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HR and Technology
Robin Sronce, Ph.D., SPHR
2009
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?
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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 new
technologies to improve information monitoring,
dissemination and collaboration.
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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.
> 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:
• DOL – Department of Labor - http://www.dol.gov/
> Blogs:
• People Persons: Top 50 HR Blogs
http://www.bschool.com/blog/2008/people-personstop-50-hr-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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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?
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Application – Technology 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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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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Discussion Questions
• Do you think these types of sites would be helpful
for group projects? Why? Why not?
• Have you ever used one of these sites?
• What would encourage you to try these tools?
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HR and Web 2.0
• Web 2.0 can help HR professionals be more
effective and efficient:
> Monitor information updates.
> Disseminate information.
> Encourage collaboration.
• HR professionals need to take advantage of the
tools available.
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Team Homework Assignment
Collaborative Internet Tools Assignment
• Form the class into groups and distribute activity
instructions.
• Activity.
• Googledocs: http://documents.google.com.
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Break
• Break
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Lesson 2
In this lesson we will:
• Explore how Web 2.0 technologies affect the HR
functions of recruiting and selection.
• Describe some applications of Web 2.0 to
recruiting.
• Discuss cautions when implementing these
technologies.
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HR Functions and Technology
• Examples of applications of new technologies in
HR to the functions of recruiting and selection.
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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
> Snagajob.com
• Microsites:
> 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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Using Web 2.0 Technologies in Recruiting
• Video technologies
> Examples:
• Google Recruitment Video
http://www.youtube.com/watch?v=JcXF1YirPrQ
• Recruitment videos
http://www.vault.com/companies/video_companies.jsp
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Discussion Questions
• What information did you find helpful in the videos?
• Do you think these are realistic job previews?
Why? Why not?
• Is there a risk in raising expectations about
working at these organizations?
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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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Technology and Recruiting
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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Discussion Questions
• 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 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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Discussion Questions
• Should organizations use social networking sites
for recruiting and selection?
• Is there anything on your site you wouldn’t 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 technology
use.
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Break
• Break
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Lesson 3
In this lesson we will:
• Discuss employee expectations about Web 2.0
technology.
• Explore how Web 2.0 can enhance employee
connections.
• Identify guidelines 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 at
work.
• 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.
–
–
Twitter https://twitter.com/
Yammer http://www.yammer.com/
> Collaboration in a 24/7 world.
> Building community within the organization.
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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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Discussion Questions
• Do mobile technologies and social networks
enhance 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:
• 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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Technology and Work/life Boundaries
• Personal mobile devices increase employee
availability.
• 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
• 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.
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