INTRODUCTION
The three products that were chosen for this paper are Kronos, Peoplefluent, and Telleris. All of these products offer superior options for Human Resource managers to optimize their workforce by allowing “cloud” storage of vital information and streamlining the Recruiting, Time and Attendance, and Payroll departments of their companies. In the increasingly mobile and globalized world that employers operate in due to this technological age, access to information about employees is vital if a company is going to produce a profit and stay on top of their competitors, no matter what field that might be. Any company of any size with any number of employees can benefit from these programs. They are affordable and all seem to be user-friendly, both very good reasons to utilize them within a company framework.
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
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...in this document and others that are on the market they will be able to keep up to date no matter their location, be accurate in their assessment of employee criteria and compensation and become leaders within their field.
Utilizing the cloud and social media is a plus for any HR professional that makes their work load lighter and allows them to focus on the reason that they chose HR for a career, the people that they serve.
REFERENCES
PeopleFluent Talent Management Solutions. (n.d.). Retrieved from http://www.peoplefluent.com/
Product Features | telliris. (n.d.). Retrieved from http://www.telliris.com/?q=product-features
Welcome to IHRIM. (n.d.). Retrieved from http://www.ihrim.org/
Workforce Management, Talent Management, Time & Attendance, HR & Payroll Solutions - Kronos Incorporated. (n.d.). Retrieved from http://www.kronos.com/
To achieve these objectives, in the human resources department, it needs to provide the organization with structure and capacity to reach business demands by managing the most valuable resources—the employees. For Walgreens, the main resources have to be employed to effectively accomplish the goals are the shared services model and HR generalists. The share services model enables recourses to be leveraged cross the company and the providing department efficiently becomes an internal service provider. In Walgreens, its shared service team expresses some services, including relations, recruiting, and HR data services. Moreover, to more convenient share information, the team implements myHR, which is a website that offers employees personalized information with explains to all of their HR-related problems, such as HR policies, people manager, guidance for new hires, and talent management. In addition, this website is easy to access and is confidential. Another key recourse is HR generalists. The company current has HR professionals, who concentrate on evolving strategic, tailored talent plans for each business and assist essential strategy initiatives. Furthermore, Walgreens establishes a cadre of senior HR business-partner elite with generalist support to make sure that every business unit and function has
In “They’re Watching You at Work”, Don Peck argues for the use of big data and people analytics in the hiring process. He provides solid examples, evidence and reasoning to justify his claims that these new hiring practices improve the hiring process. He points out the inefficiencies of the traditional hiring methods – biases, high rates of attrition etc. – and shows in each case how new hiring practices can improve upon the old ones. His argument for using big data and people analytics in the hiring process is convincing and well supported; however, he does not discuss with the same depth the counter arguments against his claims, such as the intrinsic benefits of the traditional hiring process and unintended side-effects on society. His failure
Human Resources practices retention for the massive cost and time taken it has to replace and hire new employees. Hiring has such a high cost for the facts of ensuring all new employees meet the expectations and requirements for a business. Not only do new employees have to meet the company’s expectations but also pass employment tests, physical exams, and background checks (Nickels (290-346). They also consider consumers habits and help form solutions to meet the businesses and consumer’s needs to keep up the company up to date. (Alper (112-113). Human resource personnel also help companies evolve with new innovations. Human resources help establish future labor by helping the companies find employees that meet the new requirements. Human resources personnel also forecast future requirements for organizations that way they can ensure trained people will be on hand for the organizations (Nickels (290-346). “In the future, human resource management may become the firm’s most critical function, responsible for dealing with all aspects of a business’s most critical resource: people” (Nickels (290-346). Human resources not only has a future of importance, but its past shows its importance now. From being responsible for only one department to being in many and still predicted to grow to being in charge of many more
Hankin, Harriet. The New Workforce: Five Sweeping Trends that Will Shape Your Company's Future. New York: AMACOM Div American Mgmt Assn, 2005.
“Tools such as Facebook and Twitter enable employers to get a glimpse of who candidates are outside the confines of a resume or cover letter,” said Rosemary Haefner, chief human resources
... feedback which could be used for the advancement of the organisation. With the advent of Internet, HR teams can instantly find information about potential employees and can make suitable decisions before granting interviews. HRM haalso has an added responsibility of conducting technology based employee training like E-Learning, Video-Conferencing etc. These innovations are drastically affecting the way HR teams work, carry out internal and external communications and manage people within organisations. HRM is constantly familiarizing themselves with these technological innovations so that they can efficiently benefit from their use.
The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps with HR planning. HR metrics measure the value of the time and money spent on HR activities in the company and together with HR metrics is the HR analytics which is the process of combining data mining with business analytics techniques to analyze human resources data (Missildine, 2013) and provide an organization with considerations for the effective management of employees and quickly and efficiently reach organizational goals. The main issue lies on whether the managers know what to measure and how measurement must be conducted.
During the past decade, the internet has revolutionized and changed the way organizations do business by offering rapid communication systems and enhanced information access and innovation of technological advancements have created a brave new workplace. Further, the internet enables organizations to decrease expenses, reduce product life cycle time, market goods and services more efficiently (Anandarajan et al, 2000). However, with these kinds of benefits, the internet provides employees with a technique
...ers is preoccupied with daily activities and may not have the budgets or the time to add new technology to their work routines. However, in a global economy, the role of HR departments is changing rapidly and technology offers a solution: tools for HR managers to develop their strategic activities. By automating repetitive administrative tasks, HR managers can devote more time to strategic HR activities. Many companies that have examined their structures and the way their HR services have been delivered often come to the same conclusion: it is time to change. Essentially, it is time to find ways to increase HR strategic contributions by investing in new technologies (Lejeune, 2013). The problem to be addressed in the proposed study, therefore, is to explore the affordability of HRIS software applications and automation in HR processes for the small business sector.
This will help organization to retain valued employees by providing them what they desire. Since the organization is able to collect all necessary information about the employee, it will try to retain them. It establishes a reputation of the organization in the market. More employees will get attracted towards it and are keen to join the company which offer better advancements and
Will facilitate the employees to get a better understanding of the working of the company.
Improving employee productivity through the usage of technology can be a double-edged sword. When considering making an investment into a new technology, it’s important to find the right balance between functions and features that best benefits your business and increases employee
...ll benefit when the employees are well equip with the excellent oral communication, critical thinking, strong work ethic, teamwork, competence and setting the goal which requires a lot of thinking process.
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 discuss some of these HR functions and the role Human Resources has at the company Zappos.com.
The rapid development of information systems and technology brings some positive effects to individuals. In order to use information systems effectively, individuals need to acquire skills and knowledge on using different computer technology. Take an example of an individual working in a project on market research, he needs to learn the way to use spreadsheets for analysing the data. The new knowledge acquired by the individuals will lead to upskilling effect. The innovation of technology brings a lot more new channels of communication, such as e-mail and instant messaging applications, it increases interaction between individuals. The barriers of location is eliminated by technology, people can communicate with one another in anywhere around the world through Internet. In addition, virtual office and work from home are becoming a common practice for companies, people can enjoy more flexibility in working locations and hours, and this is particularly beneficial to individuals who have young children at h...