Network - Fall 2010 - (Page 41)

O Feature Human Touch ill increasing automation cost departments their “human” element? Computer says no. When the Society for Human Resource Management (SHRM) recently asked its Special Expertise Panel on Technology and HR Management to report on technology trends in the sector, its overall conclusion was unsurprising – IT is being leveraged by HR to benefit almost every aspect of its day-to-day operations. With HR technology constantly improving and costs continuing to decline in many instances, it is inevitable that implementation of these applications will continue to rise. But the devil is in the details. As HR – by its very nature the “human” element of any organization – becomes more automated, is it losing its very essence? Increasing concerns over labour and knowledge shortages, as well as compliance requirements such as Sarbanes-Oxley, have pushed firms to examine HR management more closely than ever before. And in turn HR departments have increasingly turned to their CIOs to tackle Technology Aids the Industry trends The Society for Human Resource Management’s new HR Technology Survey highlights the following key findings for the industry: • Expanded use of the web for delivery and utilization of HR applications on a service basis • The majority of HR professionals surveyed said their organization did not have an employee selfservice component built into its HR technology system • This is likely to change according to HR technology experts, however, as Internet-based selfservice applications are improved and are better integrated into other work processes • Most organizations are not measuring the ROI for HR technology systems, and thus some are finding making the case for HR technology problematic • Significant growth in the use of e-learning • Heightened awareness of HR data privacy – an increasingly important issue given the rise of identity theft using employee information • Increasing outsourcing of human resource information technology systems • Increasing transition to paperless payroll W strategic issues such as performance management, compliance-oriented training and succession planning. But is there a danger that HR will leave its “human” element behind as it relies on the aid of technology? Certainly there is a greater willingness by the HR sector to embrace technology, as demonstrated by the SHRM study. The report’s panel of experts identified “expanded use of the web for delivery and utilization of HR applications on a service basis” as a common trend, but the deployment of HR technology runs far deeper. One particular area that has been highlighted is the increasing deployment of self-service components built into HR technology systems. “Employee self-service is giving employees access to details about their payroll and pension information from any web-based location along with the ability to change information,” explains Steve Joyce, HR practice leader at The Hackett Group. “Self-service for job-related functions allows employees to see what jobs are on offer and can be extended to external applicants who can identify NETWORK O Fall 2010 O 41

Table of Contents for the Digital Edition of Network - Fall 2010

Network - Fall 2010
HRIA President’s Message
HRIA Membership = Career Advancement
HR Abstract
Social Networking: The Good, the Bad and the Legal
Shifting Focus Harnessing Technology for Learning and Development
Technology in Recruiting: All It’s Cracked Up To Be?
Drowning in Data: Get the Most Out of Metrics
HR Data Management: Gains Through Employee Empowerment
Technology Aids the Human Touch
The HR Office True-life Tales from the HR Profession
Index of Advertisers

Network - Fall 2010