Hello Mam,
Technology is very helpful in reducing the cost in different organizations. below are the examples of technologies which are 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 just 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 the paper work and streamline all the functions of the Personnel Department while interacting with other departments or with other branches of the organization.
VIDEOCONFRENSING-
This report analyses the various influences of videoconferencing, both positive and negative, and evaluates its usefulness in organisations. 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 organisations and groups.
Regards
Prabhjot Singh
MBA-1A
From India, Kanpur
Technology is very helpful in reducing the cost in different organizations. below are the examples of technologies which are 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 just 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 the paper work and streamline all the functions of the Personnel Department while interacting with other departments or with other branches of the organization.
VIDEOCONFRENSING-
This report analyses the various influences of videoconferencing, both positive and negative, and evaluates its usefulness in organisations. 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 organisations and groups.
Regards
Prabhjot Singh
MBA-1A
From India, Kanpur
hello mam,
technology has great impact on hr... it helps in reducing the cost in different organizations.....
Reduce HR costs through greater efficiency and increased productivity: SAP Self Service lower 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 50% reduction in HR administration costs per employee.
as technology improves
organisations 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 centres, 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 organisations 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 organisation and the technology. However, there are a number of principles that hold true across organisations and technological solutions.
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 and HRIS
- an examination of the drivers for introducing new technology
- guidance on preparing a business case.
regards
gourav bulandi
mba-1a
From India, Kanpur
technology has great impact on hr... it helps in reducing the cost in different organizations.....
Reduce HR costs through greater efficiency and increased productivity: SAP Self Service lower 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 50% reduction in HR administration costs per employee.
as technology improves
organisations 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 centres, 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 organisations 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 organisation and the technology. However, there are a number of principles that hold true across organisations and technological solutions.
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 and HRIS
- an examination of the drivers for introducing new technology
- guidance on preparing a business case.
regards
gourav bulandi
mba-1a
From India, Kanpur
gud evebning mam..
Plz chk 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. Thats $33 every time someone forgets a password to access e-mail. Another $33 when he can't sign on to the intranet. And another $33 when he realizes theres an HR portal but has no idea how to get into his 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 form of credential
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.
rishabh
mba 1a
From India, Ludhiana
Plz chk 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. Thats $33 every time someone forgets a password to access e-mail. Another $33 when he can't sign on to the intranet. And another $33 when he realizes theres an HR portal but has no idea how to get into his 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 form of credential
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.
rishabh
mba 1a
From India, Ludhiana
Hello mam,
Technology has great impact on flexibility for HR or reduction in the cost of employees.
like:-
HR BPO Services
• Payroll Processing
• Recruitment Process Outsourcing
• Learning Process Outsourcing
• Benefits Administration
• Employee Life Events Data/Records Management
• HR Helpdesk
• Payroll Solutions
• HR Portals & HR-Analytics
• Enterprise Learning System
• HR SOFTWARE
• TIME AND ATTENDENCE SOFTWARE
• PAYROLL SOFTWARE OR SERVICE
Software programs, such as Oracle HR Intelligence also one of the technology which reduces cost of employees.............
Regards
Sanjeev Kumar Jasrotia
MBA 1-A
From India, Chandigarh
Technology has great impact on flexibility for HR or reduction in the cost of employees.
like:-
HR BPO Services
• Payroll Processing
• Recruitment Process Outsourcing
• Learning Process Outsourcing
• Benefits Administration
• Employee Life Events Data/Records Management
• HR Helpdesk
• Payroll Solutions
• HR Portals & HR-Analytics
• Enterprise Learning System
• HR SOFTWARE
• TIME AND ATTENDENCE SOFTWARE
• PAYROLL SOFTWARE OR SERVICE
Software programs, such as Oracle HR Intelligence also one of the technology which reduces cost of employees.............
Regards
Sanjeev Kumar Jasrotia
MBA 1-A
From India, Chandigarh
Good Evening MAM,
Impact of Technology on HR
New skills required: As new technologies are developed and implemented there is an urgent need to upgrade existing employee’s skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally, there will be growing demand or workers with more sophisticated training and skills especially in emerging hot sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example service sector employees require different skills than those utilized in manufactured. They need strong interpersonal and communications skill as well as the ability to handle customer complaints in a flexible way.
. Recent technological advances as we all known in computers, lasers, robots, satellite networks, fiber optics , biometrics cloning, and other related areas have paved the way for significant operational improvements
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.
Technology affects the HR function by the following ways
1. With the advent of technology, jobs tend to become more intellectual or upgraded.
2. The employees who pick up and acquaint themselves with new technology, the job will be challenging and rewarding.
3. Technology lays down the requirements for much of the human interaction in organizations.
4. Jobholders will become highly professionalized and knowledgeable.
REGARDS:
GAURAV KUMAR GUPTA
MBA-IA
104972249404
From India, Kanpur
Impact of Technology on HR
New skills required: As new technologies are developed and implemented there is an urgent need to upgrade existing employee’s skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally, there will be growing demand or workers with more sophisticated training and skills especially in emerging hot sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example service sector employees require different skills than those utilized in manufactured. They need strong interpersonal and communications skill as well as the ability to handle customer complaints in a flexible way.
. Recent technological advances as we all known in computers, lasers, robots, satellite networks, fiber optics , biometrics cloning, and other related areas have paved the way for significant operational improvements
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.
Technology affects the HR function by the following ways
1. With the advent of technology, jobs tend to become more intellectual or upgraded.
2. The employees who pick up and acquaint themselves with new technology, the job will be challenging and rewarding.
3. Technology lays down the requirements for much of the human interaction in organizations.
4. Jobholders will become highly professionalized and knowledgeable.
REGARDS:
GAURAV KUMAR GUPTA
MBA-IA
104972249404
From India, Kanpur
Organisations are greatly influenced by changes taking place in internal as well as external environment. Today's labout force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability and other cultural factors. The managerial challenge is leaning how totake advantage of 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 devastating. It has placed power in the hands of small group of ellite people in most large scale orgnisations. The new technology generally compel people to learn a new set of skills altogether and also learn to work together in project teams time and again.
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 their 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.
The information technology can save everyone time and expense once he or she learns how to use it efficiently. Human Resource will be impacted more than any other department.
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 cost, but most importantly, they are providing better service to their employees ("HR Logical").
Systems are being implemented in the organizations that allow Human Resource Departments to enhance their efficiency for transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to actually maintain the data.
REGARDS :-
Abhishek Walia
MBA-1A
From India, Ludhiana
The impact of new technology on the total number of jobs available has been quite devastating. It has placed power in the hands of small group of ellite people in most large scale orgnisations. The new technology generally compel people to learn a new set of skills altogether and also learn to work together in project teams time and again.
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 their 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.
The information technology can save everyone time and expense once he or she learns how to use it efficiently. Human Resource will be impacted more than any other department.
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 cost, but most importantly, they are providing better service to their employees ("HR Logical").
Systems are being implemented in the organizations that allow Human Resource Departments to enhance their efficiency for transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to actually maintain the data.
REGARDS :-
Abhishek Walia
MBA-1A
From India, Ludhiana
Hi Mam
Technologies those make 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 centre 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. Exa-mples 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 judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Regards
Gaurav Thakur
MBA 1-A
From India
Technologies those make 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 centre 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. Exa-mples 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 judgement, high discretion, and open-ended tasks for which real-time performance monitoring is not an option.
Regards
Gaurav Thakur
MBA 1-A
From India
Technology has great impact on flexibility for HR or reduction in the cost of employees.
1. e-HR reduces workload
HR technology is accomplishing its objectives, two studies show. The most important of these for HR managers who are working their way up to business partner are applications that enhance employee acquisition and development, succession planning, and performance measurements and are valuable for more than just cost-savings features.
Other e-HR initiatives have a positive impact on data accuracy and quality improvement, and more cost-effective HR department operations.
Since research and results will help you make a strong business case for your own HR technology initiatives, here are hard data results from these two studies.
HR department operations. Fully 60% of HR managers report that Web-based employee self-service (ESS) has reduced their department's administrative workload, says the Towers Perrin sixth annual HR Service Delivery Survey. Manager self-service has eased HR's administrative burden for nearly half of respondents, shows the study of nearly 200 of the world's leading organizations.
In addition, 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.
2. 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 and this help businesses to cut costs, concentrate on core business and ensuring employee satisfaction.
REGARDS:
Harshdeep singh
MBA 1 A
From India, Chandigarh
1. e-HR reduces workload
HR technology is accomplishing its objectives, two studies show. The most important of these for HR managers who are working their way up to business partner are applications that enhance employee acquisition and development, succession planning, and performance measurements and are valuable for more than just cost-savings features.
Other e-HR initiatives have a positive impact on data accuracy and quality improvement, and more cost-effective HR department operations.
Since research and results will help you make a strong business case for your own HR technology initiatives, here are hard data results from these two studies.
HR department operations. Fully 60% of HR managers report that Web-based employee self-service (ESS) has reduced their department's administrative workload, says the Towers Perrin sixth annual HR Service Delivery Survey. Manager self-service has eased HR's administrative burden for nearly half of respondents, shows the study of nearly 200 of the world's leading organizations.
In addition, 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.
2. 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 and this help businesses to cut costs, concentrate on core business and ensuring employee satisfaction.
REGARDS:
Harshdeep singh
MBA 1 A
From India, Chandigarh
E-HR
Hello mam,,
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 which influence flexibility of HR
Regards
Piyush Jolly
mba 1-a
From India, Kanpur
Hello mam,,
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 which influence flexibility of HR
Regards
Piyush Jolly
mba 1-a
From India, Kanpur
Subject - Re: technological impact on HR
hello mam...........
HRMS packages are collections of HR modules that are designed to minimize, if not eliminate, 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.
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
From India, Ludhiana
hello mam...........
HRMS packages are collections of HR modules that are designed to minimize, if not eliminate, 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.
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
From India, Ludhiana
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