more realistic concerns of misused AI and loss of jobs, pop-culture led paranoia has shaken up the world. These concerns have to be dealt with, and tech companies and businesses need to have a robust moral framework under which decisions are made, to ensure any negative externalities of implementing AI are mitigated to the maximum degree. Artificial Intelligence is a great tool to optimize businesses and make our world more efficient, but the moral imperative on all of us is to ensure it happens sides by side human sustainability, not at its expense.
This document provides a summary of key findings from a survey of 650 members of the AIIM community on the state of the ECM industry in 2011. Some of the main findings include:
- Improving efficiency and optimizing processes are the key drivers for continued ECM investment across organizations of all sizes. Compliance is still a driver but has decreased in importance.
- Around half of respondents describe their management of instant messages, emails, and office documents as "chaotic," showing the need to address "content chaos."
- While 39% are still filing important emails in personal folders, 18% now have automatic capture to ECM systems.
- 16% of respondents have achieved an enterprise-scale
Customer Adoption of Internet Banking in MauritiusWaqas Tariq
This document summarizes a study on factors influencing the adoption of internet banking in Mauritius. The study uses logistic regression on survey data from 1240 individuals to analyze what factors predict a person opting for online banking. The regression found that 6 factors were statistically significant: younger age, higher income, lower perceived risk of internet banking, higher perceived usefulness, higher frequency of checking bank accounts, and having internet access at home. The study concludes these are the main determinants for individuals in Mauritius to adopt internet banking.
This document provides an overview of human resources management and technology. It discusses the evolution of HR technology from paper-based systems to modern web-based systems. It also describes the components and functions of a human resources information system (HRIS), including employee administration, recruitment, time and attendance, training, benefits administration, and other features. HRIS systems aim to automate HR processes and provide managers with useful employee data and reporting. The document emphasizes that HR technology continues to change how HR professionals support their organizations and interact with other stakeholders.
This document provides an overview of human resources management and technology. It discusses the evolution of HR technology from paper-based systems to modern web-based systems. It also describes the components and functions of a human resources information system (HRIS), including employee administration, recruitment, time and attendance, training, benefits administration, and other features. The document emphasizes how HR technology enables HR professionals to more efficiently manage employee data and provide useful information to managers.
1. The document describes an industrial training report submitted by Love Kothari at Consagous Technologies Pvt Ltd in Indore, India.
2. The report provides details of the project including the site location, map, developer information, and safety measures implemented.
3. Key aspects studied were the structure details, page layout process, search engine optimization techniques, and use of social bookmarking and Facebook advertising.
This essay briefly highlights the expanding use and impacts of mobile communications and social media in today’s world. The opportunities and challenges that these tools introduce are described. Where adopted, changes that maybe required within an organisation’s architecture are examined as well as other potential changes required to Human Resources. How ERP and related products can support mobile communications and social media are also outlined.
THE NEW INIS WEBSITE: expectations vs realityMariana Hansen
Analysis of the Irish Naturalisation and Immigration Service (INIS) website, considering its e-government characteristic, its usability, level of personalisation and service quality.
The research design adopted for this study is descriptive research design. The population for this study includes employees from Nomura Research Institute, TCS and Indigo. The sampling frame includes employees from different departments and designations of these three companies. The sample size taken is 60 employees, with 20 employees each from Nomura Research Institute, TCS and Indigo. The sampling technique used is convenience sampling technique.
EXPLORATION OF INSTITUTIONAL CHALLENGES FOR ADOPTING CLOUD COMPUTING IN E-LEA...IAEME Publication
Cloud computing is a new on-demand delivery of software and hardware resources to consumers over the internet. It has been proposed as a preferred solution for future systems of education. Furthermore, using cloud computing grows rapidly on various applications in different education fields such as E-learning. It has become a critical point on any institutional deploying, creating a remote educations system and designing of the perfect web-based learning environment. Cloud computing is distinguished by providing large storage resources with cost savings and faster data transfer. Nowadays, data of several social networks (photos, music, videos etc.) are stored in their own purchased cloud. As a consequence of using these applications, cloud computing is indirectly used is our life. Therefore, cloud computing (or cloud technology). In other words, the services that one can easily access these applications in electronic devices is called cloud computing.
E-learning systems basically require many software and hardware resources to implement education tasks effectively. Therefore, adopting available cloud-based application can make the tasks more affordable. Cloud offers the opportunity to work from anywhere and combines software, hardware and hosting services in a single structure with a technology that collects solutions for organizations. To achieve this goal, it facilitates the operation by enabling customers to reach the same data simultaneously. This article, thus, investigates barriers to implement cloud e-learning adoption in Iraqi education institutions.
This document discusses the marriage between human resource management and data science. It argues that due to advances in information technology, HR must integrate data science. This marriage has given birth to hybrid fields like HR analytics and influenced organizational outcomes. The effects of this marriage require a systematic narrative. The document attempts to provide such a narrative by examining the impacts on functional, procedural, and decision-making aspects based on evidence from corporations around the world. It serves as a foundational piece for further applying information and communications technology to HR management and development.
ERP usability is such a problem that according to this study by IFS North America, many users would use Microsoft Excel, online tools like Google Docs or even Dropbox instead of their system of record. Some may even consider changing jobs to get away from bad ERP.
This document discusses the progress of virtual teams in Albania. It provides context on virtual teams and how they differ from traditional teams in their reliance on technology for communication across distances. The document then examines the use of virtual teams in Albania, noting the growing infrastructure and technology usage that enables virtual collaboration. It highlights some virtual team examples in Albanian government and academic projects.
International conference on business e recruitmentibalakumar
E-recruitment is integration and utilization of internet technology to improve efficiency and effectiveness of recruitment process. E-recruitment Provides HR and Recruiters with the toolsTechnology and the capacity to deliver time and costeffective resourcing. E-recruitment can be importanttool in making organizational needs by providinginformation regarding potential hires.This paper deals with the Importance of e-recruitment in terms of cost, time and qualityefficiency in Indian Organizations /in Currentscenario. So this paper concludes with some globalE-Recruitment service providers as well as itemphasizes on the need of adopting such system byIndian Organization
THE INFORMATION SYSTEM IN SHARING THE KNOWLEDGE UNDER INFLUENCES OF THE CULTU...IAEME Publication
The influences of the cultural diversity (CD) in the process of the knowledge
sharing (KS) by using the information system (IS) and how these influences affect the
project performance (PP) are analysed. To shed some lights on the CD effects. Thus,
the CD is given particular attention in this study to ensure the workers have a better
understanding of it, and to achieve excellent PP in the multicultural construction
organization. Therefore, a survey questionnaire is accomplished and used to collect
the required data. The collected data is interpreted and analysed by developing a
causal model simulating in the dynamic modelling system. The findings of this study
evidenced the CD as one of the major problems in the multicultural construction
organization. The CD influences negatively the knowledge flow by using the
information system. The CD also lowers the PP of the organization
This document summarizes a research paper that studied whether recruiters should consider LinkedIn endorsements when screening job candidates. The paper conducted qualitative interviews with recruiters and a quantitative online questionnaire with LinkedIn users. The literature review found that while endorsements provide exposure, recommendations are perceived as more meaningful. However, references also have limitations and low reliability. The conceptual model examined how views of endorsements influence their perceived recruitment value. The study aimed to understand general LinkedIn users' perspectives on endorsements to inform on their recruitment consideration.
The document discusses how enterprises need to embrace social collaboration to remain competitive. It argues that future workplaces should be "social by birth" and integrate social capabilities into business processes from the start. This will help break down silos, engage stakeholders, and allow for more agile work. However, enterprises still face challenges around silos, inclusion, and reliance on email. The next generation of employees will expect participatory environments, real-time feedback, and focus on personal reputation over job titles.
Investigating the Barriers of Application of Cloud Computing in the Smart Sch...Eswar Publications
Computing model is based on the computer networks such as internet. Internet presents a new sample for consuming and delivering the computing services. The developed societies caused the administrators have a specific glance to this area for promoting the quality of educational system. cloud computing appeared as one of the suitable strategies of minimizing the costs and resources centralized management. This research wants to identify the barriers against the implementation of cloud computing in smart schools by extensive studying of "cloud computing". The present research is a descriptive-measurable research according to its purpose,
application and the method of its implementation. We have used the method of questionnaire for gathering the data. A sample consisted of 70 questions gathered from a 85 persons society according to Morgan sampling table and then we used the single sample t- test for testing the hypothesizes and also we used the Freedman trial for grading the barriers. Results show that some barriers such as security, economical, management problems, infrastructural factors, cloud service conditions , literacy and awareness of employees of cloud computing affect the application of cloud computing in the smart schools. The results can be useful in utilization of innovative educational technologies.
ASSESSING THE ADOPTION OF E-GOVERNMENT USING TAM MODEL: CASE OF EGYPTIJMIT JOURNAL
Electronic government (e-government) was known as an efficient method for government expertness and proficiency as a vital facilitator for citizen-oriented services. Since their initiation over a decade ago, Egovernment services are recognised as a vehicle for accessing online public services. Both governments and academic researchers understand the difficulty of low-level adoption of e-government services among citizens; a common problem between both developing and developed countries. This paper investigates determinants and factors necessary to enhance adoption of citizens for e-government services in developing countries, with particular focus on Egypt, by extending the Technology Acceptance Model (TAM) using a set of political, social, and design constructs that were developed from different sources of research literature.
Assessing the adoption of e government using tam model case of egyptIJMIT JOURNAL
Electronic government (e-government) was known as an efficient method for government expertness and proficiency as a vital facilitator for citizen-oriented services. Since their initiation over a decade ago, Egovernment services are recognised as a vehicle for accessing online public services. Both governments and academic researchers understand the difficulty of low-level adoption of e-government services among citizens; a common problem between both developing and developed countries. This paper investigates determinants and factors necessary to enhance adoption of citizens for e-government services in developing countries, with particular focus on Egypt, by extending the Technology Acceptance Model (TAM) using a set of political, social, and design constructs that were developed from different sources of research literature.
Infor CloudSuite is a cloud-based software suite tailored for healthcare organizations. It offers healthcare-specific functionality and analytics built on Amazon Web Services. Infor CloudSuite Healthcare provides financial management, supply chain, asset management, and other solutions tailored for healthcare. It aims to lower costs while providing current functionality and complying with regulations. Infor has added medical leadership and focuses on user experience, mobility, and predictive analytics to help healthcare organizations improve outcomes.
This document discusses employee surveillance in the workplace. It notes that many employees spend work time on non-work activities like social media. Employers often monitor employee email and block certain websites. Some employers use more extensive monitoring software. While this allows employers to protect their interests, employees argue it violates their privacy. The document examines this tension between business interests and worker privacy from legal and ethical perspectives. It considers potential solutions like loosely defined monitoring policies or ensuring employees understand any monitoring policies.
THE SOCIAL IMPACTS OF AI AND HOW TO MITIGATE ITS HARMSTekRevol LLC
In the wake of mass automation, UBIs might be the answer low-income families and citizens might be looking towards. As automation across industries increases, the induced fear within citizens of its impact is severe. From privacy concerns through rogue AI to doomsday scenarios to more realistic concerns of misused AI and loss of jobs, pop-culture led paranoia has shaken up the world. These concerns have to be dealt with, and tech companies and businesses need to have a robust moral framework under which decisions are made, to ensure any negative externalities of implementing AI are mitigated to the maximum degree. Artificial Intelligence is a great tool to optimize businesses and make our world more efficient, but the moral imperative on all of us is to ensure it happens sides by side human sustainability, not at its expense.
This document provides a summary of key findings from a survey of 650 members of the AIIM community on the state of the ECM industry in 2011. Some of the main findings include:
- Improving efficiency and optimizing processes are the key drivers for continued ECM investment across organizations of all sizes. Compliance is still a driver but has decreased in importance.
- Around half of respondents describe their management of instant messages, emails, and office documents as "chaotic," showing the need to address "content chaos."
- While 39% are still filing important emails in personal folders, 18% now have automatic capture to ECM systems.
- 16% of respondents have achieved an enterprise-scale
Customer Adoption of Internet Banking in MauritiusWaqas Tariq
This document summarizes a study on factors influencing the adoption of internet banking in Mauritius. The study uses logistic regression on survey data from 1240 individuals to analyze what factors predict a person opting for online banking. The regression found that 6 factors were statistically significant: younger age, higher income, lower perceived risk of internet banking, higher perceived usefulness, higher frequency of checking bank accounts, and having internet access at home. The study concludes these are the main determinants for individuals in Mauritius to adopt internet banking.
This document provides an overview of human resources management and technology. It discusses the evolution of HR technology from paper-based systems to modern web-based systems. It also describes the components and functions of a human resources information system (HRIS), including employee administration, recruitment, time and attendance, training, benefits administration, and other features. HRIS systems aim to automate HR processes and provide managers with useful employee data and reporting. The document emphasizes that HR technology continues to change how HR professionals support their organizations and interact with other stakeholders.
This document provides an overview of human resources management and technology. It discusses the evolution of HR technology from paper-based systems to modern web-based systems. It also describes the components and functions of a human resources information system (HRIS), including employee administration, recruitment, time and attendance, training, benefits administration, and other features. The document emphasizes how HR technology enables HR professionals to more efficiently manage employee data and provide useful information to managers.
A Report On The Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Neural Network Web-Based Human Resource Management System Model (NNWBHRMSM)ijcncs
This document proposes a neural network web-based human resource management system (NNWBHRMSM) to address issues with traditional manual HR processes. It discusses how current HR activities like recruitment, selection, and placement are typically done manually through paper files. The proposed system would allow applicants to submit resumes and other application materials online through a web interface. It would use a neural network to automatically match applicants to open jobs based on their qualifications. This system aims to streamline HR processes, reduce costs, and prevent issues like applications getting lost that occur with traditional manual methods. It concludes that the system could improve efficiency and help organizations find the right professionals for jobs.
Top 9 HR Technology Trends to Influence Your Business in 2023.pdfTheEnterpriseWorld
Here are Top 9 HR Technology Trends To Influence Your Business in 2023; 1 Remote Workforce 2. Branding for Employers 3. Cloud-based HR 4. Improving Recruitment Experiences 5. Employee Well-Being with an Emphasis on Mental Health 6. Artificial Intelligence Analytics and Automation 7. Platform for Digital Collaboration 8. Enhanced Data Security 9. Professional Development
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
Operational Challenges in the Application of Human Resource Information Syste...AI Publications
This study was conducted to assess the Operational Challenges in the Application of Human Resource Information Systems: An investigation in the select Brac Tanzania and CRDB Bank PLC Private Financial Institutions. Specifically, the study aimed at assessing user skills in the application of HRIS, assessing infrastructure challenges in the application of HRIS, and lastly assessing support and system maintenance challenges in application of HRIS. The study employed qualitative approach and explanatory research design in which primary data was obtained by using interview as well as documentary reviews. The findings show that most of the employees have basic information in relation to the use and application of HRIS, they also only have skills on how to operate small portion of the HRIS system such as updating their information in the system. There are infrastructure challenges in the application of HRIS such as buildings well designed to accommodate the system, and well trained personnel to operate the system. It was also revealed that system, support and maintenance helps in updating the system time to time. In order to accommodate new technologies there are system support and maintenance challenges such as cost of maintenance and cybersecurity. The study recommends employees and managers training in order to improve the user skills in relation to application of HRIS. The study also recommended that the HRIS system should be maintained with high level of security and privacy. Not only that but also the study recommends that HR manager should ensure that they stay updated about the changes in technology.
The American Hospital Association deployed a social intranet and collaboration platform to enable better connection and information sharing among employees. This addressed issues with previous systems like email and shared drives that resulted in silos of information. The new platform integrates social networking tools and existing systems to break down barriers and allow work to be done more efficiently. It has improved collaboration, project management, and access to resources. Employees can now more easily find relevant information and colleagues to help complete tasks and better serve AHA members.
1Running Head HUMAN RESOURCES INFORMATION SYSTEMS .docxfelicidaddinwoodie
1
Running Head: HUMAN RESOURCES INFORMATION SYSTEMS
HUMAN RESOURCES INFORMATION SYSTEMS
Human Resources Information Systems
Jeannine M. Franz
American Military University
Human Resources Information Systems
Introduction
Human Resources Information Systems (HRIS) is the use of technology to achieve the duties and the objectives of human resource management. All activities of the human resource management are consolidated in a software where they can be able to perform the duties that are delegated to the office. It is important for one who is working as the director of a large corporation to learn and know the use of this software. This is because the introduction of technology to the human resource activities is to reduce paper work that is often involved. It also reduces the work that the director is doing if he or she is handling a huge number of employees. In this paper, I will discuss what I have learned so far in this course to include: risk management; e-recruiting; self-service technology; and e-learning and training.
The HRIS has reduced the work level that often the HR director had to do, from payment of salary, hiring or firing, bonuses, transfer, promotion or demotion. The application of technology has come in as good reprieve to control this. It has enabled the human resource management office to be able to perform other duties effectively and ensure that they don’t slow the running of activities of the organization. This software reduces the costs of a company since the funds allocated to this department will be reduced with the application of the software.
The software increases the decision making and efficiency of the department. The application of the software will boost the activities of the office and thus enhance the activities of the office. It will be important for the office of the director to employ this software to enhance the performance of this department (Hall, 2016).
Risk Management
There are numerous risks associated with human resources management to include electronic human resources such as; e-recruiting, self-service technology, and e-learning and training. Understanding of the risk management process is important in human resources because identification and mitigation of risks and making risk decisions are crucial to the success of the business and the employees. Decisions need to be made as to the risks that using an electronic management and information system may pose. One risk that really needs to be considered is people risks. It is possible that some risks may not be identified by HRIS. Employees can have issues such as divorce, financial problems, illness, and other personal situations that can impact mission accomplishment. People are important part of business success and they need to feel appreciated and taken care of. Also, ...
Build a personal, user-friendly, dynamic site to create a go-to re.docxRAHUL126667
Build a personal, user-friendly, dynamic site to create a go-to resource.
When Kim Mann and her colleagues decided to upgrade their organization's human resource intranet in 2007, they had more than a few tweaks in mind: Team members wanted to change the way they communicated with employees. Mann, director of compensation, benefits and human resource information systems (HRIS) for Hershey Entertainment & Resorts in Hershey, Pa., knew the technology existed to revamp the intranet from a valued but largely onedimensional repository of benefits and policy information into a dynamic, versatile and full-fledged portal.
The existing intranet had created important cost savings and reduced administrative burdens by moving paper-based employee handbooks, benefits enrollment and personal contact data online. But the site wasn't easy to tailor for the needs of Hershey's diverse employee segments, didn't have desired employee engagement features and didn't allow content to be easily updated without calling in information technology staff. In addition, Mann and her team too often had to communicate with 7,500 employees by phone or e-mail, when they suspected the portal could handle more of those duties.
So Mann turned to Enwisen Inc., a Novato, Calif.-based vendor, to help implement a hosted portal called My Path, short for "My Personal Access To Hershey." The portal has delivered on her team's vision of a customer-friendly site where transactions and communications are never more than two clicks away. The next-generation portal provides a single access point for revamped onboarding processes, employee engagement and wellness surveys, e-learning courses, and new communication tools. Hershey has used the portal to communicate information on the H1N1 influenza virus, for example, and to let employees know if they have to come to work during snowstorms. My Path gives employees 24-hour access from work or home. It also features "in context" decision support tools that help workers make benefits plan choices during enrollment periods.
Evolution of Portals
The evolution of Hershey's portal reflects a growing movement of human resource intranets away from "link farms"-designed primarily to reduce paper-based costs and promote self-service- toward more-personal, interactive and multidimensional sites. HR portals have been in existence for more than a decade, but experts say those that live up to their designers' goals remain in the minority. That's due in part to:
* Challenges that HR staff with limited technical knowledge face in updating portal content.
* The inability of employees to complete transactions because they lack seamless access to third-party vendors, such as 401(k) or health plan providers.
* Site designs that aren't intuitive or user-friendly. More dynamic portals, on the other hand, are characterized by systems that:
* Enable HR staff to create, manage or edit content with little help from information technology staff.
* Have identity ...
The document discusses the future of HR technology and the need for it to be based on the 3Es of Ease, Engage, and Experience. It notes that today's users expect technology to be easy to use. The 3Es will ensure the system is easy to use and widely accepted, engages all user groups at different levels, and provides a consistent experience across diverse business demographics through advanced analytics. A system based on the 3Es will establish HR's place in the digital lives of employees as more join virtual workspaces.
This document discusses the emergence of the employee experience platform (EXP) market. It begins by examining the increasing complexity faced by employees from numerous technologies, messages, and long work hours. Despite these tools, productivity is barely increasing. EXPs aim to provide a single integrated platform for employees to manage all work-related tasks, HR requirements, and job transitions. It discusses key capabilities of EXPs like being easy to use, supporting different employee journeys, tracking interactions, and providing analytics. The document also provides an example of Dell using an EXP to help integrate its workforce after acquiring EMC.
The document provides an overview of HR shared services and how it enables HR transformation. It discusses how HR shared services involves transitioning administrative HR roles to a specialist function in order to allow HR to focus more on strategic activities. Setting up an HR shared services center aims to reduce costs, increase quality, and drive efficiency through process standardization, centralization, and leveraging expertise. Outsourcing transactional HR activities to a shared services center can deliver cost savings, access to skills and technology not otherwise available, improved governance, risk management and operating performance with commitments to on-time delivery.
THE RISE OF VIRTUAL HIRING-A STUDY ON EMERGING TOOLS OF EMPLOYEE RECRUITMENTIAEME Publication
This document discusses the rise of virtual hiring and emerging tools for employee recruitment in the digital age. It begins by explaining how the COVID-19 pandemic accelerated the transition to online recruitment and interviews. It then discusses how digitalization and increased competition have rendered traditional HR methods inadequate and led to the growth of e-recruitment using tools like AI and online screening. The document focuses on e-recruitment as a prominent recruitment method, outlining its three main stages and advantages like lower costs, reduced hiring timelines, and access to a large global candidate pool. It also notes some disadvantages like difficulty screening large applicant pools and limitations for recruiting executive roles.
A Machine Learning Approach For Automation Of Resume Recommendation SystemSara Alvarez
1) The document proposes a machine learning approach to automate resume recommendation systems to help simplify the time-consuming process of candidate screening and shortlisting.
2) It discusses using classifiers like Random Forest, Naive Bayes, and Support Vector Machines to classify resumes and recommend them based on job descriptions to help hiring managers more efficiently find qualified candidates.
3) The system would aim to handle large numbers of resumes through classification and recommendation to enhance the candidate selection process.
This document compares and contrasts two electronic human resources information systems: Kronos Workforce Central and Triton Human Resources. Kronos has been in business longer and has more installations, while Triton only supports a limited number of languages and currencies. Both systems aim to improve HR processes like recruitment, payroll and training. The document examines their features, differences, target markets and concludes HRIS can help organizations better manage people and resources when customized to their specific needs.
taming the digital tiger: seizing opportunities from new ways of workingOrange Business Services
This paper describes why ways of working are changing, how the digital phenomenon
is transforming business and the impacts on different parts of the organization. It
offers inspiration through what others are doing to find their way and prosper.
For more information on the digital workspace visit http://oran.ge/1hfu4MV.
BIOMETRIC APPLICATION OF INTELLIGENT AGENTS IN FAKE DOCUMENT DETECTION OF JOB...IJCSEIT Journal
The Job selection process in today’s globally competitive economy can be a daunting task for prospective
employees no matter their experience level. Although many years of research has been devoted to job
search and application resulting in good integration with information technology including the internet and
intelligent agent-based architectures, there are still many areas that need to be enhanced. Two such areas
include the quality of jobs associated with applicants in the job search by profiling the needs of employers
against the needs of prospective employees and the security and verifications schemes integrated to reduce
the instances of fraud and identity theft. The integration of mobile, intelligent agent, and cryptography
technologies provide benefits such as improved accessibility wirelessly, intelligent dynamic profiling, and
increased security. With this in mind we propose the intelligent mobile agents instead of human agents to
perform the Job search using fuzzy preferences which is been published elsewhere and application
operations incorporating the use of agents with a trust authority to establish employer trust and validate
applicant identity and accuracy. Our proposed system incorporates design methodologies to use JADELEAP
and Android to provide a robust, secure, user friendly solution.
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Employee Self Service Trends in using e-HR
1. Employee Self Service: Trends in using e-HR
Ardavan A. Shahroodi
Northeastern University
HRM 6040-Performance Human Resource Systems & Development
Professor Elaine M. Walker
Saturday, July 13, 2013
2. Introduction
Self-service has been evolving over the past several decades in commensurate with expanding and enabling
technology allowing for many of HR core functions and otheremployment and career related tasks to be performed
by employees themselves. Currently, employee self-service activities performed mostly over the Internet and via
mobile Apps allow for viewing and entering/modifying of information in relation to HR core functions such as the
maintenance of personal/employment records, benefits/compensation/payrolladministration, performance reviews,
orientation/onboarding, career planning, training, etc. in many large organizations. In othercases,employee self-
service through the usage of social networks have facilitated and enhanced corporate engagement/retention,
recruiting and communication efforts. In general, self-service technology has provided accuracy, transparency,
independence and empowerment for the employees while offering HR operations the freedom to concentrate on
more strategic matters endeavoring to create value for the organization. Notwithstanding, the advantages and
benefits of self-service technology for the employee and the employer, certain social network related concerns
having to do with information security/confidentiality, organizational legal liability and productivity mandate that
clear goals and procedures are instituted prior to the adoption of such systems.
Background/History
Technology began her ascendancy in performing major human resources functions mostly during the
1960s. The early Human Resources Information Systems (HRIS) were designed to “automate traditional HR
functions” (EPICOR/Selecting an HRIS, 2011, p. 1) such as payroll, were supported by large mainframe
computers/processors and possessed “limited functionality” (p. 1). In the 1980s, HRIS was upgraded to include
additional functions such as “electronic record keeping” (p. 1) facilitated with the introduction of personal
computers (PCs) and more sophisticated applications of HR software. In the beginning of 1990s, an early version of
self-service technology namely the interactive phone /touch tone systemenabled employees to “check on their
medical benefits or enroll in the company stock-purchase plan” (Rafter, 2012, para. 2). Here, mainframes continued
to play an important role in HRIS and functions such as “employee training and education” (para. 3) were delivered
via laserdiscs that were “queued up on desktop computers or TV screens” (para. 3). Client server systems became
the next wave that expanded HRIS applications, however in the late 1990s “people realized that the future was the
Internet…web-based systems took over the market” (EPICOR/Selecting an HRIS, p.1).
3. The classical HRIS tended to be “costly and slow” (Rafter, 2012, para. 14) and as Vincent Tuccillo, a
global HR information management and solution delivery manager states,“you had to be an HR professional t o
update an HR record” (para. 15). Nevertheless,in the 1990s, client server computer systems reliance on PCs rather
than “dumb terminals” (para. 16) connected to mainframes allowed HR operations to “scan paper resumes with
optical readers into rudimentary applicant tracking systems,and store performance reviews in Excel spreadsheets
instead of manila folders and metal filing cabinets” (para. 17). Eventually, the overwhelming predominance of the
Internet and its associated email vehicle moved many companies to establish “employment websites…job boards to
advertise open positions…use software for recruiting, assessment,performance reviews and other phases oftalent
management” (para. 27). Furthermore, organizations began to offer the responsibility to “interact with HR systems
into the hands of their workers, a transformative concept that came to be known as employee self-service…instead
of knocking on HR’s door” (para. 32). Employee self-service allows employees and managers to perform a variety
of HR oriented functions and “access information when they want or need it without seeking help from HR”
(EPICOR/Selecting an HRIS, 2011, p. 4). Examples of employee self-service are applications where “employees
use Web or mobile apps to turn in expenses, recognize co-workers for a job well done,check benefits…share their
companies’ job openings with their friends on Facebook or Twitter” (Rafter, 2012, para. 33) or for that matter
receive company sponsored training that may enhance their career.
The Present Characteristics of HRIS and Employee Self-Service Technology
In a white paper published by the Epicor Software Corporation (Selecting an HRIS, 2011), a reputable HR
systems vendor, a “good” (p. 3) HRIS is described as storing and providing “employee personal
information…job/pay information…employee qualifications…salary administration…benefits
administration…absence tracking…standard reporting” (p. 3). The white paper declares that “great HR systems go
beyond core HR data…and…make HR an integral part of yourcompany’s strategy” (p. 3). Some of the features of
these great HR systems are enumerated as “applicant tracking…training administration…succession planning,
employee/manager/applicant self-service…front-end customization tools…report writing tools…talent
management…open enrollment” (p. 3-4).
The advantages ofHRIS systems and HR automation in general are numerous. These systems,at the very
minimum “eliminate routine, repetitive paperwork, streamline organizational processes through electronic routing
4. and approval, and enhance HR reporting by tracking and compiling HR metrics on a variety of tasks on a real-time
basis” (Weatherly, March 2005, para. 9). In this light, an employee self-service feature will result in “reduced calls
to the HR department, less paperwork and less duplicate data entry” (para. 9) that will “save time, improve
communication and reduce the possibility of error” (para. 9). However, on a more expanded level, systems such as
manager self-service applications may utilize “digital dashboard technologies that…track key performance
indicators…that…can measure everything from workers’ compensation claims and diversity statistics to employee
skill sets,training and workforce morale” (Onley, 2006, para. 3). Dashboard technology allows HR, managers and
executives to evaluate how employees are “performing and whether key metrics are being met” (para.21).
Dashboards are also evolving from being “collectors and displayers of things you can count to actual business
intelligence” (Zielinski, 2011, para. 10) such as “measuring preventable turnoverof high performers in key roles and
how that affects the business” (para. 10). Companies may define the parameters of manager self-service to include
granting “merit increases, promotions or transfers; approve leave requests…conduct performance management,
succession planning and onboarding” (Cossack, Best-of-breed solutions [Title of paragraph], 2013, para. 5).
Social Networking and Employee Self-Service
Social networks have become a natural environment for the expansion of employee self-service HR
systems. The incredible adoption of social network platforms such as Facebook and Twitter especially by the
Generation X and Y/Millennial population segments and LinkedIn by the professionalclasses has moved many
companies to establish internal organizational networks. These self-service networks may include “employee blogs,
wikis to help streamline project collaboration, employee profiles highlighting areas of expertise, training courses or
discussion groups forboth business and personalissues” (Ladika, Social Work, September 8, 2010, para. 5).
Internally, many social networks may also be area specific with sites created for various departments and work
groups facilitating “employee communication, talent management and career development” (para. 6). As shown
above, self-service internal social networks cover areas outside core HR functions; however they are also created
with the purpose of addressing employee retention and engagement matters .
There are a number of reasons why companies establish self-service networks in order to improve
employee retention/engagement objectives. First, organizations are aware that “social networks are critical selling
points in attracting members of the Millennial Generation who have grown up texting and tweeting” (para. 8).
5. Secondly, in lieu of the above dynamic, an organizations that imposes policies barring “Facebook and other social
media from their computer systems especially need an internal social network to attract young people” (para. 9).
Thirdly, many companies have come to accept the mind-set that self-service social networking “enhances
communication throughout the organization” (para. 10) leading staff members not to “tune out corporate messages if
they are delivered interactively as a live chat or a blog posting” (para. 10). Furthermore, self-service network
communication also allows awareness of organizational conflict and “potential problems with products and
services” (para. 10).
However, on the other hand,there are potential disadvantages embedded in the very nature of self-service
social networks such as the “security risk that could expose proprietary information or details of employees’
personal lives” (para. 12). As Darren Cahr, an intellectual property attorney explains “…an inadvertent leak of trade
secrets is more likely through internal social networks” (Ladika, September 7, 2010, para. 5). In addition, an
uninhibited medium of exchange may possibly expose companies to legal liability for “content that an employee
might consider to be harassment or defamation” (para. 3). Furthermore, a number of companies are concerned that
self-service social networks will affect organizational productivity and “prove to be a distraction for employees”
(Ladika, Social work, September 8, 2010, para. 16). The aforementioned possible challenges inherent in an
employee self-service social network mandate that organizations establish clear policies regarding usage and
conduct in these mediums. Most importantly, prior to installing a systemorganizations must think comprehensively
their “purpose and strategy for introducing” (Ladika, A Game Plan for Networking, September 8, 2010, para. 2)
their employee social self-service and especially analyze “what they want to attain through their networks” (para. 2).
IBM is an example of an organization that has established an all-encompassing, integrative and strategic
employee self-service that includes HR core functionality such as orientation/onboarding and benefits administration
in addition to many other social networking tools assisting employees in locating company-wide resources. The
primary goal/purpose ofIBM’s employee self-service onboarding feature called Succeeding@IBM is to enable new
employees “to become productive quickly” (Starner, 2010, para. 17). The specific features of Succeeding@IBM
that are primarily available through the Internet are distinct areas that educate new employees regarding the culture
of the company, facilitate collaborations among new employees and “with experienced IBMers to build support
networks and find career and technical guidance and expertise” (para. 29), provide career counseling linked to
6. “learning” (para. 30) and “skills” (para. 30) development and an online resource tool that “connects newhires with
mentors, career coaches,websites…” (para. 31). In addition, Succeeding@IBM provides new employees with a
massive array of web based tools such as “instant messaging and internal applications that function much like
Twitter and Facebook…live virtual classes,online communities” (para. 33,34). IBM’s own employee self-service
social network site called w3 enables employees to “create personalprofiles similar to those on LinkedIn, bookmark
websites and news stories of interest, comment on company blogs, contribute to wikis, share files and gain
knowledge from white papers, videos and podcasts” (Ladika, Social Work, September 8, 2010, para. 28).
Mobile HR Apps and Employee Self Service
As mobile Apps are being used in a wide scale by ever increasing percentage of the population in particular
the young and the professionalclasses,their applicability is also being accepted in the HR field. Recruiting was one
of the first HR related fields that utilized SMS (short message service) oriented mobile based campaigns to reach out
to potential candidates that would “allow job seekers to sign up to receive text messages whenever jobs open up that
fit what they’re looking for” (Rafter, 2011, para. 9). A number of companies such as CareerBuilder.com have
created and are utilizing in-house self-service mobile recruiting Apps that illustrate to employees “which of their
Facebook friends would be matches for openings at their company and lets them share the information” (para. 20).
In addition to recruiting, companies are introducing self-service Apps that are geared towards benefits
administration or cover payroll functions that enable “employee views of their pay stub” (Rafter, 2012, para. 9)
togetherwith “on-demand learning, time keeping and scheduling,and talent management” (para. 9) and Apps that
“do simple monthly surveys to see how happy employees are” (para. 10). Still other self-service mobile Apps allow
employees to “use their phones to clock in and out…request time off, review retirement savings accounts (para. 17)
or “book travel and create expense reports” (para. 19) while manager tailored Apps enable the performance of
“expense reports and travel requests,and…audits” (para. 19).
Conclusion
Self-service technology has facilitated independence,accuracy, empowerment and transparency in HR
related core functions and other employment/career related matters for organizational members. Simultaneously,
self-service technology has offered to HR operations the opportunity and freedom of concentrating and addressing
7. strategic concerns. In addition, self-service social network environments may potentially enhance organizational
efforts in improving employee engagement/retention,recruiting and communication endeavors and campaigns.
Regardless of these aforementioned positive qualities, organizations must establish clear procedures concerning
standards and conduct in self-service social network environment in order to prevent security breaches of
confidential/personal/sensitive information, protect against legal liability and prevent the compromising of employee
productivity.
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