HR and Technology

HR Today

• HR responsibilities:

– HR provides less transactional support than in the past.

– HR is a strategic partner in company planning.– HR monitors current trends and legal developments.– HR disseminates information to the organization.– HR communicates with and supports employees at

different physical locations.

2

New Technologies

• Web 2.0 technologies focus on collaboration and community.

• Web 2.0 technologies are digital, mobile, personal and virtual.

• Examples of Web 2.0 technologies:– Social networks.– Video sharing.– Blogs.

3

Disseminating Information

HR professionals disseminate information• Traditional methods:

– Email.– Newsletters.– Reports.– Bulletin boards.– Employee handbooks.

• Web 2.0 applications:– Blogs.– Wikis.– Social networks.

4

Information Dissemination Comparisons

Traditional • One-directional.• Static.• Difficult to update.

Web 2.0• Interactive.• Dynamic.• Easily modified.

5

Encouraging Collaboration• Document sharing allows for work across time

and distance conflicts.• Multiple contributors encourages

collaboration:– Global offices.– Telecommuting.– Use virtual teams.

• Examples of tools available include:– Sharepoint

http://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspx

– Googledocs https://documents.google.com/

– Wikis http://pbwiki.com/content/viewdemobusiness

©SHRM 2009 6

Technology and Recruiting Recruiting• Sources:

– Current employees.– Referrals from employees.– Former employees.– Career and job sites.– College recruiting.– Customers.– Employment agencies.– Print and radio ads.

» (Gomez-Mejia, Balkin & Cardy, 2004)

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Types of Applicants

• Active applicants:– Present favorable organization image.– Provide access.– Job sites and postings.

• Passive applicants:– Best people often are not looking for jobs.– Recruiter has to actively search for the person.– Search engines provide information.– Social networking sites provide access.

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Technology and Recruiting

Job search sites• General sites:

– Monster.com– Careerbuilder.com– Naukri.com – Timesjob.com

• Organizational career sites:– Boeing http://www.boeing.com/employment/

– McDonalds http://www.mcdonalds.com/usa/work.html

– Proctor and Gamble (P&G) http://www.pg.com/jobs/sectionmain.shtml

9

Benefits of Video Technology

• Demonstrates a commitment to community.

• Reinforces company brand.

• Emphasizes a commitment to diversity.

• Attracts new, younger employees.

• Provides a realistic job preview.©SHRM 2009 10

Technology and RecruitingVideo recruiting decisions• Involve IT department:

– To help decide where and how videos will be posted.

– YouTube.• Options for video production:

– Check for resources in the organization.– Marketing department.– Employee involvement:

• Employee contests.

– Outsource.11

Recruiting Passive Applicants

• Networking is an important source of leads about passive applicants.

• Social networks:• LinkedIn.• Facebook.• MySpace.

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Technology and Selection

Selection• Using technology for screening.• Video resumes:

– CBS video resume clip http://www.youtube.com/watch?v=kz9AODQkmiM&NR=1

• Social networking:– Reasons HR does not use these sites for selection.– Verifiability of web site profile information.– Respect for applicant’s privacy.– No relevance to work performance.– Questions about legality (Bates, 2008).

13

Selection and Social Networking Sites

• Information that contradicts information provided to employer.

• Information that would affect hiring recommendations.

• Involvement in volunteer or civic groups.• Involvement in professional societies or

organizations.• Pictures related to romantic exploits.

» (Bates, 2008)

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Guidelines for Recruiting and Selection

• Remember that nondiscrimination rules apply.

• Documentation and support for decisions.

• Privacy protections need to be in place.

• Time and access requirements.

• Consider the job.15

Employee Relations

Employee Relations– Social networks:

• Access to information and knowledge.• Social connections.• Communication about who you are.• Recommendations.

» (Bandel, 2008)

– Company examples:• Deloitte – D Street.• IBM – Beehive.• Best Buy – Blue Shirt Nation.

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Policies and Guidelines

• Issues to address:– Purpose for using technology.– How will it be monitored.– What behavior is allowed.– What behavior is not allowed.– How these policies fit with existing computer use

policies.– Ethical constraints.

» (Kaupins, Burwell, Spitzer, 2007)

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Conclusions

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• HR professionals need to stay current on developments in technology.

• Information monitoring, disseminating and collaborating.

• HR professionals need to adapt technologies to enhance functions such as recruiting.

• HR professionals need to acknowledge employees expectations about technology availability.

• HR professionals need to be aware of effect of technology on employees lives.