How Are Technologies Like VPAs Changing HR Flexibility and Cutting Employee Costs?

Hi all, kindly share your views on some of the technological factors impacting flexibility for HR or reducing employee costs, such as VPAs (Virtual Personal Assistants).

One technological factor we can discuss here is the concept of online recruiting, which has revolutionized HR over the past few years. Sites like TimesJobs, Naukri, Monster, etc., are becoming hubs for job seekers and employers. This concept has also significantly helped in cutting down costs.

Regards,
Amandeep Singh

Technology is ubiquitous. Whether you are in the industrialized world or developing markets, a growing number of people are connecting with mobile devices like smartphones and very portable computers like Apple's iPad.

INTRANET

For communication within the organization, companies don't need extra HR for transmitting information. This allows people to communicate across traditional boundaries within companies or externally across the world. They have instant access to information and to people. Smart CEOs are thinking about ways to leverage this technology explosion. Many are already experimenting with virtual teams, non-traditional workplaces, and flatter corporate structures.

"OUTSOURCING"

An outsourcing company can often procure services at a lower cost than the buyer because their purchase of HR services, such as recruitment, for example, is still fragmented. Therefore, a provider can take over existing local contracts and realize savings by replacing them with a globally leveraged subcontract purchased at a preferential price. In instances where the buyer tenders centrally and has already leveraged global scale, this opportunity is significantly reduced.

Regards,
Ashish Kumar MBA-1A

Application Service Providers

Some companies are now turning to application service providers (ASPs), which allow them to rent space on a remote system and let an outside company manage system maintenance, security, and upgrades. It's a trend that's particularly suited to small and medium-sized companies with limited resources. This can save money and free IT staff to handle more urgent matters. When done correctly, the fact that the software resides outside the organization's boundaries is transparent and secure. For example, US Internetworking Inc., based in Annapolis, Maryland, supports ERP packages from PeopleSoft and Lawson, customer relationship management (CRM) software from Siebel Systems, and e-commerce and messaging applications from Microsoft.

Regards,
Amrit Kaur
MBA 1A

Application Service Providers: A Growing Trend

Application Service Providers (ASPs) are gaining popularity among companies as they offer the option to rent space on a remote system, allowing an external company to handle system maintenance, security, and upgrades. This trend is particularly beneficial for small and medium-sized companies with limited resources, as it helps save money and enables IT staff to focus on more pressing matters. When executed correctly, the fact that the software is hosted externally ensures transparency and security for the organization. For instance, US Internetworking Inc., located in Annapolis, Maryland, provides support for ERP packages from PeopleSoft and Lawson, CRM software from Siebel Systems, as well as e-commerce and messaging applications from Microsoft.

Regards,
Amrit Kaur
MBA 1A

Hi, here I have a presentation that discusses the impact of the internet on HR functions. Kindly take a look. I hope it proves to be useful.

Regards,
Vaishali Jain

Very good evening, ma'am, nowadays worldwide, 54 percent of large enterprises rate the management of their virtual server environment as a critical or high IT priority, yet only 45 percent think their companies are doing an effective job in this important area.

First of all, I would like to cite an example of YANTRAM BPO. They provide live personal assistance as well as VPA services across the US, Canada, and Australia. They also provide legal and real estate assistance by VPAs only.

An organization called Usfilter used the virtual team concept to integrate those employees who were added to the company through mergers and acquisitions. They created the company's Legal division by doing so.

The majority of organizations nowadays are using HRIS, which is the Human Resource Information System. Here is a paradigm for this point, which is ERICSSON INC. It added $1 million in value to their organization last year despite poor market conditions. What the company basically did was a three-phase program:

a) First of all, they introduced a fully automated compensation plan called E-FLEX, which provides flexible online benefit plans.

b) Followed by a complex pension administration system.

c) It uses the internet as well as the intranet and is managed by WATSON WYATT.

Other companies like Microsoft, SOS, Oracle, IBM, and Softpeople are making hefty investments in IT to minimize the cost of HR. For example, Sears invested $57 million in HR technology with Softpeople, and their investment was made in 1991, saving $16.5 million annually.

I am providing you with information on two intranet technologies commonly used these days, as well as some technologies impacting HR.

Introduction:
With advances in network and browser technology, companies have been shifting their corporate information resources to web-based applications accessible to employees via the company intranet. Companies have discovered savings in "publication costs" and have empowered employees by increasing access to corporate procedures and knowledge, enabling them to carry out their day-to-day tasks more efficiently. This transition has benefits such as moving towards "paperless transactions," reducing administrative overheads, and providing a better level of service to employees.

B2E: Employee Self Service
B2E Employee Self Service (ESS) is an Internet-based solution that offers employees a browser interface for accessing relevant HR data and transactions in real-time without leaving their desktop. Employees can update personal details, apply for leave, view pay details and benefits, check internal job openings, and book training and travel. Reports have shown a significant benefit of providing HR services to employees, resulting in reduced administrative staff by 40%, lowered transaction costs by 50%, and faster processes from days to hours.

Portals
The term "portal" has been a buzzword on the Internet, promising significant benefits to organizations. For business users, a portal is about information access and navigation; for businesses, it's about adding value; for the marketplace, it's about new business models; and for technologists, it's about integration. Portals were developed to address issues with large-scale corporate intranet development. General Motors (GM) is a leading example of an HR portal implemented worldwide, proposing three generations of HR portals.

The technologies currently making the biggest impact in the HR market include:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software

Regards,
Satinder Singh
MBA 1 A

Maximizing your company's investments in eHR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the eHR solutions that have the greatest impact on the budget are the ones that affect the most people the most often, like shaving a few dollars off a transaction that is performed 1,000 times per month.

For example, it provides self-service answers to frequently asked questions.

What Happens to My 401(k) Money if I Leave?

It's a simple question. A five-minute phone call. And, if the company is big enough, that question can cost $100,000 in calls over a few months. Simple questions don’t require the individual attention of expensive professionals. Even some complicated questions don’t require that attention. Organizations can save significantly by using eHR to disseminate information effectively. For example:

• Use the Web to post the answers to Frequently Asked Questions. Even regular updates will be less time-consuming than answering the phone.

• Move from static answers to personalized ones by using a knowledge-based tool to categorize and deliver information in a self-service environment.

• Put time-off activity and balances right on the pay stub. Put pay-stub information online for 24x7 access. Leveraging an established communications vehicle like the pay stub for a seemingly unimportant detail like this can provide unexpected savings.

Regards,
Sulabh Khurana
MBA-1(A)

Technology Affecting Human Resources Management

Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving workforce. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.

Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, modifications to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity.

As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time—time that's already scarce.

Regards, Yogesh Rana MBA 1A

Technological Developments in HR Management

I'm going to talk about two technological developments that have made the job of HR managers easier: E-recruitment software and the Applicant Tracking System (ATS).

E-Recruitment Software

Recruitment software plays an indispensable part in reducing a staffing agency's administrative burden. An enterprise's HR department can be freed from its day-to-day mundane activities and can allot more time to concentrate on their primary business focus and goals.

It is an online web application that integrates an interactive career center into a corporate website. These systems are generally built on PHP/MYSQL/Linux platforms, enabling quick deployment of a fully functional career site customized to requirements.

The software automates the entire hiring process, from creating job requisitions to posting job requirements, attracting candidates, qualifying job seekers, processing resumes, and making final selections.

From easy-to-use online application forms to easy-to-search resume databases, ATS can handle entire candidate tracking. Many companies with complex recruitment requirements have implemented this system to streamline the recruitment cycle. This applicant tracking system has multiple modules and is customized to meet specific needs.

Applicant Tracking System

An Applicant Tracking System (ATS) is a software application that enables the electronic handling of recruitment needs. An ATS can be implemented at an enterprise or small business level, depending on the company's needs. They are designed for recruitment tracking purposes.

The principal function of an ATS is to provide a central location and database for a company's recruitment efforts. ATS are built to better assist in the management of resumes and applicant information. Data is either collected from internal applications via the ATS front-end, located on the company website, or is extracted from applicants on job boards. The majority of job and resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software providers to provide parsing support and ease of data migration from one system to another. Modern ATS systems, such as threehats, allow applicants to be sourced from the company's own database of past job applicants.

Another benefit of an applicant tracking system is analyzing and coordinating recruitment efforts—managing the conceptual structure known as Human Capital. A corporate career site or company-specific job board module may be offered, allowing companies to provide opportunities to internal candidates prior to external recruitment efforts. Candidates may be identified via preexisting data or through information garnered through other means. This data is typically stored for search and retrieval processes. ATS systems have expanded offerings that include off-site, encrypted resume and data storage, as legally required by Equal Opportunity Employment Laws.

Regards,
Dipinder Singh
MBA 1A

Below are systems that make the HR department's job easier.

Vendor Management System

A Vendor Management System is a web-based application that helps organizations manage and procure staffing services temporarily, permanently, or on a contract basis. Vendor Management Systems generally include features such as consolidated billing, order distribution, and advanced reporting features that outclass manual systems and processes.

Other innovative web-based Vendor Management Systems centralize the complicated issues involved in the staffing process. The application provides companies with instant and complete access to a large volume of affordable and qualified human resources, readily available when they need to quickly acquire staff or manage long-term growth. They are developed to control the entire staffing procedures, management process, and to eliminate the inefficiencies and problems that can occur in managing a workforce. This helps in building and maintaining a database of vendors to benefit a particular company.

Typical benefits of VMS include:
• Streamlined requisition approval workflow
• Reduced time-to-fill cycle times
• Bill rate standardization/management
• Optimization of supplier base
• Consolidated invoicing
• Improved security and asset management
• Availability of vendor performance metrics
• Visibility and cost control over maverick spend
• 10-20% reduction in contingent labor spend

Performance and Appraisal Management Software

These enable mapping of employees as well as role competencies to ensure goal alignment and cascading goals. As an automated, employee self-service system, they improve performance through frequent reviews and feedback to employees and give managers time to correct performance in time. Collating individual employee ratings for the elimination of several biases, normalization of ratings, and eventually translating performance ratings into bonuses, variable pay, increments, and promotions can be a daunting task that takes over the lives of the HR team.

Benefits to the Organization
• Create, execute, and analyze an automated, effortless, and efficient performance appraisal process.
• At-a-glance goal-setting to align individual goals to the organization's vision.

Benefits to HR
• Flexibility to choose from KRA, competence, or Balanced Scorecard method-based performance management systems.
• Track deviations in performance at a macro level and plan course correction.
• Save HR time by executing a paperless appraisal process.

Benefits to Employees and Managers
• Ensure confidentiality of the appraisal process.
• File appraisal forms and get review results online.
• Keep track of career growth for better planning.
• Get easy access to KRAs to keep performance on track.

Regards,
Japneet Kaur
MBA 1 A

Good Evening, Ma'am

Web Portals

Information overload only seems to grow worse. Intranets have only contributed to the problem by dumping too much useless information into workers' laps. Portals and desktop dashboards—which serve up relevant and desired content—can go a long way toward alleviating the problem.

The Mobile Web

As PDAs and digital phones become a fixture in the corporate world, the next step in the evolution of the devices is wireless access to the Web and to corporate data. Already, a wave of Internet sites offers access to news, personal information, and more through PDAs and the mini-browsers on Web-enabled phones relying on the wireless application protocol (WAP).

E-Procurement

Within many organizations, procurement represents one of the last bastions of inefficiency. Employees place orders for everything from paper clips to chemicals through a disorganized network of suppliers. That's changing fast. Paper catalogs, stacks of forms, and dealing with numerous vendors are giving way to online ordering. It's quick, efficient, and saves a ton of money. By installing electronic systems that automate the purchase process—and in some cases, find the lowest prices—forward-thinking HR departments are ushering in a new era of speed, efficiency, and cost savings.

Regards,
Gurinder Singh
MBA - 1A

Good evening, ma'am, here I am talking about e-HRM.

E-HRM Overview

E-HRM is a way of implementing HR strategies, policies, and practices in organizations through a conscious and directed support of web-technology-based channels. The word 'implementing' in this context has a broad meaning, such as making something work, putting something into practice, or having something realized. E-HRM, therefore, is a concept - a way of 'doing' HRM.

Advantages of the e-HRM Business Solution

• Gradual implementation
• Adaptability to any client
• Collection of information as the basis for strategic decision-making
• Integral support for the management of human resources and all other basic and support processes within the company
• Prompt insight into reporting and analysis
• A more dynamic workflow in the business process, productivity, and employee satisfaction
• A decisive step towards a paperless office
• Lower business costs

Companies Already Implemented E-HR Strategy

1. Dow Chemicals
2. ABN-AMRO
3. Ford Motor Company
4. IBM

Regards

Subject - Re: Technological Impact on HR

Hello Mam,

Concept of eHR and ESS

eHR is a means of electronically integrating and communicating HR-related data, information, tools, and transactions. For mid-size businesses, it simply means evolving traditional human resources transaction processing methods by using powerful HR software combined with two widely available and inexpensive business communication technologies: E-mail and the Internet. The first step in automating HR is substituting software for manual paperwork, file cabinets, and spreadsheets. eHR is the next logical step in HR automation – that is, using intelligent email alerts and Web-based Employee Self-Service to automate the key information and process flows that are critical to successfully managing your human capital. eHR basically says to the small and mid-size business: “You already invested in e-mail and the Internet. They are not expensive or complex. Why not put them to work for you in HR?”

Internet Recruiting

The Connected eHR Concept

- Intranet
- Internet
- Report Distribution
- Manager Self-Service
- Email Alerts
- Employee Self-Service
- Word Processing & Spreadsheets
- Employee Benefit Providers
- Recruiting
- Training
- Payroll
- Common Database
- Human Resources

An Employee Self-Service (ESS) system gives employees and managers online access to their benefits information, company and personal information, paycheck information, and more. Employees view, create, and maintain information from work or home by using a Web browser over the Internet or the company intranet. ESS is an effective and low-cost way to make HR services available to employees.

Regards,
Yogesh Bhatt
MBA 1(A)

Technological factors can lower barriers to entry, reduce minimum efficient production levels, and influence outsourcing decisions. Some technological factors include:

- R&D activity
- Automation
- Technology incentives
- Rate of technological change

Regards,
Lovish Goel

Technology's Role in Cost Reduction

Technology is very helpful in reducing costs in different organizations. Below are examples of technologies that are used in organizations:

Relational Database Management System

These systems are very useful in storing the entire data of the company in one place. It reduces the cost of manually sending data from one place to another. There is one central server that controls the flow of data to different locations. Examples of RDBMS include Oracle and MySQL.

Videoconferencing

Instead of visiting different locations to meet your clients, you can meet them through videoconferencing. It will save your time as well as money.

Regards,
Ravninder Jit Singh MBA 1(A)

Top HR Technologies

The technologies making the biggest impact in the HR market at present are:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software

Regards

Technology's Role in Performance Management

Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual's performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance.

A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgment, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.

Automating HR Portals

Automate HR portals and access to be provided to employees online. With so many employees per organization, things have changed drastically, and it becomes imperative that more and more automation is resorted to, to avoid manual errors and goof-ups by HR.

Case Studies: Technology in HR

One company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.

Also, in order for Shaw's to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw's decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information, and other payroll-related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues.

One company that implemented an HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.

IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, but the employees also enjoy working with the online plan. IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.

Regards,
Narinder Kumar
MBA1(A)

Techniques for Enhancing Business Collaboration and Cost-Effectiveness

Following are the techniques used nowadays or will be used:

1. **MICROSOFT SHAREPOINT:** SharePoint 2010 is the Business Collaboration Platform for the Enterprise & the Web that enables you to connect & empower people through an integrated and rich set of features that can be deployed as an Intranet, Extranet, or Internet-facing solutions. It helps cut costs with a unified infrastructure while allowing you to rapidly respond to your business needs.

2. **SOFTWARE OUTSOURCING:** The benefits of outsourcing, whether it be software or any other service, remain the same. Cost-effectiveness is what companies look for when they outsource software development. It is very important for offshore service providers and clients to maintain a proper communication channel with each other besides taking care of the legal issues involved in offshore software outsourcing.

Other Technologies Used

- Internal Mobility Software
- Workflow Technologies
- Employee Self-Service
- Personal Development Software
- Career Planning Software
- Package Review Software

Regards,
ASHISH GOEL
MBA-1A

The Impact of Technology on the Corporate World

Technological effects can be clearly seen when computers entered the corporate world. Lots of downsizing took place because computers could handle most of the tasks. A job that required 2-4 people could be accomplished by just one person with the help of computers. For example, an accounting package could be used to manage multiple tasks as manual entries and paperwork were reduced.

Outsourcing work also helps in cutting down costs. For U.S.-based companies, it is more expensive to hire a person in the U.S. than in India, so many companies outsource their work to cheaper locations.

The Impact of Virtual Personal Assistants (VPAs)

The main impact of VPAs is the reduction of jobs because there is no need to hire permanent employees. Companies decrease job positions by utilizing VPAs for work at a lower cost. Technological advancements have improved communication, transformed learning methods, and expanded our capabilities. Whether it involves inventing a new machine, enhancing an existing one, or discovering new applications for technology, the field is continually evolving and expanding.

HR functions are being performed in the era of high technological advancements for conducting business processes over high-speed communication channels, known as e-business in today's market.

Technology is very helpful in reducing costs in different organizations. Below are examples of technologies used in organizations.

Internet

The Internet, based on computer technology, has drawn a great deal of interest in the field of human resources. This paper will project, given today's attitude toward Human Resources departments, to what extent Internet technologies will impact HR departments in the future. To do that, it is essential to provide an overview of the current status of software and the Internet. Using the Boolean terms "Human Resources Management Software" gives a more reasonable universe of some 20,000 sites featuring software for Human Resource Management. It is already known that the computer and the Internet are being used to automate most of the related tasks of an HR department of any organization. The automated systems in place strive to reduce paperwork and streamline all the functions of the Personnel Department while interacting with other departments or with other branches of the organization.

Videoconferencing

This report analyzes the various influences of video conferencing, both positive and negative, and evaluates its usefulness in organizations. One of the major points of discussion is how face-to-face meetings, whether virtual or physical, have been affected by the embracing of this new technology by various organizations and groups.

Regards,
Prabhjot Singh
MBA-1A

Technology has a great impact on HR. It helps in reducing costs in different organizations. Reducing HR costs through greater efficiency and increased productivity: SAP Self Service lowers costs by reducing the time HR spends on administrative activities such as manual paper-based changes to employees' address details, bank details, and other data. Some companies have seen up to a 50% reduction in HR administration costs per employee.

As technology improves, organizations are using HR information systems to support and manage an increasing number of HR processes and functions. Where e-HR was at one time simply a tool used for administrative and recording processes, it can now encompass a variety of applications, for example, recruitment and selection, e-learning, flexible benefits. It also supports integrated call centers, shared services, and self-service environments. It can be an important aspect of any changes to the structural design and operation of the HR function.

The research has involved a comprehensive review of the literature in this area and ten in-depth case study reviews with a range of stakeholders in a variety of organizations within the private, public, and not-for-profit sectors, including Nortel, BskyB, Crown Prosecution Service, Cancer Research UK.

There is no doubt that the implementation of IT within HR is a complex matter and the implications and impact will differ according to the nature of both the organization and the technology. However, there are a number of principles that hold true across organizations and technological solutions.

Focus of the Research Project

The focus of the research project has been on the use and impact of technology on three main areas: the efficient delivery and support of HR activity and processes, employee communications and engagement, the changing role and skills of HR and other managers.

Benefits for You

- Practical examples and lessons learned from detailed case studies
- An outline of the process involved in planning for and developing an HRIS
- An examination of the drivers for introducing new technology
- Guidance on preparing a business case.

Regards, Gourav Bulandi MBA-1A

Good evening, ma'am. Please check this out.

THE CONCEPT OF e-HR

The e-HR solutions that have the biggest budget impact are the ones that affect the most people the most often. That's why it's smart to focus on transactions that are performed thousands of times a year.

Most companies have added various new e-HR technologies and applications at different times, resulting in each employee having a handful of passwords and user IDs. A simple inconvenience, until you consider the fact that every employee call to IT costs an average of $33, according to Forrester Research. That's $33 every time someone forgets a password to access e-mail. Another $33 when they can't sign on to the intranet. And another $33 when they realize there's an HR portal but have no idea how to get into their personalized information there.

The Solution: Create a single sign-on approach. One password and one ID for each employee. It reduces IT time, and it simplifies the creation and deletion of employee sign-on data. Companies not ready to tackle a single sign-on project might start by adding a password-recovery feature to their web-based applications, allowing employees to retrieve passwords by e-mail or other forms of credentials.

Maximizing your company's investments in e-HR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the e-HR solutions that have the greatest impact on the budget are the ones that affect the most people the most often, like shaving a few dollars off the transaction that is performed 1,000 times per month. Sticking to the small details like those cited above may seem dull, but the results are definitely exciting.

Regards,
Rishabh
MBA 1A

Organizations are greatly influenced by changes taking place in both the internal and external environments. Today's labor force is notably diverse in terms of ethnicity, race, sexual orientation, disability, and other cultural factors. The managerial challenge is learning how to leverage this diversity while fostering cooperation and cohesiveness among dissimilar employees.

The impact of new technology on the total number of jobs available has been quite significant. It has placed power in the hands of a small group of elite people in most large-scale organizations. New technology generally compels people to learn a new set of skills altogether and also to work together in project teams repeatedly.

Top HR Technologies

The technologies making the biggest impact in the HR market at present are:
- Employee self-service
- Workflow technologies
- Vendor management systems
- Applicant tracking systems
- Hiring management systems
- E-recruitment software
- Internal mobility software
- Performance and appraisal management software
- Succession planning software
- Personal development software
- Career planning software
- Package review software
- Executives and key people management software

Human Resources information technology is essential for companies to manage their benefits plans and employee information. Benefits management technology is no longer a "nice to have," but a necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data.

Information technology can save everyone time and expense once they learn how to use it efficiently. Human Resources will be impacted more than any other department.

The Human Resource Department must be a leader in the implementation of emerging technologies. HR departments are harnessing technology to meet their goals to enhance efficiency and reduce costs, but most importantly, they are providing better service to their employees ("HR Logical").

Systems are being implemented in organizations that allow Human Resource Departments to enhance their efficiency in the transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to maintain the data.

Regards,
Abhishek Walia

MBA-1A

Technologies that make an impact are:

E-HR

Enterprise Web 2.0

Benefits Administration

HRIS

HRMS

Social Media

Cloud Computing

CRM Management

Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways.

First, technology may facilitate measuring an individual's performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call center or performing data entry are examples. In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content.

A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. This particular technological approach occurs more often in the context of jobs that involve personal judgment, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.

Regards,

Gaurav Thakur

MBA 1-A

Technology has a great impact on flexibility for HR and reduction in the cost of employees. e-HR reduces workload

HR Technology and Its Objectives

HR technology is accomplishing its objectives, as shown in two studies. The most important of these for HR managers who are working their way up to becoming business partners are applications that enhance employee acquisition and development, succession planning, and performance measurements. These applications are valuable for more than just cost-saving features.

Other e-HR initiatives have a positive impact on data accuracy, quality improvement, and more cost-effective HR department operations.

Research and results can help you make a strong business case for your own HR technology initiatives. Here are the hard data results from these two studies:

HR Department Operations

According to the Towers Perrin sixth annual HR Service Delivery Survey, 60% of HR managers report that Web-based employee self-service (ESS) has reduced their department's administrative workload. Manager self-service has eased HR's administrative burden for nearly half of the respondents in a study involving nearly 200 of the world's leading organizations.

Additionally, HR departments have been able to eliminate other HR service delivery 'channels,' such as voice response systems and paper-based transactions, boosting hard-dollar savings through productivity improvements, notes Thomas Keebler, a Towers Perrin principal and expert in HR service delivery solutions.

Human Resource Outsourcing Services

Human Resource Outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR-related activities, which helps businesses cut costs, concentrate on core business, and ensure employee satisfaction.

Regards,
Harshdeep Singh
MBA 1 A

E-HR

Hello ma'am, the factors are:

- Enterprise web 2.0
- Benefits administration
- HRIS
- HRMS
- Social media
- Cloud computing
- CRM management
- HR BPO Services
- Payroll Processing
- Recruitment Process Outsourcing
- Learning Process Outsourcing
- HR Portals & HR-Analytics

These are some factors that influence the flexibility of HR.

Regards,
Piyush Jolly
MBA 1-A

Re: Technological Impact on HR

HRMS packages are collections of HR modules designed to minimize, if not eliminate, the tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish.

Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions. The technologies making the biggest impact in the HR market at present are Employee self-service, Workflow technologies, Vendor management systems, Applicant tracking systems, Hiring management systems, E-recruitment software, Internal mobility software, Performance and appraisal management software, Succession planning software, Personal development software, Career planning software, Package review software, and Executives and key people management software.

Regards,
Kawalpreet Singh
MBA-1A

The Role of Technology in HR Safety and Security

Human resources professionals are increasingly relying on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating the acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key login information, security camera data management, and identity theft protection.

Biometric devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.

Reducing Recruitment Costs with Technology

Technology is helping eliminate the need for travel and commuting in CISCO SERVICES, which reduces the cost of recruitment.

During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches, such as women and Asians, won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.

Employers also are using technology to market job openings more strategically. Many capitalize on emerging technology like RSS—real simple syndication—allowing online postings to reach job seekers via email or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts.

Technology in Background Checks and Onboarding

Once an application comes in, many HR professionals use desktop search engines such as Google to check backgrounds. A few employers check out workers' private blogs and entries they may have placed on social networking sites such as Facebook and MySpace. Others sign up for help from computerized background screening services.

Once a new hire comes on board, many HR professionals rely on electronic onboarding systems to handle tasks including assigning parking passes, computers, uniforms, email addresses, and security badges. Some employers—particularly those with a scattered workforce—are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.

Outsourcing and Information Technology in the USA

In the USA, outsourcing of functions in hospitals not directly related to the work of doctors and nurses (care of patients) has substantially increased the productivity of the hospitals and provided new opportunities for service employees.

In 2010, knowledge and information-based activities contributed to almost half of the gross national product and employed 47% of the American workforce. One could postulate that those numbers have increased over the last 30 years. As information has become an increasingly important feature in the business world, new technologies have become available to facilitate its use and dissemination. This has led to an ever-expanding and evolving field of information technology (IT).

Technology and Immigration Verification

Technology is also playing a pivotal role in the controversy regarding illegal immigration. Tens of thousands of employers are voluntarily using E-Verify, an Internet-powered tool offered free by the Social Security Administration and the U.S. Department of Homeland Security, to verify a match between employees' names, Social Security numbers, and immigration information.

Regards,
Sumeet Kumar Jaiswal

MBA 1A

Human resources professionals are increasingly relying on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating the acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management, and identity theft protection.

Biometrics and Employee Discipline

Biometric devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.

Reducing Recruitment Costs

Technology is helping eliminate the need for travel and commuting in CISCO SERVICES, which reduces the cost of recruitment.

The Role of the Internet in Recruitment

During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.

Strategic Marketing of Job Openings

Employers are also using technology to market job openings more strategically. Many capitalize on emerging technology like RSS—real simple syndication—allowing online postings to reach job seekers via email or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts.

Background Checks and Onboarding

Once an application comes in, many HR professionals tap desktop search engines such as Google to check backgrounds. A few employers check out workers' private blogs and entries they may have placed on social networking sites such as Facebook and MySpace. Others sign up for help from computerized background screening services.

Once a new hire comes on board, many HR professionals rely on electronic onboarding systems to handle tasks including assigning parking passes, computers, uniforms, email addresses, and security badges. Some employers—particularly those with a scattered workforce—are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.

Outsourcing in Hospitals

In the USA, outsourcing of functions in hospitals not directly related to the work of doctors and nurses (care of patients) has substantially increased the productivity of the hospitals and provided new opportunities for service employees.

The Rise of Information Technology

In 2010, knowledge and information-based activities contributed to almost half of the gross national product and employed 47% of the American workforce. One could postulate that those numbers have increased over the last 30 years. As information has become an increasingly important feature in the business world, new technologies have become available to facilitate its use and dissemination. This has led to an ever-expanding and evolving field of information technology (IT).

Technology and Immigration Verification

Technology is also playing a pivotal role in the controversy regarding illegal immigration. Tens of thousands of employers are voluntarily using e-Verify, an Internet-powered tool offered free by the Social Security Administration and the U.S. Department of Homeland Security, to verify a match between employees' names, Social Security numbers, and immigration information.

Regards,
Sumeet Kumar Jaiswal
MBA 1A

Impact of HR Technology on the 'Human' Element

The increased use of HR technology could lead to some uncertainty about the 'human' element of the job. HR can increase communication by providing technological tools for line managers to control their talent.

Key Trends in HR Software

There are certain key trends emerging in the HR software space right now. HR can start to use social media as an employee engagement tool. Technology has helped HR to recruit people online using sites like Monster Jobs, Naukri.com, etc.

While human resources professionals can undoubtedly benefit from new software developments, there's clearly the potential that increased automation could lead to some uncertainty about the 'human' element of their job. Some within the industry feel that technology is one factor that is bringing about a major change in the role of HR departments.

Regards,
Ajit Singh
MBA 1A

Technological Developments Making HR Management Easier

I'm going to talk about two technological developments that have made the job of HR managers easy.

• **Technology and Human Interaction:** Technology threatens to replace human interaction in every venue of our lives. We telecommute, correspond with colleagues, friends, and family via e-mail and instant messaging, order groceries, and purchase virtually every good and service online. Technology-driven service is generally convenient, consistent, and reliable. Although the initial investment and implementation can be costly, technology solutions generally have a short return on investment cycle and create economic efficiencies in the long term. The challenge is to motivate customers toward high-tech delivery channels by making them convenient, user-friendly, and at a reduced cost over personal service options.

Banking customers are ready for humans to be replaced with ATMs, Internet banking, and Voice Response Units. In the early 1990s, Canadian Imperial Bank, in partnership with Safeway, failed at its attempt to operate SelectBank kiosks in Safeway stores where customers could only bank via ATM or online. On the other hand, Atlanta-based NetBank, founded in 1996, has built assets of almost $3 billion exclusively via the Internet. There is no doubt that more customers are using electronic delivery channels than ever before, but 92 percent of U.S. households visit a branch office at least once per month, and 50 percent consider the branch their primary contact point, according to a recent TowerGroup report. As a result, many banks are renewing their focus on retail merchandising in branches and are recruiting more sales-oriented individuals for branches and call centers to maximize sales opportunities during these customer visits. With this work done within a few minutes and no interaction with employees.

• **Software in the Banking Sector:** Software used in the banking sector like "TALLY, MICROBANK5+, TITANIUM ORE, MONEYMAN, BANCADO software" includes modules for customer information, deposit accounts, certificates of deposit, installment loans, commercial loans, mortgage loans, general ledger, automated clearing house, and safe deposit box billing, etc. These work on computers, minimize the task of an employee, and reduce the cost of employees.

Regards,
AMARJOT KAUR
MBA1(A)

Maximizing your company's investments in eHR technology means keeping a focus on business goals and improvements to HR quality or efficiency. In most cases, the eHR solutions that have the greatest impact on the budget are the ones that affect the most people the most often, like shaving a few dollars off a transaction that is performed 1,000 times per month.

Self-Service Solutions

For example, providing self-service answers to frequently asked questions can be highly beneficial.

"What happens to my 401(k) money if I leave?" It's a simple question, a five-minute phone call. And, if the company is big enough, that question can cost $100,000 in calls over a few months. Simple questions don’t require the individual attention of expensive professionals. Even some complicated questions don’t require that attention. Organizations can save significantly by using eHR to disseminate information effectively. For example:

- Use the Web to post the answers to Frequently Asked Questions. Even regular updates will be less time-consuming than answering the phone.
- Move from static answers to personalized ones by using a knowledge-based tool to categorize and deliver information in a self-service environment.
- Put time-off activity and balances right on the pay stub. Put pay-stub information online, for 24x7 access. Leveraging an established communications vehicle like the pay stub for a seemingly unimportant detail like this can provide unexpected savings.

Regards,
Avinash Kaur
MBA-1A

Core HR Responsibilities and Technology

The core HR responsibilities are as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information. These tasks cannot be carried out effectively without high-tech tools.

These days, technology is advancing at an unstoppable rate, especially in information technology. While human resources professionals can undoubtedly benefit from new software developments, there's potential that increased automation could lead to some uncertainty about the 'human' element of their job.

* Some within the industry feel that technology is a factor bringing about a major change in the role of HR departments.

* HR professionals also rely on automated systems to direct employee benefit contributions. Such systems automatically direct a portion of workers' pay toward their retirement savings plans unless employees opt out, which reduces the manual work, leading to a decrease in the workforce.

* HR functions are performed in the advent of high technology advances in conducting business processes over high-speed communications channels, termed e-business in today's market.

* The growth of electronic communication and the Internet has made work very easy. HR professionals, working in tandem with information technologists, now rely on policy and software to monitor data flow, block inappropriate data such as pornography, and prevent the leaking of trade secrets.

* HR can start to use social media as an employee engagement tool.

The use of new technology and methods reduces the work of HR, resulting in a decrease in the workforce requirement. Hence, it reduces the cost.

Regards,
Navreet Kaur

MBA 1A

With the use of more and more technologies in each and every field of an industry, it helps to reduce the cost of HR. Previously, more manpower was required for every task. However, now with the use of the internet, the latest technology machines, production machines, and transport, the dependence on manpower has declined. This latest technology has helped us to reduce the cost of manpower.

Regards,
Karan Soni
MBA 1 A

Use of Wikis

A wiki is a web page used for the exchange of ideas. It prevents organizations from needing to hire people for administrative work as information can be easily exchanged inside and outside the firm.

Use of Human Resource Management Systems

Using human resource management systems leads to operational efficiency and effectiveness. A survey has shown that 60% of administrative costs have been reduced due to the use of human resource information systems.

Some latest trends in HR technology along with their impact:

1. Employees for lease.
2. Moonlighting by employees or double jobbing: This is a situation that arises among employees due to dissatisfaction with the current wage and salary structure.
3. Dual career groups.
4. Flexi-time & flexi-work: Flexi-time is a program that allows flexible entry and leaving times for employees. Flexi-work is a program that allows flexibility in handling the type of work in various departments of organizations in a systematic way by the employee during their tenure of employment in an organization.
5. Training and development.
6. Collective bargaining: It is an institutional process for solving problems arising directly from employee-employer relationships.
7. Collaborative management: It is a general practice where the owners and/or their representatives manage the organization.
8. Applicant tracking software: It is software used to supervise resumes and job applications.

IBM's latest HR policy is MBPS, i.e., Managed Business Process Services.

Regards,
Namrata Nagpal
MBA-1a

Technological Impact on HR

Hi, mam, Human Resource Management Systems (HRMS) packages are collections of HR modules designed to minimize, if not eliminate, the tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employees but also of company information from start to finish.

Also referred to as HRMS, this kind of software solution aims to help human resources personnel free themselves from the trouble brought by cumbersome paperwork that comes with their daily tasks and functions.

Cisco Virtual Office

Cisco Virtual Office and the Telecommuter

The Cisco Virtual Office and Cisco Secure Sockets Layer (SSL) VPN solutions are secure methods to extend office-quality services to the remote workforce. Smart businesses are realizing the benefits that a distributed workforce can provide through both flexibility and productivity for the workforce, as well as a reduction in costs through facilities and real estate. Changing the way people work also provides benefits to the environment, including:

• Eliminating the need for travel and commuting
• Reducing greenhouse gas (GHG) emissions, pollution, and congestion on the roadways
• Reducing overall net energy consumption
• Reducing costs in energy and materials through personal work environments over fixed offices

Regards,
Varun Kumar
MBA-1A

Human Resource Management Systems

HRMS packages are collections of HR modules designed to minimize, if not eliminate, the tons of paperwork generated by human resources tasks or functions. They allow for effective and efficient tracking not only of employee but also of company information from start to finish.

Components of HR Flexibility and Firm Performance

The components of human resource (HR) flexibility and their potential relationship to firm performance have not been empirically examined. The authors hypothesize that the flexibility of employee skills, employee behaviors, and HR practices represent critical sub-dimensions of HR flexibility and are related to superior firm performance. Results based on perceptual measures of HR flexibility and accounting measures of firm performance support this prediction. Whereas skill, behavior, and HR practice flexibility are significantly associated with an index of firm financial performance, the authors find that only skill flexibility contributes to cost-efficiency.

Keywords: flexibility; human resources; firm performance; skills; behaviors; HR practices

Human Resource Management Systems (HRMS, EHRMS)

A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology, or also called HR modules, or simply "Payroll," refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and, in particular, its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin in software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction from the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

Function of Human Resources Departments

The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data, which traditionally includes personal histories, skills, capabilities, accomplishments, and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client-server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions.

Current Human Resource Management Systems

Currently, Human Resource Management Systems encompass:

- Payroll
- Work Time
- Benefits Administration
- HR Management Information System
- Recruiting
- Training/Learning Management System
- Performance Record
- Employee Self-Service

E-HRM and Its Distinction

E-HRM is the (planning, implementation, and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. E-HRM is not the same as HRIS (Human Resource Information System), which refers to ICT systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM, which is defined by Lepak and Snell as "...a network-based structure built on partnerships and typically mediated by information technologies to help the organization acquire, develop, and deploy intellectual capital."

E-HRM is, in essence, the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organizations to lower HR department staffing levels as the administrative burden is lightened.

Impact of Technology in Human Resources

Technology is critical in helping increase the efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce administration, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.

There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction. Balance must be maintained so that technology doesn't usurp the human qualities central to HR. There is much evidence to suggest that emerging technologies could be a perfect partner for human resources and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where human interaction should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection, and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store, and distribute data for future reference.

Technologies Making the Biggest Impact in Human Resources

• Employee self-service
• Workflow technologies
• Vendor management systems
• Applicant tracking systems
• Hiring management systems
• E-recruitment software
• Internal mobility software
• Performance and appraisal management software
• Succession planning software
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software

Regards,
Dulce Vania Mosteiro Matusse MBA-1A

Impact of Technology in Human Resources

Technology is critical to help increase the efficiency of the HR department, enhance the employer brand, increase attraction and retention, reduce admin, cut costs, etc. It can help to take away some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.

There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction.

Balance must be maintained so that technology doesn't usurp the human qualities central to HR. There is much evidence to suggest that emerging technologies could be a perfect partner for human resources—and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where it should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection, and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store, and distribute data for future reference.

Technologies Making the Biggest Impact in HR

• Employee self-service
• Workflow technologies
• Vendor management systems
• Applicant tracking systems
• Hiring management systems
• E-recruitment software
• Internal mobility software
• Performance and appraisal management software
• Succession planning software
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software

Regards,
Dulce Vania Mosteiro Matusse MBA-1A

Impact of Technology in Human Resources

Technology is critical in helping increase the efficiency of the HR department, enhancing the employer brand, increasing attraction and retention, reducing admin, cutting costs, etc. It can help alleviate some of the drudgery associated with administration, enabling HR to focus on more strategic issues. However, the human element will always remain a vital part since HR is all about people management, which requires human interaction and face-to-face contact.

There is awareness in the industry of the risk of overemphasizing technology at the expense of the human element. The risks arise when organizations rely on process technology as an alternative to human interaction. Balance must be maintained so that technology doesn't usurp the human qualities central to HR. There is much evidence to suggest that emerging technologies could be a perfect partner for human resources—and could even improve the human element. Automation improves the HR business process and actually allows for greater human interaction where it should occur. For example, automation facilitates the requisition and search process so that the human element can be introduced into the interview, selection, and review processes, where it adds the most value. There will continue to be human interaction within HR processes. The benefit of technology is that it provides the employer with a simple way to quantify, document, store, and distribute data for future reference.

Technologies Making the Biggest Impact in Human Resources

• Employee self-service
• Workflow technologies
• Vendor management systems
• Applicant tracking systems
• Hiring management systems
• E-recruitment software
• Internal mobility software
• Performance and appraisal management software
• Succession planning software
• Personal development software
• Career planning software
• Package review software
• Executives and key people management software

Regards,
Dulce Vania Mosteiro Matusse MBA-1A

Technological Impact on HR

Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving workforce. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.

Technology Affecting Human Resources Management

Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, modifications to an existing one, or the discovery of a new application for existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring increased proficiency and productivity.

As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time—time that's already scarce.

Regards,
Rahul Kumar
MBA 1A

Technology has a significant impact on organization and employee development in areas such as e-learning, computer-based testing, and workplace collaboration. Organizations are increasingly using technology in training. Online technology has radically changed the way employees and managers access human resource data, and the use of online HR solutions has expanded rapidly over the past year.

Today, core HR responsibilities, such as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information, cannot be carried out effectively without high-tech tools. So, technology impacts HR in a very positive manner and makes the work easy for people.

Regards,
ANUJ BANSAL
MBA-1A