Hrm 312 : Spring 2017

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

I selected to contact the City of Brownsville Human Resource Department (HR) in order to determine the degree or extent of the Information Communication Technology (ICT) is utilized within the department. I spoke to Josh Perez the Assisted Human Resources Director. I have determined that the City of Brownsville Human Resource Department highly relies on operational, informational and relational aspects to better serve the community and the employees. The Operational portion was implemented to improve efficiency, increase productive, create and implemented E-filing record keeping, reduce cost, decrease paperwork and simplify the day-to-day clerical duties. The Informational portion was implemented and has proven to improve the quality of services offered by the Human Resource Department, it allows HR to post and receive applicant information in a faster matter, the response time has improved, and increase the HR departments hiring process. This would also allow for employees and current applicants to

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

In an era that has long gone bye, machines have taken over the process of tracking an employee’s information. Thus HR will create an information specialist position(s) to input the information of an employee when he or she is first hired, then the computer will use that number to route information to the necessary programs for data storage. This business system will need to do all the tasks that once were done by the HR personnel.

I’m going to discuss technology and the role it plays amongst recruiting and selection procedures. Technology has changed the process of HR recruitment and selection of applicants significantly and will continue to do so. Chapter 7 and 8 does not cover technology; however, I would argue that technology is a game changer when it comes to recruitment and selection. The reason I’m discussing technology is because I’m assisting with recruitment and the biggest challenge is our ability to expand our recruitment pool, since our technology resources are currently limited. Large organizations

The final selection would be improved on Human Resource Management; technology in the workplace can change the way human resource conduct business. It improves on the cognitive operation of screening, recruiting and employing new employees of the Human Resources Department. The human resource managers are using the internet to advertise job openings. Targeted candidates will be in a position to apply for these positions online by submitting their resumes to the human resource site. This process saves time and it makes the human resource department work more efficient. Technology is also being used to track performance and productivity of each employee. Once employees are mindful that they are being monitored, their productivity will increase.

Technology can also help with developing a systemic job analysis tool which can be resourceful to help with useful information for HRM practices. A systemic job analysis will provide useful plans for coordination, for example, determining job qualifications for recruitment purposes, developing training programs, developing performance appraisals rating forms, determining pay rate factors, and performance standards for productivity improvement to name a few. All in all, technology can only get better with time by utilizing these tools within the workforce by complying with compliances and avoid lawsuits and

Technology is taking over our lives and how we live it. Many things change as technology evolves, for example the requirements to be hired for a job have now changed because of technology and other factors like financial and legal global conditions shift. Financial and legal conditions as well as technology are important when it comes to hiring, training, and evaluating employees. In order to bring out the best in their employees Human Resources professionals and managers need to work together to create business approaches. Positive and constructive feedback to enables employees to enhance their job performance.

The human resources information systems (HRIS) have evolved much like the electronic medical record movement. “It has the capability to maintain employment records of all staff members, and employers can use it to collect metrics surrounding the firm’s staffing, performance management, compensation and benefits activities” (Henderson, 2014). Much like an electronic medical record, employee demographics are similarly entered and retained. Wage information, employee licensure, and trainings could be stored similar to lab results and employee health records could be viewed as exams. Human resources information systems and

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

For this website review of human resource websites, it will cover the websites www.shrm.org and www.ifebp.org. Each one of these websites is a great site to use as a resource for their own respective category inside of human resources. This review will compare the same questions to keep the measurements fair, and will provide screenshots to use as demonstrations to provide visions throughout the paper.

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

The role of the human resources professional is ever evolving and it’s now trying to reach new heights by the use of smart technologies.

This means the days of lifetime employment and seniority-based systems are largely over as companies move toward models of contingent work, independent contracting, and more free- market arrangements (Losey et.al., 2005). Large group of experienced, highly skilled, workers are leaving employment and are looking for alternative employment. The shift in how organizations can effectively function in the changing world of work is a hot topic within the field of human resource management. Society is rapidly shifting to an information age and the challenges that come about with such a change (Al-Hawamdeh & Hart, 2001; Burch, 2005; Castells, 1996; Elliot & Jacobson, 2002). Changing demographics is one of the strategic steps that those in the human