Reference no: EM131836575
Question: Respond 250 words or more APA and Ref
Post 1: Growing up in the 70's and 80's the best way to find a job was through networking or the newspaper. Since the 90's technology has grown to encompass online methods for people to find jobs. It has also made it easier for companies to recruit individuals with targeted ads and web sites that cater to business hiring. Technology allows a company to hone in on the skills and background they need from potential employees.
Training new hires is also made easier since it can be tailored to individual departments or divisions within the company. A Laborer would need safety training specific to warehouse environments while an engineer would need safety training geared toward visiting sites instead of working the sites. This allows the training to be streamlined and efficient thereby reducing costs and speeding up the process for the employee to start adding to the company needs.
HR technology example from a managerial perspective.
Technology has allowed companies to store vast amounts of data without the loss of work space that filing cabinets would cause.
Technology also allows mangers to data mine information from this stored data over a large group of people in a short amount of time. The data mined can be used to select future managers based on performance, education, and yearly reviews. This streamlines the advancement process and helps identify potential leaders that may have otherwise been overlooked.
Select an era and discuss what HR did during that time and how it would be different today with the use of technology.
I'll stick with what I know and that is the 1990's, Hammer pants, and Mr. Rogers. Most personnel offices (Human Resources) in the early 1990's were time intensive. The resumes were written on type writers and stored by potential employers in filing cabinets. The resumes were reviewed individually by one or several people and the hiring processes were also tedious. The storage spaces for large companies were also quite large because of the number of people they employed. Today's technology uses algorithms to search electronic resumes for key words. The ones that meet the search criteria are identified. If the results are too large a stricter search parameter will be used until the number of qualified applicants is manageable. Then a person will review the resumes and forward the acceptable ones up to management for consideration. Technology allows the process to happen significantly faster than it did before electronic files were used.
Post 2: A human resource information system (HRIS) is much more than a computerized skills inventory. An HRIS is an integrated approach to acquiring, storing, analyzing, and controlling the flow of information throughout an organization(Ivancevich&Konopaske, 2013).
The production of the HRIS software has radically changed the substance of the Human Resource department(HR). At one time, HR staff needed to physically push out their workload. Nonetheless, the expansion of the HRIS technology permits errands that were once dull and long to now be executed electronically. This mechanized structure can deal with applicant following, payroll-benefits administration and substantially more.
The developing significance of HRM with the expanding hierarchical size requires the support of employee-related information and producing proper HR reports which implement associations for the reception of computer-based HRM frameworks. On account of mechanization, HR operations are run all the more viable and precisely. HR is presently advanced with the utilization of online applicant processes; these processes permit the firm and the HR department to keep the application alongside numerous information purposes of the applicant on a document. HRIS handles finance, benefits organization, preparing training procedures, and HR metrics. HR metrics enables you to distinguish where your firm thrives and battles. Certainly, the use of technology to support HR analytics will continue to evolve, and organizations should pay attention to the advances in these techniques and the ways in which they can enhance HR effectiveness(Johnson &Gueutal, 2011).
Preceding the late 1990s, the nearest thing there was to an applicant following framework(ATS) was a file organizer, a telephone, and a Rolodex. Presented two decades back, the ATS reformed enlisting via mechanizing the putting away and handling of resumes and by ensuring organizations against claims through more prominent consistency in contracting practices.
In interceding years, advancements made the ATS an enhanced instrument for continue parsing, streamlined the activity demand process and, through new detailing metrics, empowered HR pioneers to recognize the most productive hotspots for work competitors, permitting better focusing of enrolling dollars. Company recruiters can review the applications, applicants can be sent automated messages letting them know their applications have been received, online tests can be given, hiring managers can schedule interviews, rejection letters can be mailed, and human resources personnel can use the same information to put individuals on the payroll once they are hired(Doyle, 2018).