Chapter 1 - HR Technology

Information Technology can..

-​ Help with mining data faster, cheaper, and more effectively than any paper - based system
-​ Provide better data storage and information retrieval
-​ Help HR managers collect and interpret data to measure the success of their efforts

Impact of Technology on HR:

●​ Recruitment: virtual meetings, screening, and testing reduce costs and increase candidate pools
and geographic reach
●​ Training: e-training provides lower costs, increase access, greater convenience, and flexibility for
trainees
●​ Performance appraisal: technology-assisted performance appraisals allow for monitoring,
updating, increased communication, and time savings, allowing for focus on employee
development
●​ Employee self-service: technology allows for greater interaction between individual and
organization

New Service Delivery Methods:

1.​ Web-based HR
-​ Web-based HR allows service delivery that pushes employees and managers into making
transactions on their own. This includes e‑learning and e-recruiting
-​ Web-based activity - business intelligence software extracts data so the information can
be analyzed to provide quick and accurate reports
2.​ Enterprise Portals
-​ knowledge communities that allow employees from one or multiple companies to access
specialized knowledge associated with tasks
-​ Enterprise portals are one of many IT tools allowing efficient access to relevant content
and applications.
-​ They offer a single site for employees to access HR services.
-​ Enterprise resource planning (ERP): commercial software systems that automate and
integrate many or most of a firm’s business processes
3.​ Self-service
-​ a technology platform that enables employees and managers to access and modify their
data via a Web browser from a desktop or centralized kiosk
-​ Employees can view job openings, apply for positions, check status, model retirement
options, and enroll for benefits
-​ Managers can get information about employees they supervise and can compile reports
(e.g., absenteeism and submit requisitions to hire, perform employee reviews, review
compensation, and compensating planning)
-​ Employees can use self-service for many tasks, such as applying for a position, modelling
retirement options, or enrolling in benefit programs
Feature Web-Based HR Self-Service HR Enterprise Portals
Primary Delivers HR services Enables Provides a
Purpose through web platforms employees/managers to knowledge-sharing
handle HR tasks and collaboration
independently platform
Users HR professionals, Employees and managers Employees (from one
managers, and employees or multiple companies)

Functionality Includes self-service, HR Limited to tasks Facilitates access to

management tools, and employees/managers can specialized
knowledge resources perform without HR information and
knowledge
communities
Scope Broad (covers all Narrow (focused on user Broad (covers multiple
web-enabled HR autonomy in HR tasks) business functions, not
functions) just HR)

Examples E-learning, e-recruiting, Updating personal Knowledge

payroll systems information, requesting repositories,
leave, accessing pay stubs task-based
collaboration tools
HR Involvement HR professionals may still Minimized HR HR may contribute
manage/administer certain involvement; employees content, but employees
tasks complete tasks themselves primarily use it for
information

Different Solutions for Different Needs:

●​ IT can aid HR needs such as information on employees' participation in training, their
competencies, and their performance levels, as well as succession planning.
●​ Human resources information system (HRIS): a comprehensive across-the-board software system
for HRM that includes subsystems or modules
●​ Can include software, hardware, support functions, and system policies and procedures
●​ Specialty Products—Software solutions for specific specialized applications that may or may not
interface with the main database, e.g., compensation planning, workforce scheduling, training and
e-learning, and applicant tracking.

Big Data
●​ Big data: the integration of digitized data from multiple sources and in multiple formats,
including structured and unstructured data

Types of big data:

1.​ Structured data
-​ Any type of data that can be organized into columns and rows
-​ HR practitioners can enter employee data into the HRIS system
-​ Finance employees can enter financial data
 -​ Work hours and movement can be recorded and analyzed using time card and motion
sensor systems
2.​ Unstructured data
-​ Includes various kinds of files found on computers including documents, email or text
messages, audio files, presentations, geotags, images and videos
-​ Data can be searchable in some circumstances

The 5 Pillars of Big Data:

1.​ Volume
2.​ Velocity (to be able to transfer large amounts of data quickly)
3.​ Variety
4.​ Veracity (truthfulness and accuracy)
5.​ Value

Artificial Intelligence
-​ A software-based ability to demonstrate learning and decision making

HR Metrics and Business Analytics:

●​ Business intelligence: applications and technologies for gathering, storing, analyzing, and
providing access to data to help users make better business decisions
●​ HR metrics: summary measures of HR outcomes that are relevant to the performance of the HR
function; example metrics include the cost of recruitment, time-to-hire, and turnover
●​ HR analytics: empirical approaches such as statistical analyses or experiments that reveal the
outcomes of HR practices or processes; can be placed in one of three categories:
1.​ Descriptive analytics – describe what happened
2.​ Predictive analytics – make inferences based on existing data to describe what could happen
3.​ Prescriptive analytics – describe what should happen

Maximizing the Benefits of HR Metrics:

●​ HR Dashboard - an aggregation of useful or relevant HR metrics or performance indicators that
provide a summary snapshot of performance

Forensic Reporting Ensuring Data Security:

●​ Employers have an obligation to protect employees’ personal records, medical records, and
employment tests. Due to the sensitive nature of HR, it is important that the system provides
robust security to protect data. The golden rule is that only authorized persons should have access
to employee data. Security features include:
●​ Login security
●​ Row-level security (record security)
●​ Field-level security (data field)
●​ PINs
●​ Passwords
●​ Encryption devices or software
●​ Organizations are also challenged by customers’ information being shared unintentionally.
●​ Cybersecurity is a major concern for organizations. About 20 percent of Canadian firms reported
being affected by incidents in 2019.
●​ Phishing: the fraudulent practice of sending emails purporting to be from reputable companies in
order to induce individuals to reveal personal information, such as passwords and credit card
numbers
 ●​ Workforce management and scheduling is often complex. Workforce scheduling and optimization
software provides applications for deploying employees most effectively.
●​ Forensic reporting: software can audit employees to ensure they comply with policies such as
safety inspections

Evaluating HR Technology:
●​ User satisfaction and system usage are important indicators of HRMS success.
●​ Attitudes toward IT are influenced by behavioural beliefs about technology usefulness and ease of
use.
●​ These beliefs, in turn, are influenced by information satisfaction and system satisfaction, which
result from information quality and system quality.
●​ Technology acceptance: the extent to which users intend or actually use technology as a regular
part of their job
●​ Conduct a needs analysis—A systematic needs analysis will include collecting information about
your organization (e.g., size, industry demands, etc.), including its technical environment (e.g.,
hardware, operating systems, network environment, database, installed software,
telecommunications, etc.) and the needs of the HR department.
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