This document discusses how human resources and information systems interact and influence each other. It covers several HR areas that have been impacted by technology, including recruiting, performance management, benefits administration, and parental leave policies. HRIS/HRMS systems are described as helping to standardize HR processes and store employee data. Common HRIS modules like time and attendance tracking and online training are outlined. The importance of retention for women in tech fields is discussed.

1. Eng. Denise M. Figueroa
MEM, BSCpE, ASCSi
Ana G. Mendez University
System
dmfigue@gmail.com
(787)-717-6953 1
Who Sets The Benchmarks?Who Sets The Benchmarks?
The HR–IS InteractionThe HR–IS Interaction

2. Content• Objectives
• HR Basic Areas
• Impact of Technology
• HRIS/HRMS
• HRIS/HRMS: Modules
• 5 HR Technologies To Consider
• Recruiting
• Recruiting and Turn Over
• Recruiting and Social Media
• Recruiting and Background Check
• Performance Appraisal
• Compensation
Denise M. Figueroa, MEM, BSCpE, ASCSi
2

3. Content
• Benefits
• Case Study: parental leave
• Security
• Disciplinary actions
• Retention
• EEO
• Legal: BYOD
• Legal: Confidentiality
• Robotics and IA
• Robotics: 10 study cases
• More Information: References
Denise M. Figueroa, MEM, BSCpE, ASCSi
3

4. Objectives
• Two professional fields that, undeniably, exist in every
business and corporation are (1) Human Resources
Management and (2) Informatics.
• They both have (and will continue to have) a deep and game-
changing power over the other, even when that influence
may or may not be reciprocally equivalent.
• Today, we will present and analyze several practical
examples and tangible case studies of this symbiosis.
Denise M. Figueroa, MEM, BSCpE, ASCSi 4

5. HR’s Basic Areas
Personnel Management: administrative and legal
processes associated with employment of people.
•Handle the administrative and legal details associated with
establishing and terminating employment contracts.
Business Execution: talent management processes
associated with aligning the workforce to deliver
business results:
•Getting the right people in the right jobs doing the right things
so that supports the right development for what we want
people to do tomorrow.
•Maximizing and sustaining workforce productivity.
5

6. Impact of Technology
Denise M. Figueroa, MEM, BSCpE, ASCSi 6
Technology has changed the business world many times
over. Many businesses cannot even function without the
use of computer technology.
This impact is
seen in nearly all
areas of business,
where technology
continues to have
a significant
impact even on
HR practices.

7. HRIS/HRMS
HR Management System (HRMS) or HR Information
System (HRIS) is the Information Technology put to
the service of Human Resources Management.
• It involves the standardization of HR processes and the
storage of data for historical or statistical purposes.
• This systems also link financial aspects of the HRM.
• HR executives rely on internal or external IT professionals
to develop and maintain an integrated HRMS.
7Denise M. Figueroa, MEM, BSCpE, ASCSi

8. HRIS/HRMS
WHOM?
The function of HR departments is administrative
and common to all organizations.
WHAT?
Organizations have formalized selection, evaluation,
and payroll processes.
WHY?
Management of "human capital" progressed to an
imperative and complex process.
HOW?
Reducing the manual workload of administrative
activities, organizations began to electronically
automate processes.
8
Denise M. Figueroa, MEM, BSCpE, ASCSi

9. HRIS/HRMS: Modules
9Denise M. Figueroa, MEM, BSCpE, ASCSi
RecordRecord
Time and AttendanceTime and Attendance
SchedulingScheduling
Safety and
Security
Turn overTurn over

10. 1. Electronic onboarding: allows a new employee to
complete pre-employment forms online and submit
them electronically before their first day at work.
• Flags missing or incorrect information, reduce errors
• Combined with an integrated
payroll/benefits/HR solution
– data collected during on boarding
can be populated throughout a
company’s data systems
– with greater efficiency and accuracy
http://www.bizjournals.com/baltimore/how-to/human-resources/2015/10/5-hr-technologies-companies-should-consider.html
Denise M. Figueroa, MEM, BSCpE, ASCSi
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5 HR Technologies To Consider

11. Denise M. Figueroa, MEM, BSCpE, ASCSi 11
2. Online benefits enrollment
- Benefits options continues to grow.
- Employers face increased requirements for
documentation (e.g., mandatory reporting to the IRS).
- Paper-based benefits enrollment is becoming
obsolete.
5 HR Technologies To Consider

12. 3. Online Performance Management:
Difficult implementation:
•Need to train managers and employees
•Performance measuring and process
overseeing requires significant resources
Benefits:
•can be configured to schedule required meetings
•notify managers and employees when tasks are due
•deliver real-time performance feedback
•HR data access: get picture of the process, drill down by
department to identify and address issues quickly
http://www.bizjournals.com/baltimore/how-to/human-resources/2015/10/5-hr-technologies-companies-should-consider.html
Denise M. Figueroa, MEM, BSCpE, ASCSi 12
5 HR Technologies To Consider

13. 5 HR Technologies To Consider
Denise M. Figueroa, MEM, BSCpE, ASCSi13
4. Learning management
•course assignments based on
job tracking course completion
• assessments of results,
measure progress
throughout employee lifecycle
• HR teams assign trainings as
early as the first day of work
• give managers the ability to
add training based on
changing needs

14. 5 HR Technologies to Consider
Denise M. Figueroa, MEM, BSCpE, ASCSi 14
5. Time and attendance: New
opportunities to increase
efficiencies
• Automated paid time off (PTO)
scheduling and approval systems
• GPS tracking and mobile
applications
• Changes to federal, state and local
wage and hour rules are more
frequent, and companies need to
maintain compliance.

15. Recruiting
15Denise M. Figueroa, MEM, BSCpE, ASCSi
Traditionally:
•HR recruiters had to rely on print
publications, such as newspapers,
to post jobs and get prospects for open positions.
•Other methods such as networking also were used.
CONS: HR recruiters did not have
the ability to post a job in one or
more locations and have millions
of people see it all at once.
PROS: Technology has made recruiting more efficient
and, in the hands of the right recruiter, more effective as
well.

16. Recruiting
1.Post your open jobs to niche sites in order to
expose them to highly qualified professionals within
your industry.
2.Upgrade your listings to ensure they appear high
on search results and drive significantly more
views, clicks and applies.
3.Supplement your job postings with banner ads to
help build your brand as a desirable employer and
attract the best candidates.
Denise M. Figueroa, MEM, BSCpE, ASCSi 16

17. Recruiting and Turn Over
http://www.forbes.com/sites/erikaandersen/2012/04/25/the-most-important-reason-people-fail-in-a-new-job/
“89% of hiring failures are due to poor
cultural fitcultural fit”
17Denise M. Figueroa, MEM, BSCpE, ASCSi

18. Recruiting and Turn Over
18Denise M. Figueroa, MEM, BSCpE, ASCSi

19. Recruiting and Social Media
Hiring (or not) someone based on findings
in social media, posts, blogs, youtube.
•Legal or Illegal?
•Risks?
Denise M. Figueroa, MEM, BSCpE, ASCSi 19

20. Prospective employees are protected from
discrimination:
race, color, religion, sex, national origin, age, disability,
genetic information, sexual orientation (in some
jurisdictions), a previously filed
compensation claim, and an arrest
record.
Recruiting and Social Media
Denise M. Figueroa, MEM, BSCpE, ASCSi 20

21. Recruiting & Background Check
Before making any decision, consider the
following:
•Does the information you found reflect on that person's
ability to perform that specific job?
•Is the information accurate?
•How recent is the information?
Denise M. Figueroa, MEM, BSCpE, ASCSi
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22. Denise M. Figueroa, MEM, BSCpE, ASCSi
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You may impart your prejudices
on discoveries:
•a loving mom
•an ethnic origin
•height and weight
•an arrest
•financial status
•sexual identity
Discoveries that may influence
your decision making process:
•current promotion of illegal drugs
•disregard for authority
•threats of violence
•poor judgment
Transparency is the key to a more legally
defensible hiring process.
Recruiting & Background Check

23. Intel’s Objectives and Key Results (OKR):
• Simple system: helps to organize and
execute goals.
• Starts at the top, travels down the chain
of command.
• An objective up top, followed by 3 key
results.
Performance Appraisal
How Google Grades Employees

24. Performance Appraisal
How Google Grades Employees
Why should be used?
• Disciplines thinking: mayor goals will surface
• Communicates accurately: lets everyone knows
what is important
• Establishes indicators for measuring
progress: show how far along we are
• Focuses efforts: keeps organization
in step with each other
Denise M. Figueroa, MEM, BSCpE, ASCSi 24

25. Compensation
Gender pay gap in tech is
still a problem
Women make less and
are less satisfied with
their jobs.
Sample of 25 largest tech
companies: large amount
of data available.
25Denise M. Figueroa, MEM, BSCpE, ASCSi

26. Reasons For Salary Inequality*
•The language used in performance
evaluations to describe employees:
– Women: "helpers" and "team players“
– Men: "go-getters" and "leaders.“
•Women start off making LE$$,
– managers get the impression they are
worth less
– association stays with women as they
try to advance
* Ruthe Farmer, Chief Strategy Officer for the National Center for Women in Information
Technology
26Denise M. Figueroa, MEM, BSCpE, ASCSi
Compensation
Gender pay gap in tech is still a problem

27. Benefits
tech companies with insane employee perks
Sailthru: team sports, catered
lunches, bi-weekly massages.
Missing Link: arcade on steroids,
with a shooting gallery.
Yahoo: an Oktoberfest party a year,
provide ergonomic support chairs,
throw you a baby showers.
LinkedIn: a day a month for
employees to explore their
interests and creativity, gives their
workers a stipend toward
continuing education.
Denise M. Figueroa, MEM, BSCpE, ASCSi 27

28. Benefits
tech companies with insane employee perks
Facebook: beautiful offices,
gourmet meals, $4,000 for a
baby fund, help to cover
adoption fees.
DropBox: music studio, regular
"Whiskey Fridays”
Denise M. Figueroa, MEM, BSCpE, ASCSi
28
Google: on-site haircuts, laundry
and dry cleaning, plus medical
staff on-site, LEGO displays
Adobe: shuts down their offices for
2 months a year, forcing
vacations

29. Benefits
tech companies with insane employee perks
Peer 1 Hosting: huge slide, pub,
movie theater, putting green,
putting one's feet up on a
desk is mandatory
Asana: in-house chef, $10,000
allowance to make the desk
and computer setup of their
dreams.
Zillow: Treadmill desks, parenting
perks (i.e they'll ship breast
milk overnight to mothers who
work for them on travel.
Denise M. Figueroa, MEM, BSCpE, ASCSi 29

30. Family and Medical Leave Act (1993): 12 weeks
of unpaid leave during a 12-month period
•for your own serious health condition
•to care for immediate family member with a serious
health condition
•"birth and bonding” (DOL): for the birth or adoption of
a child, and for bonding with a new foster child.
Facts: In the private sector
•25% of women go back to work after 10 days
•12% of employees have paid leave
Denise M. Figueroa, MEM, BSCpE, ASCSi
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Case Study: Parental Leave

31. Case Study: Parental Leave
YouTube CEO Susan Wojcicki: longer maternity leave
actually helped them retain women employees.
Google: 18 weeks of paid maternity leave
12 of paid paternity leave.
Facebook’s CEO: “…when working parents take time
to be with their newborns, outcomes are better for the
children and families”. They allows its U.S. employees
“up to 4 months of paid maternity or paternity leave
which they can take throughout the year.”
- Mark Zuckerberg himself is taking 2 months off.
- http://www.mtv.com/news/2546182/facebook-maternity-paternity-leave/
- http://www.cnbc.com/2015/11/24/why-facebook-ceos-paternity-leave-is-a-big-deal-commentary.html
31Denise M. Figueroa, MEM, BSCpE, ASCSi

32. Facts
– Men are much more likely to take
paternity leave if they have a
brother
or co-worker who took it.
– The effect is 2.5 times greater if
the role model taking leave is a
senior manager rather than a
coworker.
32Denise M. Figueroa, MEM, BSCpE, ASCSi
Case Study: Parental Leave

33. Pros: employees
– Busts Morale: The boss
sends a strong message that
the company’s policy is authentic:
“If the boss is able to be out
for a period and have his/her
work covered, then so can other staff.
– Provides employee/parents with broader sense of
purpose, compassion, and a better ability to
prioritize and get things done efficiently.
33Denise M. Figueroa, MEM, BSCpE, ASCSi
Case Study: Parental Leave

34. Pros: Leadership
– Top Management will
be better leaders by
empowering
employees.
– Helps to provide
understanding of
specific needs and
concerns of mothers, who make most household
spending decisions and control more than $2 trillion of
purchasing power in the U.S.”
34Denise M. Figueroa, MEM, BSCpE, ASCSi
Case Study: Parental Leave

35. HR Role
– Company needs to stand behind
its family-friendly workplace
policies.
– Recruit and develop strong leadership, team
cross-training and a collaborative work style that
allows other employees to take on more
responsibilities while company leadership is out on
leave.
– ANY OTHER?
35Denise M. Figueroa, MEM, BSCpE, ASCSi
Case Study: Parental Leave

36. Security
36Denise M. Figueroa, MEM, BSCpE, ASCSi
(By Doktor Schnabel -
Los Angeles, Ca July 5, 2015)

37. Have Mercy On Me Hospital…. upgraded their
Electronic Medical Record (EMR) and what resulted
<<on>> “utter chaos”.
•…over 27 IT employees are
holed up… hiding behind large
servers or defective AV
equipment down in the
basement.
•…campus is on lockdown… as a SWAT team
extraction mission is underway to save and rescue
employees of the IT department
37Denise M. Figueroa, MEM, BSCpE, ASCSi
Security

38. “Things are brutal…”
stated LA SWAT team
leader Marcus Wilson.
38Denise M. Figueroa, MEM, BSCpE, ASCSi
“We have visual
confirmation of doctors
and nurses smashing
computer screens,
throwing keyboards
down hallways, and
threatening to behead or
sux dart any IT employee
or hospital administrator
that passes by.”
Disciplinary Actions?

39. Retention is one of the major issues or
challenges facing women in tech.
•Advancement of women in technology is facing
the lack of an available pipeline of talent to hire.
•Women make up a small percentage of computer
science degrees, so that means there are fewer
women in the talent pool for tech companies.
•Solutions: Employee/Family benefits
e.g. Sponsor and send our daughters to coding and
computer camps
•WHY WOMEN RETENTION IS IMPORTANT?
39
Denise M. Figueroa, MEM, BSCpE, ASCSi
Retention

40. EEO
Stereotypes: redirect the STEM conversation about gender
"It's important for a teenage girl who feels like she doesn't
look like or portray what people advertise as engineers or
computer geeks, to see that tech people come in all shapes,
sizes, genders, and from different backgrounds," said
Krystyna Ewing.
40Denise M. Figueroa, MEM, BSCpE, ASCSi
"I probably would have become an
engineer in college [10 plus years ago]
but I had my own stereotypes that
engineering was for "nerdy white
dudes," she said.

41. Krystyna Ewing hit the "tweet button" on this message at
7:12 p.m., August 3, and joined what's become a deluge of
more that 32,000 tweets with hashtag
#ILookLikeAnEngineer.#ILookLikeAnEngineer.
41Denise M. Figueroa, MEM, BSCpE, ASCSi
EEO
Stereotypes: redirect the STEM conversation about gender

42. LEGAL
BYOD’s danger of litigation
You must make a few
extra preparations to
protect your organization
in cases of litigation
and eDiscovery.
BYOD and corporate-owned devices can be put a
litigation hold ("preservation order") when an
organization must preserve all forms of relevant
information when there's the anticipation of litigation.
Denise M. Figueroa, MEM, BSCpE,
ASCSi
42

43. "When you have a device
that is not a corporate-
owned device that is
accessing corporate
information, the ownership
of that information always
comes into question," said
Adecco eQ’s Chris
Gallagher.
Denise M. Figueroa, MEM, BSCpE, ASCSi 43
You must make a few extra preparations…
LEGAL
BYOD’s danger of litigation

44. Salespeople (the
"original BYOD“ users)
contracts and non-
compete agreements:
Denise M. Figueroa, MEM, BSCpE, ASCSi 44
• Competitors in highly
competitive industries sue
each over this kind of stuff
all the time.
• What if the sales rep
proves that most of the
information that he had
from his 'client' was
available publicly on their
LinkedIn profiles?
LEGAL
BYOD’s danger of litigation

45. Denise M. Figueroa, MEM, BSCpE, ASCSi45
LEGAL : Confidentiality
DUST (Disintegration Upon
Stress-Release Trigger)
technology
• DARPA’s initiative. intended mainly
for the military personnel, has the
idea of “Protection of data that once
existed.”
• Data stored in these chips may be
encrypted or a secret message
intended for an authenticated person.
• The chip designed on a Gorilla Glass
substrate is capable of shattering on
demand into millions of pieces which
cannot be reconstructed.
• http://video.dailymail.co.uk/video/bc/rtmp_uds/1418450360/2015/09/14/1418450360_4484616086001_448445
THIS CHIP
W
ILL
SELF
SELF
DESTRU
CT
DESTRU
CT
in
10
seconds
(on
dem
and)

46. ROBOTICS and AI
http://dilbert.com/strip/2015-10-25
Denise M. Figueroa, MEM, BSCpE, ASCSi 46

47. AMAZON
• Workers efficiency
• Injuries avoidance
• Less walking
• Not as much hiring
• More density of products
• Taking jobs from
humans
(Reality Vs Perception)
• Training
• Union Issues 47Denise M. Figueroa, MEM, BSCpE, ASCSi
https://www.youtube.com/watch?v=UtBa9yVZBJM
ROBOTICS and AI

48. DRONES
• Training
• Healthcare
• Policies
• Criminal usage
• Discipline
• Assets misplacements/losts
• https://youtu.be/WRrxOfgwFyw
48Denise M. Figueroa, MEM, BSCpE, ASCSi
ROBOTICS and AI
CLIC
K

49. ROBOTICS: 10 Case Studies
1. The Artists
2. Digital Aristotle – Teacher
3. Watson – Doctor
4. Trader Bots
5. SAFFiR – Firefighter
6. iCub – The Talker
7. Roxxxy
8. Briggo Coffee
9. Baxter’s
Multipurpose Robot
10.Self-Diving Car
• Impact to the HR Department
• Impacts to employees
• Impact to enterprise
• How would you manage it?
Short term/long term
https://youtu.be/BRp7aFBkuWE
49
Denise M. Figueroa, MEM, BSCpE, ASCSi
CLICK

50. Questions or Comments
Denise M. Figueroa, MEM, BSCpE, ASCSi
50
Eng. Denise M. Figueroa
MEM, BSCpE, ASCSi
Ana G. Mendez University System
dmfigue@gmail.com
(787)-717-6953

51. • http://www.techrepublic.com/article/women-leaders-cite-two-major-reasons-for-issues-facing-women-in-tech/?tag=nl.e101&s_cid=e1
• http://www.techrepublic.com/article/women-leaders-cite-two-major-reasons-for-issues-facing-women-in-tech/?tag=nl.e101&s_cid=e1
• http://www.techrepublic.com/article/glassdoor-report-the-gender-pay-gap-in-tech-is-still-a-problem/
• http://gomerblog.com/2015/07/hospital-emr/
• https://www.youtube.com/watch?v=UtBa9yVZBJM
• https://youtu.be/WRrxOfgwFyw
• https://www.youtube.com/watch?v=BRp7aFBkuWE
• https://youtu.be/BRp7aFBkuWE
• http://www.theverge.com/2012/3/19/2885542/amazon-acquires-viva-systems-warehouse-management-company
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=
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• http://www.forbes.com/sites/erikaandersen/2012/04/25/the-most-important-reason-people-fail-in-a-new-job/
• http://www.nbcnews.com/business/careers/dating-site-eharmony-apply-compatibility-formula-jobs-market-n418796
• http://roundpegg.com/
• http://www.tabicpro.com/workforce.php
• http://www.horoscope.com/horoscope/compatibility/career-compatibility.aspx
• http://www.bizjournals.com/baltimore/how-to/human-resources/2015/10/5-hr-technologies-companies-should-consider.html
• http://www.techrepublic.com/article/byod-and-the-danger-of-litigation/?tag=nl.e101&s_cid=e101&ttag=e101&ftag=TRE684d531
51Denise M. Figueroa, MEM, BSCpE, ASCSi
More Information
References

52. • http://www.eremedia.com/tlnt/the-role-of-technology-in-the-evolution-of-hr/
• https://www.google.com/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=4&cad=rja&uact=8&sqi=2&ved=0CDUQFjADahUKEwiSoZCPnYbIAhWFGz4KH
Wy-BSw&url=http%3A%2F%2Fboss.blogs.nytimes.com%2F2011%2F09%2F14%2Fcan-this-web-site-match-employers-
and-employees
%2F&usg=AFQjCNFfsHAvZ14Soex0GpY3xCGCSNl4DQ&sig2=Gsbl_Kqa62XagLw42MA3uA&bvm=bv.103073922,d.cW
w
• http://www.businessinsider.com.au/google-okr-employee-grading-system-2015-10#/#google-investor-john-doerr-pitched-
the-company-on-doing-okrs-when-it-was-a-startup-this-slide-from-his-pitch-is-an-example-of-an-okr-there-is-an-objective-
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• http://dilbert.com/strip/2015-10-25
• https://www.linkedin.com/pulse/legal-illegal-kristen-goodell?trk=eml-b2_content_ecosystem_digest-network_publishes-49-
null&midToken=AQHjtnse9z6Tkw&fromEmail=fromEmail&ut=16WHGMeI28gn01
• http://www.cnbc.com/2015/11/24/why-facebook-ceos-paternity-leave-is-a-big-deal-commentary.html
• http://www.glasbergen.com/?count=16&s=stress
• http://www.dailymail.co.uk/sciencetech/article-3234453/James-Bond-s-computer-Military-bosses-reveals-chip-blow-
command-secrets-safe.html
Denise M. Figueroa, MEM, BSCpE, ASCSi 52
More Information
References