3. Human Resources Management and Technology

What are the three major roles that technology has changed in Human Resources (HR)?

attraction, hiring, and retention of talent.

What is the goal of automation in the workplace?

improve productivity, reduce costs, and manage labor shortages.

How does Information and Communication Technology (ICT) positively impact businesses?

positive impact on productivity, increases worker flexibility, and provides up-to-date information for decision-making.

What are some negative aspects of Information and Communication Technology (ICT)?

lack of interaction with coworkers, increased job stress, and interruptions that reduce productivity.

What is human capital?

knowledge, education, training, skills, and expertise of an organization’s workforce.

What does an HR audit analyze?

organization's HR functions, measuring current performance against regulatory standards and identifying areas for improvement.

What is the purpose of a Human Resources Information System (HRIS)?

to gather, store, and analyze information regarding an organization’s human resources.

What factors determine the strength of an HR system?

visibility, clarity, acceptability, administrative consistency, effectiveness of design, internal consistency, and intensity.

What are the three key objectives enabled by technology in HR?

strategic alignment, business intelligence, and effectiveness and efficiency.

What does the Personal Information Protection and Electronic Documents Act (PIPEDA) govern?

collection, use, and disclosure of personal information about individuals, requiring consent from employees when their information is collected.

What is the function of employee self-service (ESS) in HRIS?

enables employees to access and manage their personal information directly through various channels like the internet and intranet.

What is a major benefit of implementing an HRIS?

increases efficiency by consolidating disparate systems and providing a repository of essential HR information.

What are the phases involved in selecting and implementing an HRIS?

Adoption, Implementation, and Integration.

What is e-HR?

technology that integrates HR strategies, processes, and human capital to improve overall HR service delivery.

How does talent management analytics benefit an organization?

converts workforce data into actionable information for improving performance and identifying trends.

What is the impact of technology on HR transactions?

decreases transactional activities, lowering costs and increasing focus on client and customer service.

What is the purpose of learning management systems (LMS) in HRIS?

provides online access to training courses and supports employee training and development initiatives.

What types of data are typically audited in HR?

job descriptions, recruitment, legal compliance, compensation, and training.

What is the role of data mining in HR management?

analyzes vast amounts of employee data to identify patterns that can improve HR practices.

What key change does technology bring to HR roles?

Transforms HR into a strategic partner within an organization by enabling proactive talent management.

What should employers ensure regarding video surveillance of employees?

Employees must be made aware of video surveillance, and it should not be used if reasonable alternatives exist.

How does strategic alignment of HRIS help an organization?

It ensures that HR activities contribute to achieving the organization’s strategic objectives.