Chapter 03 dessler 12-ce_ppt_ch03

Chapter 3: Human Resources
Management and Technology

Human Resources Management and Technology | 3-1

Copyright © 2014 Pearson Canada Inc. All rights reserved.

Dessler, Chhinzer, Cole
Human Resources
Management in Canada
Canadian Twelfth Edition

Learning Outcomes

• DESCRIBE the impact that HR technology
has on the role of the HR professional and the
seven core competencies that have emerged.
• DEFINE HRIS and describe its main
components.


• EXPLAIN the strategic importance of
technology in HRM.

Learning Outcomes
• EXPLAIN the key functions of an HRIS and
its key stakeholders.

• DESCRIBE the three-step process involved in
selecting and implementing an HRIS.

• EXPLAIN how HR technology has evolved.
• IDENTIFY the key trends in HR technology.



• DISCUSS what is meant by e-HR and the
benefits of web-enabled service applications.

Strategic Importance of
Technology in HRM
• used to attract, hire, retain, and maintain
talent; support workforce administration;
and optimize workforce management
• used in different types of human resource
information systems (HRIS), by various
stakeholders and accessed in different
ways



HR technology

Strategic Importance of
Technology in HRM
Use of technology will enable HR to achieve
three key objectives:
2. Business intelligence—providing users with relevant
data
3. Effectiveness and efficiency—reducing lead
times, costs, and service levels



1. Strategic alignment with business objectives

reserved.
Copyright © 2014 Pearson Canada Inc. All rights reserved

Emerging HR Competencies


The Impact of Technology on the
Role of HR
Technology has changed the traditional HR
role:
deceased transactional activities

•

increased client/customer focus

•

increased delivery of strategic services



•

Human Resources
Information System (HRIS)


“Integrated systems used to
gather, store, and analyze information
regarding an organization’s human resources”


reserved.

Major Components of an HRIS


• HR administration
• Recruitment

• Compensation and
benefits administration

• Training and
development

• Health and safety

• Pension administration
• Employment equity
• Performance evaluation


• Labour relations

• Payroll


• Time and attendance

• Organization
management

HR Administration
• maintain employee data
Recruitment and Application Tracking
• scan and track applicant resume/information
Time and Attendance
• vacation entitlement
• absenteeism, leave of absence
• company policies


• maintain information on job openings

reserved.

Time and Attendance


Training and Development/Knowledge Management
• employee skills, competencies

• training courses
Pension Administration

• pension statements
• pension eligibility
Employment Equity Information

• reporting federally required information
(if applicable)


• career planning information

Performance Evaluation
• performance history
• types of appraisals used
• pay grade, bonus information
• types of benefit plans
Organization Management
• organizational structure
• job descriptions


Compensation and Benefits Administration

reserved.

Performance Evaluation


Health and Safety
• accident reports
• complaints and resolutions
Labour Relations
• union membership
• seniority lists
• grievances and resolutions
Payroll Interface

• information for accounting system


• compensation forms

Key Functions of an HRIS
• create and maintain employee records

• legal compliance
• talent management/knowledge
management
• strategic alignment
• enhancing decision making


• forecasting and planning HR requirements

reserved.



Selecting and Implementing
an HRIS
Phase 1: Adoption—Determining the Need
•
•
•
•
•

company background
management considerations
technical considerations
HR considerations
cost considerations



• analysis based on:

an HRIS
Phase 2: Implementation

• establish project team
• testing
• privacy and security considerations
• control access to data
• ensure users adhere to privacy and confidentiality
rules


• data conversion

an HRIS
Phase 3: Integration
• goal is for stakeholders to use the system
and reap the benefits identified in the
needs analysis
• as with any change, people need to
become comfortable



• train the users on the system

reserved.

an HRIS


Electronic HR (e-HR)

Intranet
“A network interconnected within one
organization, using web technologies for
sharing of information internally.”


“A form of technology that enables HR
professionals to integrate an organization’s
HR strategies, processes, and human
capital to improve overall HR service
delivery.”

e-HR and Web-Based
Self-Service Trends
Employee Self-Service (ESS)

employees access and manage personal
information directly

•

internet, intranet, and interactive voice
response are used to facilitate ESS

•

reduces HR operational costs

Management Self-Service (MSS)
•

managers have access to information about
themselves and their employees, and can
process HR-related paperwork



•

reserved.

e-HR and Web-Based
Self-Service Trends


A Brief History of the Evolution
of HR Technology

Stage 2: Early Personal Computer
Technology
Stage 3: Electronic Database Systems
Stage 4: Web-Based Technology


Stage 1: Paper-Based Systems

Trends in HR and Technology
The increased use of portals and intranets

2.

Greater access to technology

3.

Continued optimization of current systems

4.

Enhanced focus on workforce analytics

5.

Increased focus on reducing costs

6.

Increased use of standards for data exchange

7.

Contingency planning

8.

Heightened awareness of HR data privacy

9.

Enhanced focus on workforce analytics

10. Continued use of outsourcing of non-core work


1.

Chapter 03 dessler 12-ce_ppt_ch03

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