Electronic Human Resource Management, Slides of Human Resource Management

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HUMAN RESOURCE

James Matt Caraan Resource Speaker

Roles and Effects of Technology in Human Resource

Management

MANAGEMENT

OBJECTIVES By the end of this session, participants are expected to:

1. Understand the roles of technology in HR
2. Identify the effects of technology in HR
3. Become aware of the trends in e-HRM
4. See an actual e-HRM application

Evolution Electronic HRM Automating and streamlining HR processes, making information more accessible, and improving efficiency.

Focus

HRIS, Online Portals, electronic document management

Examples

Digital HRM Going beyond automation to leverage technology for strategic HR initiatives, employee engagement, and data-driven decision-making.

Focus

Using social media for employee communication, implementing online learning platforms, and analyzing workforce data.

Examples

Algorithmic HRM Leveraging algorithms to process data, make predictions, and automate tasks like recruitment, performance management, and talent development.

Focus

AI-powered resume screening, algorithms for predicting employee turnover, and automated performance feedback.

Examples

IMPORTANCE OF TECHNOLOGY IN HR Integrating technology into HR management is key for streamlining processes and boosting productivity. Leveraging software and digital tools, organizations can automate tasks such as onboarding, payroll, and performance evaluations; freeing time for HR to focus on strategic initiatives.

BENEFITS OF TECHNOLOGY IN HR Harnessing the power of technology in this area supplies a lot of advantages. Real-time communication is enabled via emails, messaging apps, and video conferencing. This eliminates the need for long back-and- forth conversations, allowing people to quickly connect and exchange ideas. This fosters collaboration and ensures that everyone is on the same page, leading to better decision-making and increased productivity.

Improving Communication and Collaboration

In this digital age, technology has changed how performance management and feedback are conducted. With modern HR software, companies can streamline these processes by automating tasks such as goal- setting, tracking progress, and evaluating performance metrics. This saves time and reduces manual errors, guaranteeing an impartial appraisal.

Enhancing Performance Management and Feedback

Technological advances let HR departments access and examine reams of employee data with ease. This involves data concerning performance appraisals, training records, attendance logs, and even skills. With such comprehensive data, HR professionals can gain key insights into their staff’s advantages and weaknesses

Facilitating Data-Driven Decision Making

CHALLENGES AND CONSIDERATIONS IN IMPLEMENTING HR TECHNOLOGY

• (^) Integration with Existing Systems and Processes
• (^) Data Privacy and Security
• (^) Change Management and Employee Resistance
• (^) Cost-Benefit Analysis
• (^) Future Trends in HR Technology
• (^) Talent Management

TYPES OF E-HRM Focuses on administrative tasks and transactional processes, like payroll and employee data.

Operational e-HRM

Examples:

• (^) E-attendance
• (^) E-leave management
• (^) E-payroll management
• (^) E-employee data
• (^) E-Benefit Management Relational e-HRM emphasizes the use of technology to facilitate HR activities that require direct interaction and connection, such as recruitment, learning and development, and performance appraisals.

Relational e-HRM

Examples:

• (^) E-learning
• (^) E-recruitment
• (^) Performance Appraisal focuses on using technology to strategically transform HR practices, aiming to create a change-ready workforce and align HR activities with organizational goals, rather than just automating routine tasks

Transformational e-HRM

Examples:

• (^) Knowledge Management
• (^) Data Analytics
• (^) Employee Development

SAMPLE APPLICATIONS

THANK YOU!