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Week 13 Part2

3 Pages
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Department
Economics
Course Code
ECO244Y5
Professor
Reid/ Curran

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Week 13:
Lecture Slides:
#31: Strategic Importance of Technology in HRM
#32: Strategic Importance of Technology in HRM
#33: The Impact of Technology on the Role of HR
#35: Human Resources Information System (HRIS)
#39: Selecting and Implementing an HRIS
#40: Selecting and Implementing an HRIS
Textbook:
The Strategic Importance of Technology in HRM
HR technology is any technology that is used to attract hire, retain and maintain talent, support
workforce administration, and optimize workforce management. This technology can be resident in
different types of human resource information systems (HRIS), can be used by various stakeholders, such
as managers, employees, and HRM, and can be accessed in different ways, such as via the company
intranet.
Impact on technology has enabled HR to decrease its involvement in transactional (administrative)
activities and to increase its focus on how to improve its delivery of strategic services.
Change in 3 major ways:
oDecreased transactional activities
oIncreased client/customer focus
oIncreased delivery of strategic services
Human Resources Information Systems (HRIS)
HRIS can be defined as integrated systems used to gather, store, and analyze information regarding and
organizations human resources. (Increases efficiency and effectiveness of the workforce)
Key Functions of an HRIS : More information on Page.62-63
oRecord and maintain
A record is established for every employee once they are hired into the
organization. (Maintained throughout the worker’s period of employment)
oStrategic
Information from the system can help organization align more effectively with
their strategic plan
oCompliance
Information entered into the HRIS ensures that organizations can comply with
government regulations by providing data in an accurate and timely manner
oForecasting and Planning
Information from the recruitment, training, development, and administrative
subsystems can be used to help managers develop long-range staffing plans and
provide valuable information to HRM
oTalent management; Knowledge management
The data that is entered into the system, such as skills, jobs held, training, and
interests, can be used to help managers provide development opportunites for
their employees
oDecision Making
Extract information/data from the HRIS to improve quality of decision making
Selecting and Implementing an HRIS
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Description
Week 13: Lecture Slides: #31: Strategic Importance of Technology in HRM #32: Strategic Importance of Technology in HRM #33: The Impact of Technology on the Role of HR #35: Human Resources Information System (HRIS) #39: Selecting and Implementing an HRIS #40: Selecting and Implementing an HRIS Textbook: The Strategic Importance of Technology in HRM HR technology is any technology that is used to attract hire, retain and maintain talent, support workforce administration, and optimize workforce management. This technology can be resident in different types of human resource information systems (HRIS), can be used by various stakeholders, such as managers, employees, and HRM, and can be accessed in different ways, such as via the company intranet. Impact on technology has enabled HR to decrease its involvement in transactional (administrative) activities and to increase its focus on how to improve its delivery of strategic services. Chanoe iDecreased transactional activities o Increased clientcustomer focus o Increased delivery of strategic services Human Resources Information Systems (HRIS) HRIS can be defined as integrated systems used to gather, store, and analyze information regarding and organizations human resources. (Increases efficiency and effectiveness of the workforce) Key Functions of an HRIS: More information on Page.62-63
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