Expert: Leo Lingham - 11/16/2009

Question
1. Discus the role of IT in HRM  

Answer
KANIMOZHI,
HERE  IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
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THERE  ARE  MANY  APPLICATIONS  OF  ''IT''
IN  HUMAN  RESOURCE  MANAGEMENT.

1.Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, refers to the systems and processes at the intersection between human resource  management (HRM) and  information technology . It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.
The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

Purpose
The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of -HUMAN  CAPITAL -  has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS.
Currently Human Resource Management Systems encompass:
-Payroll
-Work Time
-Benefits Administration
-HR management Information system
-Recruiting
-Training
-Performance Record
-Employee Self-Service
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2.The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems.
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3.The work time gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions.
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4.The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement.
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5.The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:
produce pay checks and payroll reports;
maintain personnel records;
pursue  TALENT  MANAGEMENT.

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6.Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization.  TALENT  MANAGEMENT  systems typically encompass:
analyzing personnel usage within an organization;
identifying potential applicants;
recruiting through company-facing listings;
recruiting through online recruiting sites or publications that market to both recruiters and applicants.
The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated  APPLICANT  TRACKING  SYSTEM , or 'ATS', module.
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7.The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a LEARNING  MANAGEMENT  SYSTEM  if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS  allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics.
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8.The Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department.
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9.An Applicant Tracking System (ATS) is a  SOFTWARE  PROGRAM that enables the electronic handling of recruitment needs. An ATS system can be implemented on an Enterprise or small business level, depending on the needs of the company. ATS systems are designed for recruitment tracking purposes.
The principal function of an ATS is to provide a central location and database for a company's recruitment efforts. ATS are built to better assist management of resumes and applicant information. Data is either collected from internal applications via the ATS front-end, located on the company website or is extracted from applicants on job boards. The majority of job and resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software providers to provide parsing support and ease of data migration from one system to another.
Functionality of an ATS is not limited to data mining and collection, ATS applications in the recruitment industry include the ability automate the  RECRUITMENT  Process via a defined  WORKFLOW.
Another benefit of an applicant tracking system is analyzing and coordinating recruitment efforts - managing the conceptual structure known as HUMAN  CAPITAL . A corporate career site or company specific job board module may be offered, allowing companies to provide opportunities to internal candidates prior to external recruitment efforts. Candidates may be identified via preexisting data or through information garnered through other means. This data is typically stored for search and retrieval processes. ATS systems have expanded ATS offerings that include off-site, encrypted resume and data storage, legally required by EQUAL OPPORTUNITY   Employment Laws.
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10.A learning management system (LMS) is a software application for the administration, documentation, tracking, and reporting of training programs, classroom and online events, e-learning programs, and training content.
LMSs range from systems for managing training and educational records, to software for distributing courses over the Internet with features for online collaboration. Corporate training use LMSs to automate record-keeping and employee registration. Student self-service (e.g., self-registration on instructor-led training), training workflow (e.g., user notification, manager approval, wait-list management), the provision of on-line learning (e.g.,COMPUTER  BASED TRAINING), on-line assessment, management of continuous professional education (CPE), COLLABORATIVE LEARNING (e.g., application sharing, discussion threads), and training resource management (e.g., instructors, facilities, equipment), are dimensions to Learning Management Systems.
Some LMSs are Web-based to facilitate access to learning content and administration. LMSs are used by regulated industries (e.g. financial services and biopharma) for compliance training. It is also used by educational institutions to enhance and support classroom teaching and offering courses to a larger population of learners across the globe.
Some LMS providers include "performance management systems", which encompass employee appraisals, competency management, skills-gap analysis, succession planning, and multi-rater assessments (i.e., 360 degree reviews).
For the commercial market, some Learning and Performance Management Systems include recruitment and reward functionality.
The characteristics shared by   LMSs include:
Manage users, roles, courses, instructors, facilities, and generate reports
Course calendar
LEARNING  PATH
Student messaging and notifications
Assessment and testing handling before and after testing
Display scores and transcripts
Grading of coursework and roster processing, including waitlisting
Web-based or blended course delivery
Characteristics more specific to corporate learning, which sometimes includes franchisees or other business partners, include:
Autoenrollment (enrolling Students in courses when required according to predefined criteria, such as job title or work location)
Manager enrollment and approval
Boolean definitions for prerequisites or equivalencies
Integration with performance tracking and management systems
Planning tools to identify skill gaps at departmental and individual level
Curriculum, required and elective training requirements at an individual and organizational level
Grouping students according to demographic units (geographic region, product line, business size, etc.)
Assign corporate and partner employees to more than one job title at more than one demographic unit
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11.E-learning (or electronic learning or eLearning) encompasses forms of technology-enhanced learning (TEL) or very specific types of TEL such as online or Web-based learning. Nevertheless, the term does not have a universally accepted definition and there are divides in the e-learning industry about whether a technology-enhanced system can be called e-learning if there is no set PEDAGOGY  as some argue e-learning is: "PEDAGOGY  empowered by digital technology".
The term e-learning is ambiguous to those outside the e-learning industry, and even within its diverse disciplines it has different meanings to different people . For instance in companies, it often refers to the strategies that use the company network to deliver training courses to employees and lately in most Universities, e-learning is used to define a specific mode to attend a course or programmes of study where the students rarely or never meet face-to-face, nor access on-campus educational facilities, because they study online.
Goals and benefits of e-learning
E-Learning can provide for major benefits for the organizations and individuals involved.
Improved performance: A 12-year meta-analysis of research by the U.S. Department of Education found that higher education students in online learning generally performed better than those in face-to-face courses.
Increased access: Instructors of the highest calibre can share their knowledge across borders, allowing students to attend courses across physical, political, and economic boundaries. Recognized experts have the opportunity of making information available internationally, to anyone interested at minimum costs.
Convenience and flexibility to learners: in many contexts, eLearning is self-paced and the learning sessions are available 24x7. Learners are not bound to a specific day/time to physically attend classes. They can also pause learning sessions at their convenience. High-end technology is not necessary for all online courses. Basic internet access, audio, and video capabilities are common requirements.
To develop the skills and competencies needed in the 21st century, and in particular to ensure that learners have the digital literacy skills required in their discipline, profession or career   Major argument for e-learning is that it enables learners to develop essential skills for knowledge-based workers by embedding the use of information and communications technologies within the curriculum. He also argues that using e-learning in this way has major implications for course design and the assessment of learners.
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12.Computer-based learning
Computer-based learning, sometimes abbreviated to CBL, refers to the use of computers  as a key component of the educational environment. While this can refer to the use of computers in a classroom, the term more broadly refers to a structured environment in which computers are used for teaching purposes. The concept is generally seen as being distinct from the use of computers in ways where learning is at least a peripheral element of the experience (e.g. computer games and web browsing).
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13.Computer-Based Training
Computer-Based Trainings (CBTs) are self-paced learning activities accessible via a computer or handheld device. CBTs typically present content in a linear fashion, much like reading an online book or manual. For this reason they are often used to teach static processes, such as using software or completing mathematical equations. The term Computer-Based Training is often used interchangeably with Web-based training (WBT) with the primary difference being the delivery method. Where CBTs are typically delivered via CD-ROM, WBTs are delivered via the internet   using a  web browser . Assessing learning in a CBT usually comes in the form of multiple choice questions, or other assessments that can be easily scored by a computer.
CBTs can be a good alternative to printed learning materials since rich media, including videos or animations, can easily be embedded to enhance the learning. Another advantage to CBTs are that they can be easily distributed to a wide audience at a relatively low cost once the initial development is completed.
However, CBTs pose some learning challenges as well. Typically the creation of effective CBTs requires enormous resources. The software for developing CBTs is often more complex than a subject matter expert or teacher is able to use. In addition, the lack of human interaction can limit both the type of content that can be presented as well as the type of assessment that can be performed. Many learning organizations are beginning to use smaller CBT/WBT activities as part of a broader online learning program which may include online discussion or other interactive elements.
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14.Computer-supported collaborative learning (CSCL)
CSCL is one of the most promising innovations to improve teaching and learning with the help of modern information and communication technology. Collaborative or group learning refers to instructional methods whereby students are encouraged or required to work together on learning tasks. It is widely agreed to distinguish collaborative learning from the traditional 'direct transfer' model in which the instructor is assumed to be the distributor of knowledge and skills.
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15.Technology-enhanced Learning (TEL)
Technology enhanced learning (TEL) has the goal to provide socio-technical innovations (also improving efficiency and cost effectiveness) for e-learning practices, regarding individuals and organizations, independent of time, place and pace. The field of TEL therefore applies to the support of any learning activity through technology.
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16.HUMAN  RESOURCE  INFORMATION SYSTEM [ HRIS]
The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.
Typically, the better The Human Resource Information Systems (HRIS) provide overall:
Management of all employee information.
Reporting and analysis of employee information.
Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
Benefits administration including enrollment, status changes, and personal information updating.
Complete integration with payroll and other company financial software and accounting systems.
Applicant and resume management.
The HRIS that most effectively serves companies tracks:
attendance and PTO use,
pay raises and history,
pay grades and positions held,
performance development plans,
training received,
disciplinary action received,
personal employee information, and occasionally,
management and key employee succession plans,
high potential employee identification, and
applicant tracking, interviewing, and selection.
An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs.
With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.
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17. HR  Balanced scorecard
A business model developed by Kaplan and Norton as a tool to measure organisational performance against both short and long-term goals. The balanced scorecard is designed to focus managers' attention on those factors that most help the business strategy and so alongside financial measures, it adds measures for customers, internal processes and employee learning. Some organisations have used the balanced scorecard model in setting and measuring knowledge management strategies.
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18. Benchmarking
The practice of comparing the performance of your organisation, department or function against the performance of 'the best' - whether they be other organisations, industry standards or internal departments. The aim is to look at how well you are doing compared to others in the same field or industry, and to learn from their best practices as a basis for improving your own.
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19.Double-loop learning (or: Generative learning)
In contrast to singleloop learning , which involves using knowledge to solve specific problems based on existing assumptions and often based on what has worked in the past, double-loop learning goes a step further and questions existing assumptions in order to create new insights. For example,
the  supply  chain failures  in  an organization.
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20.Extranet
A website that links an organisation with other specific organisations or people. Extranets are only accessible to those specified organisations or people and are protected via passwords.
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21.Groupware
Computer software applications that are linked together by networks, and so allow people to work together and share electronic communications and documents
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22.Information
Data that has been organised within a context and translated into a form that has structure and meaning. (Note: while most people have an idea about what information is, it is rather difficult to define in a meaningful way).
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23. Intranet
A computer network that functions like the internet, but the information and web pages are located on computers within an organisation rather than being accessible to the general public.
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24.Organisational learning
The ability of an organisation to gain knowledge from experience through experimentation, observation, analysis and a willingness to examine both successes and failures, and to then use that knowledge to do things differently. While organisational learning cannot happen without individual learning, individual learning does not necessarily produce organisational learning. Organisational learning occurs when an organisation becomes collectively more knowledgeable and skillful in pursuing a set of goals.Single-loop learning (or: Adaptive learning)
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25.Single-loop learning involves using knowledge to solve specific problems based on existing assumptions, and often based on what has worked in the past.
etc  etc etc


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