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Department
Administrative Studies
Course
ADMS 2600
Professor
Mark Podolsky
Semester
Summer

Description
• Other HRM IT Investment Factors o Fit of the application to the firm’s employee base o Ability to upgrade or customize the software o Increased efficiency and time savings o Compatibility with current systems o Availability of technical support o Time required to implement and train staff members to use HRIS o Initial and annual maintenance costs • Influence of Technology in HRM o Operational impact – automating routine activities, alleviating administrative burdens, reducing costs, and improving productivity internal to the HR function itself. (Change How thing will be done  same thing are now done efficiently) o Relational impact – How managers manage better by allowing them better access to information. E.g. Search for specific skills set for hiring people. o Transformational impact – Changing activities of the HR department. Change on What rather than how. E.g. Training with technology rather than by traditional way; Teaching managers things that could not be done before. 3. Managing change • Both proactive and reactive change initiatives require HR managers to work with line managers and executives to create a vision for the future, establish an architecture that enables change, and communicate with employees about the processes of change. • In highly competitive environments, where competition is global and innovation is continuous, change has become a core competency of organization. “No Change means no chance.” • Types of Change o Reactive change – Change that occurs after external forces have already affected performance. o Proactive change – Change initiated to take advantage of targeted opportunities. • Managing Change through HR – Formal change management programs help to keep employees focused on the success of the business. • Why Change Efforts Fail: 1. Not establishing a sense of urgency. 2. Not creating a powerful coalition (teams or person) to guide the effort. 3. Lacking leaders who have a vision. 4. Lacking leaders who communicate the vision. 5. Not removing obstacles to the new vision. 3
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