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HR_Technology_FINAL2.ppt hope to help in your life
1.
HR and Technology Robin
Sronce, Ph.D., SPHR 2009
2.
Main Concerns for
HR Departments • Questions we will answer in this unit. > Why should HR professionals be concerned with new developments in technology? > What are some of the new technologies associated with Web 2.0? > How can HR professionals incorporate these technologies to improve performance? > What should HR professionals consider before adopting or allowing employees access to these technologies? ©SHRM 2009 2
3.
Lesson 1 In this
lesson we will: • Identify HR trends that encourage adoption of these new technologies. • Describe features of the new technologies associated with the term Web 2.0. • Explain how HR professionals can use these new technologies to improve information monitoring, dissemination and collaboration. ©SHRM 2009 3
4.
HR Today • HR
responsibilities: > HR provides less transactional support than in the past. > HR is a strategic partner in company planning. > HR monitors current trends and legal developments. > HR disseminates information to the organization. > HR communicates with and supports employees at different physical locations. ©SHRM 2009 4
5.
New Technologies • Web
2.0 technologies focus on collaboration and community. • Web 2.0 technologies are digital, mobile, personal and virtual. • Examples of Web 2.0 technologies: > Social networks. > Video sharing. > Blogs. > Wikis. > IMs. ©SHRM 2009 5
6.
Monitoring Information • HR
professionals monitor information: > Developments in the field. > Changes in legal requirements. • Sources of information: > Field-specific: • SHRM - http://www.shrm.org/ > Government sites: • DOL – Department of Labor - http://www.dol.gov/ > Blogs: • People Persons: Top 50 HR Blogs http://www.bschool.com/blog/2008/people-persons- top-50-hr-blogs/ ©SHRM 2009 6
7.
Disseminating Information HR professionals
disseminate information • Traditional methods: > Email. > Newsletters. > Reports. > Bulletin boards. > Employee handbooks. • Web 2.0 applications: > Blogs. > Wikis. > Social networks. ©SHRM 2009 7
8.
Information Dissemination Comparisons Traditional •
One-directional. • Static. • Difficult to update. Web 2.0 • Interactive. • Dynamic. • Easily modified. ©SHRM 2009 8
9.
Discussion Questions • Do
you know anyone who writes a blog? • Do you follow any blogs? • How do you keep track of updates on the sites you want to revisit? • Have you visited Wikipedia? • What rules do professors have about using Wikipedia? Why? • How do you judge if information is reliable? ©SHRM 2009 9
10.
Application – Technology
Tool • Tool to follow blogs and news web sites. • RSS (Really Simple Syndication). • Aggregated updates from news and blog web sites. • Symbol: • Register to receive updates from the site. • Information is delivered to the RSS reader. ©SHRM 2009 10
11.
Encouraging Collaboration • Document
sharing allows for work across time and distance conflicts. • Multiple contributors encourages collaboration: > Global offices. > Telecommuting. > Use virtual teams. • Examples of tools available include: > Sharepoint http://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspx > Googledocs https://documents.google.com/ > Wikis http://pbwiki.com/content/viewdemobusiness ©SHRM 2009 11
12.
Discussion Questions • Do
you think these types of sites would be helpful for group projects? Why? Why not? • Have you ever used one of these sites? • What would encourage you to try these tools? ©SHRM 2009 12
13.
HR and Web
2.0 • Web 2.0 can help HR professionals be more effective and efficient: > Monitor information updates. > Disseminate information. > Encourage collaboration. • HR professionals need to take advantage of the tools available. ©SHRM 2009 13
14.
Team Homework Assignment ©SHRM
2009 14 Collaborative Internet Tools Assignment • Form the class into groups and distribute activity instructions. • Activity. • Googledocs: http://documents.google.com.
15.
Break • Break ©SHRM 2009 15
16.
Lesson 2 In this
lesson we will: • Explore how Web 2.0 technologies affect the HR functions of recruiting and selection. • Describe some applications of Web 2.0 to recruiting. • Discuss cautions when implementing these technologies. ©SHRM 2009 16
17.
HR Functions and
Technology • Examples of applications of new technologies in HR to the functions of recruiting and selection. ©SHRM 2009 17
18.
Technology and Recruiting Recruiting •
Sources: > Current employees. > Referrals from employees. > Former employees. > Career and job sites. > College recruiting. > Customers. > Employment agencies. > Print and radio ads. » (Gomez-Mejia, Balkin & Cardy, 2004) ©SHRM 2009 18
19.
Types of Applicants •
Active applicants: > Present favorable organization image. > Provide access. > Job sites and postings. • Passive applicants: > Best people often are not looking for jobs. > Recruiter has to actively search for the person. > Search engines provide information. > Social networking sites provide access. ©SHRM 2009 19
20.
Technology and Recruiting Job
search sites • General sites: > Monster.com > Careerbuilder.com > Snagajob.com • Microsites: > Boeing http://www.boeing.com/employment/ > McDonalds http://www.mcdonalds.com/usa/work.html > Proctor and Gamble (P&G) http://www.pg.com/jobs/sectionmain.shtml ©SHRM 2009 20
21.
Using Web 2.0
Technologies in Recruiting • Video technologies > Examples: • Google Recruitment Video http://www.youtube.com/watch?v=JcXF1YirPrQ • Recruitment videos http://www.vault.com/companies/video_companies.jsp ©SHRM 2009 21
22.
Discussion Questions • What
information did you find helpful in the videos? • Do you think these are realistic job previews? Why? Why not? • Is there a risk in raising expectations about working at these organizations? ©SHRM 2009 22
23.
Benefits of Video
Technology • Demonstrates a commitment to community. • Reinforces company brand. • Emphasizes a commitment to diversity. • Attracts new, younger employees. • Provides a realistic job preview. ©SHRM 2009 23
24.
Technology and Recruiting Video
recruiting decisions • Involve IT department: > To help decide where and how videos will be posted. > YouTube. • Options for video production: > Check for resources in the organization. > Marketing department. > Employee involvement: • Employee contests. > Outsource. ©SHRM 2009 24
25.
Discussion Questions • Do
you watch videos on YouTube? • Have you made a video and posted it on YouTube? • What types of videos have you watched on YouTube? ©SHRM 2009 25
26.
Recruiting Passive Applicants •
Networking is an important source of leads about passive applicants. • Social networks: • LinkedIn. • Facebook. • MySpace. ©SHRM 2009 26
27.
Technology and Selection Selection •
Using technology for screening. • Video resumes: > CBS video resume clip http://www.youtube.com/watch?v=kz9AODQkmiM&NR=1 • Social networking: > Reasons HR does not use these sites for selection. > Verifiability of web site profile information. > Respect for applicant’s privacy. > No relevance to work performance. > Questions about legality (Bates, 2008). ©SHRM 2009 27
28.
Selection and Social
Networking Sites • Information that contradicts information provided to employer. • Information that would affect hiring recommendations. • Involvement in volunteer or civic groups. • Involvement in professional societies or organizations. • Pictures related to romantic exploits. » (Bates, 2008) ©SHRM 2009 28
29.
Discussion Questions • Should
organizations use social networking sites for recruiting and selection? • Is there anything on your site you wouldn’t want a future employer to see? • Will you change your site based on the information you just heard? ©SHRM 2009 29
30.
Guidelines for Recruiting
and Selection • Remember that nondiscrimination rules apply. • Documentation and support for decisions. • Privacy protections need to be in place. • Time and access requirements. • Consider the job. ©SHRM 2009 30
31.
Homework Assignment • Homework
activity: Interview people on technology use. ©SHRM 2009 31
32.
Break • Break ©SHRM 2009 32
33.
Lesson 3 In this
lesson we will: • Discuss employee expectations about Web 2.0 technology. • Explore how Web 2.0 can enhance employee connections. • Identify guidelines and policies for Web 2.0 technology use. ©SHRM 2009 33
34.
Discussion of Generational
Differences In your small group, discuss the following: • What kinds of technology are the people you interviewed using? • Are there differences among the types of technology based on generations? • Did the different generations report different comfort levels with technology? • Your group should come up with three observations about technology use. ©SHRM 2009 34
35.
Networked Workers According to
Pew Internet and American Life Report: • 62 percent of working Americans use the Internet or e-mail at work, making them “networked workers.” • These workers also use technology at home: > 93 percent own a cell phone. > 85 percent own a desktop computer. > 61 percent own a laptop computer. > 27 percent own a Blackberry, Palm or other personal digital assistant. ©SHRM 2009 35
36.
Networked Workers • How
these workers use the Internet: > 76 percent shop. > 53 percent watch videos. > 41 percent send instant messages. > 33 percent read blogs. > 35 percent use online social networks: • 75 percent of online adults ages18-24. • 57 percent of online adults ages 25 -34. • 30 percent of online adults ages 35-44. • 19 percent of online adults ages 45-54. • 10 percent of online adults ages 55-64. • 7 percent of online adults 65 years and older » (Lenhart, 2009). ©SHRM 2009 36
37.
Employee Expectations • Employees
want to use these technologies at work. • Employees will use these technologies with or without employer support. • Recruiting and retaining employees will require providing access. • HR needs to communicate employee expectations to decision makers in organization. • HR needs to be involved in setting policies for use. ©SHRM 2009 37
38.
Reasons to Adopt
Web 2.0 Technologies • Application in work setting: > Emergency contact. > Instant messaging and communication services. – Twitter https://twitter.com/ – Yammer http://www.yammer.com/ > Collaboration in a 24/7 world. > Building community within the organization. ©SHRM 2009 38
39.
Resistance to Adoption
of Web 2.0 Technologies • Employees will spend all their time on these sites. • Employees will release private information. • Security concerns. • Harassment. ©SHRM 2009 39
40.
Discussion Questions • Do
mobile technologies and social networks enhance or detract productivity? • Have you ever sent or received a text message during a lecture or at work? ©SHRM 2009 40
41.
Employee Relations Employee Relations >
Social networks: • Access to information and knowledge. • Social connections. • Communication about who you are. • Recommendations. » (Bandel, 2008) > Company examples: • Deloitte – D Street. • IBM – Beehive. • Best Buy – Blue Shirt Nation. ©SHRM 2009 41
42.
Policies and Guidelines •
Issues to address: > Purpose for using technology. > How will it be monitored. > What behavior is allowed. > What behavior is not allowed. > How these policies fit with existing computer use policies. > Ethical constraints. » (Kaupins, Burwell, Spitzer, 2007) ©SHRM 2009 42
43.
Technology and Work/life
Boundaries • Personal mobile devices increase employee availability. • Concerns that they add pressure on employees: > Blurring line between work and personal life. Of the “networked workers”. > 45 percent do some work at home. > 18 percent work at home daily. ©SHRM 2009 43
44.
Overall Conclusions ©SHRM 2009 44 •
HR professionals need to stay current on developments in technology. • Information monitoring, disseminating and collaborating. • HR professionals need to adapt technologies to enhance functions such as recruiting. • HR professionals need to acknowledge employees expectations about technology availability. • HR professionals need to be aware of effect of technology on employees lives.
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