Chapter 3 Strategic importance of Technology in HRM.docx

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University of Waterloo
Human Resources Management
HRM 200
Katrina Di Gravio

Human Resources Management and Technology 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  Can be used in different types of human resource information systems, used by various stakeholders and accessed in different ways  A strong strategic relationship between HR and technology will enable HR to achieve three key objectives o Strategic alignment with business objectives o Business intelligence – providing users with relevant data o Effectiveness and efficiency  Changing how HR work is performed by reducing lead times, costs, and service levels Impact of Technology on the Role of HR  The traditional HR role has changed in three major ways as a result of the technologically enabled environment o Deceased transactional activities o Increased client / customer focus  Make them do some of the work themselves o Increased delivery of strategic service Human Resources Information System (HRIS)  Integrated system used to gather, store, and analyze information regarding an organization’s human resources Human Resources Management and Technology Major Components of an HRIS  HR administration  Recruitment and applicant tracking  Time and attendance  Training and development / knowledge management  Pension administration  Employment equity  Performance evaluation  Compensation and benefits administration  Organization management  Health and safety  Labour relations  Payroll interface Key Functions of an HRIS  Create and maintain employee records  Legal compliance  Forecasting and planning HR requirements o How much demand is needed?  Talent management/ knowledge management o Scan key words o Look at profiles and pull out searches to match skills for short lists  Strategic alignment o In terms of metrics  Enhancing decision making Selecting and Implementing an HRIS  Phase 1: Adoption – determining the need o Needs analysis based on company background, management considerations, technical considerations, HR considerations and cost considerations o How user friendly is it? o Cost?  Phase 2: Implementation o Privacy and security considerations  Phase 3: Integration o Train the users on the system o
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