HR and Technology Robin Sronce, Ph.D., SPHR 2009.

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-persons-top-50-hr-blogs/

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http://www.shrm.org/

http://www.dol.gov/

http://www.bschool.com/blog/2008/people-persons-top-50-hr-blogs/

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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http://www.dol.gov/rss/

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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• 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

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Collaborative Internet Tools Assignment

• Form the class into groups and distribute activity instructions.

• Activity.

• Googledocs: http://documents.google.com.

Break

• Break

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Lesson 2


• 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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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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• 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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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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• 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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• 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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Lesson 3


• 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.



• 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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• 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

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• 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.

HR and Technology Robin Sronce, Ph.D., SPHR 2009.

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