Effective Practice HR Technology

HR TECHNOLOGY 1

EffectivePractice: HR Technology

UniversityAffiliation

The proliferationof the Internet has enhanced the use of technology to changepractices of human resource management. In fact, current data showsthat many organizations utilize their portals as HR. Sophisticated HRtools and processes have been adopted to reduce costs and improveservices. Dell Inc. is a multinational corporation that creates,repairs, and sells computers and other similar products. It isimportant to analyze how Dell Inc. has transformed its HR processesusing current technological capabilities.

Why HR isEvolving into a Technology-Based Profession

HR is changinginto a more technology-based profession due to several reasons.Firstly, organizations need to enhance service and access toinformation for managers and employees (Johnson &amp Geutal, 2011).Furthermore, many companies desire to present stronger competitionfor global talent. Besides, entities need to streamline HR methods toreduce compliance costs and limit administrative burdens (Johnson &ampGeutal, 2011). An enterprise would also seek to transform HR to playa strategic role in its processes. Notably, Dell Inc. epitomizes suchevolutionary advancements in its human resource practices.

Two Major HRISOptions

Human resourceinformation systems (HRIS) comprise the business processes, software,and hardware used to implement an automated HR approach. Anintegrated solution refers to where a company uses a single vendor todevelop a comprehensive platform (Johnson &amp Geutal, 2011). Theresultant platform supports multiple HR functions such as logistics,customer relationship management, and a general ledger. On the otherhand, a ‘best of breed’ solution considers several vendors beforeselecting the best applications for each business function (Johnson &ampGeutal, 2011). Nevertheless, the integrated solution is the bestoption for Dell Inc. since the company primarily deals withcomputers.

Accessible HRData

Potential workerscan access data concerning job openings and the company’s history.Hence, they can choose whether to apply for advertised positions. Inthis regard, application blanks are provided as templates. Employeescan also access personal details, benefits enrollment, retirementplanning scenarios, and dependent data (Johnson &amp Geutal, 2011).Furthermore, managers can acquire useful information oncost-per-hire, training investment factor, and turnover costs.Additionally, executives can obtain succession plans and data for HRcosting based on forecasts (Johnson &amp Geutal, 2011). However,Dell Inc. needs to provide time and attendance data to externalgroups. This is because such information earns the goodwill ofpotential investors and financiers. Hence, the firm can acquireadditional capital to finance its projects. Other required types ofdata include COBRA status, payroll information, and dependent healthinsurance status.

e-RecruitingApproach

Dell Inc. hasprovided an online platform that allows prospective employees totrack job vacancies. The Dell Careers interphase also permits peopleto check their job cart and application status. This approach hasbeen inspired by the company’s objectives to increase the qualityof applicants and reduce recruiting costs.

Best Practicesfor e-Recruiting

Dell’srecruitment website can be accessed athttp://www.dell.com/learn/us/en/uscorp1/careers.The website is user-friendly, aesthetically pleasing, and interactiveto appeal to highly sophisticated individuals. Additionally, the siteincludes plenty of information on the work environment, HR brand, andthe company`s culture. The company also uses a separate link athttp://jobs.dell.com/to help applicants assess their fit within the organization.Nonetheless, Dell Inc. has established other recruiting methods toensure diversity.

PersonalExperience with eLearning

Distance learning refers to when training is remotely deliveredthrough the web (Johnson &amp Geutal, 2011). The trainee and theinstructor are based at different locations. Hence, study materialsare provided through web-based platforms such as online discussions,e-mail, and chat (Johnson &amp Geutal, 2011). E-learning has somedifferences with traditional forms of learning. For example,e-learning optimizes the use of advanced technology whileconventional methods have reduced application of technology.E-learning works where both parties are far apart while traditionalforms require the trainee and the instructor to be in proximity toone another. The internet is used as the primary method ofcommunication in e-learning. On the other hand, traditional formsutilize verbal and written methods. Granted, e-learning has a higherrate of attrition as compared to traditional methods. This differenceoccurs since trainees feel isolated and fail to establish meaningfulconnection with the material (Johnson &amp Geutal, 2011). E-learningallows students to control the pace, sequence, and timing oflearning. However, traditional methods are highly inflexible.Notwithstanding, both traditional forms and e-learning contributetowards the enhancement of skills and knowledge.

Benefits ofUsing e-Compensation and e-Benefits Technology

E-compensationrefers to the use of automated payroll systems. For the HRprofessional, E-compensation provides a means to ensure bettercontrol over the expenses incurred in incentive programs (Johnson &ampGeutal, 2011). The professional can also modify compensation rates tonot only attract highly-qualified applicants but also retain the bestperformers (Reed &amp Bogardus, 2012). Furthermore, e-compensationsystems enable managers to set equitable pay rates that value thecontribution of various workers. Additionally, HR professionals areempowered to award bonuses and raises that are commensurate with thelevel of performance (Reed &amp Bogardus, 2012). On the other hand,HR professionals use e-benefits to control the employees’compensation costs and monitor unemployment claims. For the employee,E-compensation increases access to salary information within thelocal market. Hence, they will identify and eliminate any unfairnessor inequality in the pay structure (Johnson &amp Geutal, 2011).Employees desire to enjoy internal and external equity with regardsto compensation. Notably, the organization will be inclined to updateits compensation structure. Furthermore, e-benefits systems enableemployees to acquire pertinent information and hence manage theirfunds online.

Five-YearTrends in HR

The growth ofsocial networking will have the most impact at Dell Inc. with regardsto recruitment, communication, and training. This is becausepotential legislation may hinder companies from using socialnetworking information to guide employment decisions.

Conclusion

Indeed, HR hasevolved into a technology-based profession as companies endeavor toreduce administrative burdens. In this respect, firms haveestablished e-compensation and e-benefits programs to value theirworkers. E-recruiting has also been used to lower costs and increasethe number of applicants. Company websites are also used to provideinformation to various stakeholders such as employees, managers,executives, and external groups. In the next five years, Dell Inc.will be impacted by the increased use of social media networks.

References

Johnson, R. D. &amp Geutal, H. G. (2011). Transforming HR throughtechnology: The use of E-HR and HRIS in organizations. Retrievedfromhttps://www.shrm.org/about/foundation/products/Documents/HR%20Tech%20EPG-%20Final.pdf

Reed, S. M. &amp Bogardus, A. M. (2012). PHR / SPHR: Professionalin Human Resources Certification Study Guide (4thed.). Indianapolis, IN: Wiley Pub.