Introduction
HRIS is an essential tool in large corporations as it helps in connecting HR management with all departmental roles. Technology is the key tool that connects organization systems and HR software. The HRIS allows the human resource management activities and process to be carried out electronically. The electronic systems and software enable the organization to undertake different activities such as management, accounting, and payroll. HRIS aims in increasing efficiency in decision making by HR (Martin, 2006). The decisions made are essential in increasing quality and productivity of both the human resource manager and employees. Furthermore, it offers different solutions like e-training, e-recruiting, payroll formulation and compliance. Therefore, the paper seeks to explore e-recruiting, self-service technology and, e-learning and training in human resource management.
Importance of Understanding the Risk Management Process
Risk management processes are essential when dealing with electronic and software systems in organization operations. The process helps in managing the systems and software with the aim of eliminating possible risks. Furthermore, risk management process ensures efficiency and durability of supported technology in the organization to improve performance and productivity.
Section 1
What did you learn about e-recruiting?
E-recruitment is HR software and an electronic resource that assists and guide in the hiring process (Torres, Oliva, & Corona, 2004). E-recruitment reduces the administrative and financial burden from human resource manager in recruitment and searching of a wider pool of talent. E-recruiting provides a platform for job human resource managers to use electronic means to advertise and providing jobs specifications (Anitha & Aruna, 2013). Furthermore, it provides the process of job application and recruitment procedure.
What to Understand as an HR director
E-recruitment is essential for HR director as it helps in reaching out quickly to potential candidates. The social media is useful for headhunting specified job seekers with identified talents and skills (Torres, Oliva, & Corona, 2004). As HR director, it is important to understand that e-recruitment improves efficiency in the recruitment process. Online recruitment reduces the recruitment period with over 65 percent comparing to non-online recruitment process (Vărzaru & Vărzaru, 2016). Therefore, it is a reliable and efficient process that HR director should adopt in their organizations.
Positives and Negatives of E-Recruiting
Advantages of e-recruitment
E-recruitment lowers the cost to the organization in online jobs posting as it is cheaper than advertising in other media such as a newspaper.
It is through e-recruitment that organization obtains the right type of employees with the required skills in a short period of advertisement of job vacancies (Desanctis, 2000).
The online recruitment provides a platform to the organization of weeding out the unqualified candidates in advertised positions in an automatic means.
Disadvantages
In some areas, there is low Internet penetration and hence no access to online advertised job vacancies. The organizations do not also fully depend on online recruitment method solely. Additionally, in some organization, employers and employees prefer undertaking face to face interactions depending on positions and expertise demanded.
The resources to use for e-recruiting in an organization
The three recruiting tools in an organization include developing career websites, job boards, and social media.
Career websites; the number of online job seekers has increased, and hence the companies are taking advantage of developing e-recruiting software. The e-recruiting software helps in managing the recruitment process and lowering the cost that is related to recruitment (Anitha & Aruna, 2013).
Job Boards; it is used to source the candidates in a different field through resume mining and posting the open positions. There are different job board sites such as Monster and CareerBuilder in the e-recruiting industry (Ankrah & Sokro, 2012). These job board websites advertise vacancies on behalf o the organizations and collect resumes for the open positions.
Social media; the use of social media to engage the potential candidates play a greater role in e-recruiting. Through the social media, candidates are informed of the vacancies opening and the procedure for applications (Desanctis, 2000). Therefore, social media serves as sourcing mechanism for engagement, interaction, and recruitment.
Considerations when making decisions about e-recruiting
Some considerations are important when making an appropriate decision regarding e-recruitment. The cost of the process of e-recruiting guides in deciding on the appropriate platform or recruitment tools to be used. Efficiency and time are essential factors that determine the best e-recruitment channel to reach to targeted people (Vărzaru & Vărzaru, 2016). Finally, another factor is internet connectivity whereby the organization decides on the best platform for advertising and recruiting process.
Section 2
What did you learn about self-service technology?
The self-service technology consists of combination of organizational changes and technology to enable the users to have direct interaction with human resource data. The human resource data are essential in inquiring, reviewing and acting upon the workplace transactions (Motwani, 2015). The self-services technology covers employee self-service, employee direct-access systems or manager self-services platform.
What to Understand as an HR director
The self-services technology creates single, secure and confidential information processes for HR director. It ensures the provision of an easy-to-navigate environment favorable to all employees and HR regardless of location. The self-service platform helps the HR director to access and monitor all activities in the management system (Desanctis, 2000). The self-services platform access rights are established by HR depending on the position and ranks in the organizational hierarchy, departments and the job functions.
Advantages and disadvantages of self-service portals
Advantages of Self-service portals
The self-service portals are available throughout day and night for HR and employees to access the organization services. The self-services portals are accessible to employees regardless whether at home or work (Motwani, 2015). The self-services portal also helps the organization to cut down on the costs associated with transaction process. Furthermore, the self-service portal frees Human Resource manager from transactional work as it conducted by the portal. Additionally, the system increases HRIS information quality and efficiency through streamlining all the organizational processes.
Disadvantages of self-services portals
One of the disadvantages is that the self-services portals lose direct interaction of HR with employees. For example, direct interaction between the HR with other staff does not likely happen for deliberations and interactions. Also, if the self-service portals are not managed properly, may lead to non-compliance and confidential information security issues. Furthermore, it would be difficult in handling exception issues that are not supported and accounted for by the self-service portal application system.
Examples of HR self-service portals in an organization
The two self-service technology tools include interactive voice response and the internet and intranet technology.
Interactive voice response; This is technology that allows computer to interact with human being through detecting voice recognition. The IVR technology enables the systems to respond with pre-recorded and dynamically generated audio (Pani, Kaur, & Chitranshi, 2015).
Internet and intranet; the internet is a public network that is accessible through internet service provider. On the other hand, the intranet is a private network that is maintained and serves organization operations. The intranet is used by the organization employees and other peoples who are explicitly allowed and permitted to access.
Considerations when making decisions about e-self-service technology
In decision making regarding self-services is organizational privacy. The HR director has to ensure employees and permitted members of the organization to comply with privacy issues of the organization data and strategies (Pani, Kaur, & Chitranshi, 2015). Furthermore, the system should enhance efficiency and quality information communication of organizational internal affairs.
Section 3
What did you learn about E-Learning and training?
E-learning is considered as electronic learning whereby the computers are used in delivering part or the entire training course in schools, business training or distance learning courses.
What to Understand as an HR director
HR director is supposed to understand the importance of building partnerships with the quality e-learning and training providers (Jawahar & Harindran, 2013). The technology of e- learning and training helps in blending learning environment that offers an appropriate chance for online training.
Advantages of corporate universities
The corporate university is an education entity that acts as a strategic tool designed with the aim of assisting parent organization to achieve its objectives. The advantages of the corporate university include cost effectiveness and time-saving (Jawahar & Harindran, 2013). For example, removing travel costs and printed material as learning is through an online platform. The corporate university provides learning every time and everywhere.
Examples of tools used by HR department for employees’ training in the electronic environment
Tin Cap API technology; this is a current hosting platform that contributes in learning and training employees. It allows distinguishing training data and job performance data making it easy to shows to understand the link between training and productivity (Motwani, 2015). The HR department should use Tin Cap API as enables learners and employees to distinguish training and job performance data in different platforms but with the same technology.
3D virtual world training; virtual training using 3D technology has a great platform for educating and training employees. The virtual training experience is improved employee training as it incorporates new technologies (Anitha & Aruna, 2013). HR department should consider 3D virtual world training as it connects all the learners with learning material using new existing technologies.
Considerations making decisions about e-learning and training
In making decision regarding e-learning and training, the HR department should consider technology efficiency and connectivity. The learners and employees would depend on with the technology in learning and training (Ankrah & Sokro, 2012). Furthermore, these technologies are essential in connecting training data and job performance data at the same time.
Conclusion
The HRIS system ensures large corporations perform efficiently and effectively. HR manager is connected to other departments. It is through the systems and software that informed decisions are made to ensure improved performance and productivity. Therefore, HRIS technology is essential infrastructural development in an organization to enhance electronic connectivity.
References
Anitha, J., & Aruna, M. (2013). Adoption of Human Resource Information System in Organisations. SDMIMD Journal of Management, 4(2), 5-15.
Ankrah, E., & Sokro, E. (2012). Human resource information system as a strategic tool in human resource management. Problems of Management in the 21st Century 5, 6-15.
Desanctis, G. (2000). Human Resource Information Systems: A Current Assessment. MIS Quarterly. 10(1), 15-27.
Jawahar, D., & Harindran, N. (2013). The Role of Affect in the Acceptance of Human Resource Information Systems. IUP Journal of Management Research. 12(2), 54-74.
Martin, V. (2006). Managing projects in human resources, training and development. London: Kogan Page.
Motwani, B. (2015). Perception of professionals towards effectiveness of human resource information system. Journal of Strategic Human Resource Management, 4(3), 57-65.
Pani, S., Kaur, R., & Chitranshi, J. (2015). Effectiveness of human resource information system on hr functions of an organization. Management dynamics, 15(2), 55-67.
Torres, T., Oliva, M., & Corona, M. (2004). E-human resources management: Managing knowledge people. United States: Idea Group Pub.
Vărzaru, C., & Vărzaru, A. (2016). The Contribution of the Human Resources Information System to Human Capital Performance Management within the Organization. Ovidius University Annals, Series Economic Sciences, 16(1), 429-434.
