Class Notes (836,211)
Canada (509,690)
Human Resources (1,155)
MHR 523 (473)

Chapter 3 – Human Resources Management and Technology.docx

7 Pages
Unlock Document

Human Resources
MHR 523
Pat Sniderman

Chapter Three – Human Resources Management and Technology Human Resources Management and Technology - Organizations are increasing their investments in HR technology systems - Data collection, storing, systems The Strategic Importance of Technology in HRM - HR technology: any technology that is used to attract, hire, retain, and maintain talent, support workforce administration, and optimize workforce management - Human resource information systems used by various stakeholders and can be accessed by the company intranet - Potential to reduce administrative burden on HR dpmt members - A lot of pressure on HR dpmt to manage costs and deliver effective and efficient services - Three objectives 1. Strategic alignment with business objectives 2. Business intelligence – providing users with relevant data, and 3. Effectiveness and efficiency – changing how HR work is performed by reducing lead times, costs, and service levels The Impact of Technology on the Role of HR - Decreased Transactional Activities o Improved design and delivery of basic HR services o HR professionals develop business knowledge with respect to the key drivers of organizational productivity and become cognizant of costs associated with enhancing efficiencies and effectiveness of the workforce - Increased Client/Customer Focus o Need to understand key business issues and provide relevant and meaningful info to help make better decisions o Managers responsible for creating, maintaining their staffing budgets o IT department partner  HR systems, technology delivery methods, best practices of other org, technology enhancements  Learning opportunities such as trade shows, meetings with software vendors, formal courses in IT, reading material about technological trends and issues - Increased Strategic Activities o Services must relate to implementing strategy, so HR will be “strategically proactive versus reactive” o Managing human capital effectively to positively impact the bottom line is a major focus for executives today Human resources information system (HRIS): integrated system used to gather, store, and analyze info regarding an org’s human resources - Enables professionals to collaborate - Different capabilities and some are complex than others - Data warehouse: a specialized type of database that is optimized for reporting and analysis and is the raw material for manager’s decision support The Relationship between HRM and HRIS - HRIS is the composite of databases, computer applications, hardware, and software necessary to collect, record, store, manage, deliver, manipulate, and present data regarding human resources - “Systems” also refer to people, policies, procedures, and data required to manage HR function - HRIS must allow for the assimilation and integration of HR policies and procedures in addition to operating the computer hardware and software applications Major Components of an HRIS - HR Administration o Employee name, address, phone number and email address, birth date, hire date, sex, salary, emergency contact info, department code, location, employment status, contractor, start dates, position titles, benefit info - Recruitment and Applicant Tracking o Hiring people if it approves the hiring budget o Approving for filling a position if a formalized process o Contains info on position name number, dpmt, if position has been approved etc o It is possible to track key words identifying skills and experience on resumes - Time and Attendance o Employees are entitled to two weeks vacation after completing one year of service o Hire date, leaves of absences paid/unpaid, termination date, other events that interrupted service to calculate vacation - Training and Development/Knowledge Management o Employee’s skills, competencies, training courses and development activities - Pension Administration o Retirement plans  date of plan entry, normal retirement date, employee elections regarding contributions, company contribution each year - Employment Equity Information o Types of industry the organization competes in and geographic region that the organization operates in, can be recorded in the HRIS - Performance Evaluation o Ratings, date of ratings, types of appraisals, comments about appraisal, performance objectives and goals about the performance evaluation process - Compensation and Benefits Administration o Pay increases associated with promotions, data regarding pay grades and ranges for each position, bonus structure, which positions are entitle to bonus, type of benefit plans - Organization Management o Identifies the organizational structure and stores job descriptions fo each position in the structure o National Occupational Classification (NOC) codes - Health and Safety o Worker’s compensation authorities o Number of accidents, types, health and safety complaints and resolutions, workers compensation claims, workers’ compensation forms - Labour Relations o Union membership, seniority lists, grievances, resolutions - Payroll Interface o Subsystem with info: salary, wages, benefits to make it easier to interface with payroll systems in accounting Key Functions of an HRIS - Made up of subsystems and data can be stored, maintained, and generated form the system - Create and Maintain Employee Records o Maintained throughout the period of employment o Includes employment history with the org, such as personal data, job data, salary increases, performance appraisals, etc - Legal Compliance o Ensured org can comply with government regulations by providing data in an accurate and timely manner o Data integrity and accuracy o Employment Equity Computerized Reporting System (EECRS) – software provided by government - Forecasting and Planning HR Requirements o Developing long-range staffing plans and provide valuable info to human resources professionals - Talent Management/Knowledge Management o Data that is entered into the system such as skills, training etc, can be used to help managers provide development opportunities for employees o ^ Will help HR staff to provide more targeted advice and counsel to managers and help HR work more effectively with employees and managers - Strategic Alignment o Info from system can help org align more effectively with their strategic plan - Enhancing Decision Making: Decision Support Systems o Need to extract data from HRIS not only for information purposes but to improve the quality of decisions made by managers and HR professionals o In order to make quality decision the manager might need to confirm each employee’s current salary, history of salary increases, review compensation policies, review performance history o To make informed decision, manager needs info that is relevant, useful, timely and accurate o Ex) basic information reports o Managers utilize the system to perform HR calculations o Metrics: statistical measures of the impact of HRM practices on the performance of an organization’s human capital  can help managers identify opportunities to take action to improve performance and control costs o Use HRIS capabilities to generate relevant and high quality data o HR dpmts utilize precision data analysis to aid managers in effective decision making Selecting and Implementing an HRIS - Companies are different in terms of their ability to afford technology and the value they place on HR information - Simple vs. sophisticated - Key reasons for purchase are generally cost savings, faster processing of info, and access to relevant info that will help the organization to achieve its goals - Types of HRIS Systems o Effective HRIS systems match the technical
More Less

Related notes for MHR 523

Log In


Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.