-Technology can be very helpful with some aspects of HRP.
-IT can support workforce analytics, management and scheduling, skills inventories,
replacement planning, and succession management.
-Such applications may be made available on an HRIS, specialty product, or ERP.
-Depending on the organizational context, HR professionals may call upon different IT solutions.
-Need thorough understanding of business and HR needs to get right technology solution
-Awareness/understanding of the HR technology important know “what’s out there” and
how it can help
-Change management skills then required to implement new IT solutions.
-Communication and training are keys to successful HR technology implementation.
-HR may also find some opportunities for realigning processes and service delivery with IT.
-Finally, evaluating the IT solutions with various methodologies may reveal opportunities for
Information technology (IT):
-Information technology (IT): all hardware and software, including networking and
-Can help project supply and demand for HR
-Can support succession planning and career development plans
-Provides powerful storage and retrieval capabilities
IT and HRM:
-HR has historically gathered employee information
-IT can mine HR information faster, cheaper and more effectively
-IT helps HRM achieve operational and strategic efficiency
Typical HR functions with high IT support:
-Storing important data such as wages, vacation and sick time;
-Transferring employee data between HR and outside payroll systems;
-Generating organizational charts;
-Posting job openings within the organization;
-Tracking labour costs
Typical HR functions with low IT support:
-Providing employees with self-assessment and career guidance;
-Providing employees with ergonomics assessment assistance;
-Measuring the needs and results of diversity initiatives;
-Letting employees make changes to their own benefits records;
-On-line service delivery of employee assistance programs IT usage in human resources:
-IT-usage is significantly associated with:
-the greater involvement by HR in supporting the successful implementation of business
strategy and delivering tangible results;
-greater HR involvement in the strategic roles of business partner and change agent;
-more positive assessments of the technical and strategic effectiveness of the HR function.
-“Smart use of IT would allow HR professionals to dedicate themselves to being strategists and
achieving results instead of being bogged down with ‘administrivia’.”
-The Role of HR Professionals:
• Planning, selection and implementing IT solutions for business;
• Information management and project management;
• Work collaboratively with professional IT consultants;
• Proficiency with finding current, accurate, and immediate answers to HR questions
through the use of telecommuting and virtual teaming.
New service delivery models:
-Gaining access to data in a timely manner is a constant challenge.
-HR is leveraging this computer capacity to improve service delivery and, by doing so, is
transforming itself with “new” techniques like:
-Web-Based HR (allows service delivery that pushes employees and managers into making
transactions, e.g. e- recruiting and e-learning)
-E-learning: process of learning content distributed in digital format via computers over the
internet or other network
-Enterprise Portals (allow employees from a single or multiple companies to access and benefit
from specialized knowledge associated with tasks) e.g. company directories; policies; online
-Self-Service (technology platform that enables employees and managers to access and modify
their data via a web browser from a desktop or centralized kiosk) e.g. address changes;
selection of benefits; vacation planning; sick days reporting
IT for HR planning:
IT is used to support several HR planning activities in organizations, including:
• Employee database data can be used to analyze environmental influences on HRM such
as training participation rates; competency and performance levels.
• IT can help mine data that is needed to support succession management.
• Electronic surveys are increasingly used to support climate and/or engagement surveys.
IT for HR planning:
-IT typically supports six HR planning functions:
• Workforce Analytics
• Workforce Management and Scheduling
• Forensic reporting
• Skills Inventories • Replacement Charts
• Succession Management
-Workforce analytics: applications address the challenge of getting business intelligence for
strategic decision making
-Business Intelligence: includes the applications and technologies for gathering, storing,
analyzing, and providing access to data to help users make better business decisions
Workforce management and scheduling:
• Workforce management and scheduling are often quite complex
• Workforce scheduling and optimization software provides applications for deploying
employees most effectively
• Based on forecasts, which are then used to create schedules
-Skills inventories: typically contain a personal record or skills profile of each member of the
-The inventory record usually has employee information such as: name, seniority, classification,
part-time or full-time work status, work history and record of jobs held, education, training, skill
competencies, areas of expertise, talents, history of performance appraisals, future jobs
desired, hobbies and interests
-Replacement charts: used to support the process