HR_Technology

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HR and Technology

Robin Sronce, Ph.D., SPHR 2009


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Main Concerns for HR Departments

Questions we will answer in this unit.

> Why should HR professionals be concerned with

new developments in technology?

> What are some of the new technologies associated

with Web 2.0?

> How can HR professionals incorporate these

technologies to improve performance?

> What should HR professionals consider before

adopting or allowing employees access to these

technologies?

SHRM 20092


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Lesson 1

In this lesson we will:

Identify HR trends that encourage adoption of

these new technologies.

Describe features of the new technologies

associated with the term Web 2.0.

Explain how HR professionals can use these newtechnologies to improve information monitoring,

dissemination and collaboration.

SHRM 20093


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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.

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New Technologies

Web 2.0 technologies focus on collaboration andcommunity.

Web 2.0 technologies are digital, mobile, personal

and virtual.

Examples of Web 2.0 technologies:> Social networks.

> Video sharing.

> Blogs.

> Wikis.

> IMs.

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Monitoring Information

HR professionals monitor information:> Developments in the field.

> Changes in legal requirements.

Sources of information:

> Field-specific: SHRM- http://www.shrm.org/

> Government sites:

DOLDepartment of Labor - http://www.dol.gov/

> Blogs:

People Persons: Top 50 HR Blogshttp://www.bschool.com/blog/2008/people-persons-

top-50-hr-blogs/

SHRM 20096
http://www.shrm.org/http://www.dol.gov/http://www.bschool.com/blog/2008/people-persons-top-50-hr-blogs/http://www.bschool.com/blog/2008/people-persons-top-50-hr-blogs/http://www.dol.gov/http://www.shrm.org/


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Disseminating Information

HR professionals disseminate information Traditional methods:

> Email.

> Newsletters.

> Reports.> Bulletin boards.

> Employee handbooks.

Web 2.0 applications:

> Blogs.

> Wikis.

> Social networks.

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Information Dissemination Comparisons

Traditional

One-directional.

Static.

Difficult to update.

Web 2.0

Interactive.

Dynamic.

Easily modified.

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Discussion Questions

Do you know anyone who writes a blog?

Do you follow any blogs?

How do you keep track of updates on the sites you

want to revisit?

Have you visited Wikipedia?

What rules do professors have about using

Wikipedia? Why?

How do you judge if information is reliable?

SHRM 20099


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ApplicationTechnology Tool

Tool to follow blogs and news web sites. RSS (Really Simple Syndication).

Aggregated updates from news and blog web

sites.

Symbol:

Register to receive updates from the site.

Information is delivered to the RSS reader.

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http://www.dol.gov/rss/


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Encouraging Collaboration

Document sharing allows for work across time anddistance conflicts.

Multiple contributors encourages collaboration:

> Global offices.

> Telecommuting.

> Use virtual teams.

Examples of tools available include:

> Sharepointhttp://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspx

> Googledocshttps://documents.google.com/> Wikishttp://pbwiki.com/content/viewdemobusiness

SHRM 200911
http://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspxhttps://documents.google.com/http://pbwiki.com/content/viewdemobusinesshttp://pbwiki.com/content/viewdemobusinesshttps://documents.google.com/http://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspx


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Do you think these types of sites would be helpfulfor group projects? Why? Why not?

Have you ever used one of these sites?

What would encourage you to try these tools?

SHRM 2009

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Team Homework Assignment

SHRM 2009

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Collaborative Internet Tools Assignment Form the class into groups and distribute activity

instructions.

Activity.

Googledocs: http://documents.google.com.
http://documents.google.com/http://documents.google.com/


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Break

Break

SHRM 2009

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Lesson 2


Explore how Web 2.0 technologies affect the HR

functions of recruiting and selection.

Describesome applications of Web 2.0 to

recruiting.

Discuss cautions when implementing these

technologies.

SHRM 2009

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HR Functions and Technology

Examples of applications of new technologies inHR to the functions of recruiting and selection.

SHRM 2009

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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)

SHRM 2009

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http://www.youtube.com/watch?v=JcXF1YirPrQ


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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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Job search sites General sites:

> Monster.com

> Careerbuilder.com

>Snagajob.com

Microsites:

> Boeinghttp://www.boeing.com/employment/

> McDonaldshttp://www.mcdonalds.com/usa/work.html

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

SHRM 2009

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http://www.monster.com/http://www.careerbuilder.com/http://www.snagajob.com/http://www.boeing.com/employment/http://www.mcdonalds.com/usa/work.htmlhttp://www.pg.com/jobs/sectionmain.shtmlhttp://www.pg.com/jobs/sectionmain.shtmlhttp://www.mcdonalds.com/usa/work.htmlhttp://www.boeing.com/employment/http://www.snagajob.com/http://www.careerbuilder.com/http://www.monster.com/


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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.

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Video 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.

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Do you watch videos on YouTube?

Have you made a video and posted it on

YouTube?

What types of videos have you watched on

YouTube?

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Recruiting Passive Applicants

Networking is an important source of leads aboutpassive applicants.

Social networks:

LinkedIn.

Facebook.

MySpace.

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Technology and Selection

Selection Using technology for screening.

Video resumes:

> CBS video resume cliphttp://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 applicants privacy.

> No relevance to work performance.> Questions about legality (Bates, 2008).

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http://www.youtube.com/watch?v=kz9AODQkmiM&NR=1http://www.youtube.com/watch?v=kz9AODQkmiM&NR=1


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Selection and Social Networking Sites

Information that contradicts information provided toemployer.

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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Should organizations use social networking sitesfor recruiting and selection?

Is there anything on your site you wouldnt want a

future employer to see?

Will you change your site based on the information

you just heard?

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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.

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Homework Assignment

Homework activity: Interview people on technologyuse.

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Break

Break

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Lesson 3


Discuss employee expectations about Web 2.0

technology.

Explorehow Web 2.0 can enhance employee

connections.

Identifyguidelines and policies for Web 2.0

technology use.

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Discussion of Generational Differences

In your small group, discuss the following:

What kinds of technology are the people you

interviewed using?

Are there differences among the types of

technology based on generations?

Did the different generations report different

comfort levels with technology?

Your group should come up with three

observations about technology use.

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Networked Workers

According to Pew Internet and American Life Report: 62 percent of working Americans use the Internet

or e-mail at work, making them networked

workers.

These workers also use technology at home:

> 93 percent own a cell phone.

> 85 percent own a desktop computer.

> 61 percent own a laptop computer.

> 27 percent own a Blackberry, Palm or other personal

digital assistant.

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Networked Workers

How these workers use the Internet:> 76 percent shop.

> 53 percent watch videos.

> 41 percent send instant messages.

> 33 percent read blogs.

> 35 percent use online social networks:

75 percent of online adults ages18-24.

57 percent of online adults ages 25 -34.

30 percent of online adults ages 35-44.

19 percent of online adults ages 45-54. 10 percent of online adults ages 55-64.

7 percent of online adults 65 years and older

(Lenhart, 2009).

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Employee Expectations

Employees want to use these technologies atwork.

Employees will use these technologies with or

without employer support.

Recruiting and retaining employees will require

providing access.

HR needs to communicate employee expectations

to decision makers in organization.

HR needs to be involved in setting policies for use.

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Reasons to Adopt Web 2.0 Technologies

Application in work setting:> Emergency contact.

> Instant messaging and communication services.

Twitterhttps://twitter.com/

Yammerhttp://www.yammer.com/

> Collaboration in a 24/7 world.> Building community within the organization.

SHRM 2009

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https://twitter.com/http://www.yammer.com/http://www.yammer.com/https://twitter.com/


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Resistance to Adoption of Web 2.0 Technologies

Employees will spend all their time on these sites.

Employees will release private information.

Security concerns.

Harassment.

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Do mobile technologies and social networksenhance or detract productivity?

Have you ever sent or received a text message

during a lecture or at work?

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Employee Relations

Employee Relations> Social networks:

Access to information and knowledge.

Social connections.

Communication about who you are.

Recommendations. (Bandel, 2008)

> Company examples:

DeloitteD Street.

IBMBeehive.

Best BuyBlue 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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Technology and Work/life Boundaries

Personal mobile devices increase employeeavailability.

Concerns that they add pressure on employees:

> Blurring line between work and personal life.

Of the networked workers.

> 45 percent do some work at home.

> 18 percent work at home daily.

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Overall Conclusions

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HR professionals need to stay current ondevelopments 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.

Documents

HR_Technology