HR and Technology

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

2. 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? ©SHRM 2009

3. 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. ©SHRM 2009

4. 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. ©SHRM 2009

5. 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. ©SHRM 2009

6. 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/ ©SHRM 2009

7. Disseminating Information HR professionals disseminate information • Traditional methods: • Email. • Newsletters. • Reports. • Bulletin boards. • Employee handbooks. • Web 2.0 applications: • Blogs. • Wikis. • Social networks. ©SHRM 2009

8. Information Dissemination Comparisons Traditional Web 2.0 Interactive. Dynamic. Easily modified. • One-directional. • Static. • Difficult to update. ©SHRM 2009

9. 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? ©SHRM 2009

10. 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. ©SHRM 2009

11. 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: • Sharepointhttp://www.microsoft.com/sharepoint/capabilities/collaboration/overview.mspx • Googledocshttps://documents.google.com/ • Wikishttp://pbwiki.com/content/viewdemobusiness ©SHRM 2009

12. 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? ©SHRM 2009

13. 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. ©SHRM 2009

14. Team Homework Assignment Collaborative Internet Tools Assignment • Form the class into groups and distribute activity instructions. • Activity. • Googledocs: http://documents.google.com. ©SHRM 2009

15. Break • Break ©SHRM 2009

16. Lesson 2 In this lesson we will: • Explore how Web 2.0 technologies affect the HR functions of recruiting and selection. • Describesome applications of Web 2.0 to recruiting. • Discuss cautions when implementing these technologies. ©SHRM 2009

17. HR Functions and Technology • Examples of applications of new technologies in HR to the functions of recruiting and selection. ©SHRM 2009

18. 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) ©SHRM 2009

19. 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. ©SHRM 2009

20. Technology and Recruiting Job search sites • General sites: • Monster.com • Careerbuilder.com • Snagajob.com • Microsites: • Boeinghttp://www.boeing.com/employment/ • McDonaldshttp://www.mcdonalds.com/usa/work.html • Proctor and Gamble (P&G) http://www.pg.com/jobs/sectionmain.shtml ©SHRM 2009

21. Using Web 2.0 Technologies in Recruiting • Video technologies • Examples: • Google Recruitment Videohttp://www.youtube.com/watch?v=JcXF1YirPrQ • Recruitment videoshttp://www.vault.com/companies/video_companies.jsp ©SHRM 2009

22. 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? ©SHRM 2009

23. 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. ©SHRM 2009

24. 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. ©SHRM 2009

25. 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? ©SHRM 2009

26. Recruiting Passive Applicants • Networking is an important source of leads about passive applicants. • Social networks: • LinkedIn. • Facebook. • MySpace. ©SHRM 2009

27. Technology and Selection Selection • Using technology for screening. • Video resumes: • CBS video resume cliphttp://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). ©SHRM 2009

28. 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) ©SHRM 2009

29. 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? ©SHRM 2009

30. 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. ©SHRM 2009

31. Homework Assignment • Homework activity: Interview people on technology use. ©SHRM 2009

32. Break • Break ©SHRM 2009

33. Lesson 3 In this lesson we will: • Discuss employee expectations about Web 2.0 technology. • Explorehow Web 2.0 can enhance employee connections. • Identifyguidelines and policies for Web 2.0 technology use. ©SHRM 2009

34. 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. ©SHRM 2009

35. 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. ©SHRM 2009

36. 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). ©SHRM 2009

37. 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. ©SHRM 2009

38. 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. ©SHRM 2009

39. 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. ©SHRM 2009

40. 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? ©SHRM 2009

41. 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. ©SHRM 2009

42. 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) ©SHRM 2009

43. 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. ©SHRM 2009

44. 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. ©SHRM 2009