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HR and Technology
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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 and community.
• Web 2.0 technologies are digital, mobile, personal and virtual.
• Examples of Web 2.0 technologies:– Social networks.– Video sharing.– Blogs.
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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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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
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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)
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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
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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.©SHRM 2009 10
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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
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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).
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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
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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:• 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.