Instructionsassignment Overview And Directionsusing Your Organization ✓ Solved
Instructions Assignment Overview and Directions: Using your organization, or one you are familiar with, you will identify your knowledge of HRIS and to make a suggestion about a new piece of technology for each of the weekly learning objectives for HRMT415 for Weeks 2-6. It could be one piece of technology that brings these all together or you might have a suggestion for each. For clarification, these topics were discussed in the course for Weeks 2-6: The topics for Weeks 2 through 6 are as follows: 1) Week 2 - eRecruiting and eSelection 2) Week 4 - Self-Service and HR Portals 3) Week 5 - eLearning and Training 4) Week 6 - Performance Management Each of these topics should be about one page in length responding to the assignment objective, i.e. make a suggestion about a new piece of technology for each of the weekly learning objectives.
In some cases, it might be an integrated system - where it is one program that fulfills each element. You should also share the requirements that must be considered in relation to each of the decisions that you make as well as your rationale for the recommendation. A good place to find information for this assignment is the online APUS library and on the SHRM website. This paper will require you to research HRIS technology. The following will help guide you through the mechanics of the paper: · Utilize the APA Style for preparing your paper. · The "body" of the paper will be no less than 6 pages · Your title page, abstract, references, and any attachments are not included in the page count. · Your abstract is a brief, comprehensive summary of the content of a paper.
The abstract goes on a page by itself and precedes the actual paper. · Your introduction will provide an opportunity to capture the reader's attention with a "hook." It also indicates what the paper will be about and how you will approach the topic. · Your conclusion will summarize the main idea, ties the main points together neatly for the reader, and ends with a sense of finality. Avoid introducing new ideas in the conclusion. · I encourage you use, at a minimum, the word processing software's grammar and spell check, making the necessary corrections before submitting as punctuation, essay format (thesis, supporting paragraphs with transition and topic sentences, and summary) grammar, and documentation count toward your grade.
Paper for above instructions
Title: Enhancing HR Functions through Innovative Technology SolutionsAbstract
This paper analyzes various aspects of Human Resource Information Systems (HRIS) within the context of a corporation, highlighting the need for contemporary technological solutions to improve HR processes. The paper integrates insights from weekly learning objectives covered in HRMT415, including eRecruiting, Self-Service Portals, eLearning, and Performance Management. For each objective, a specific technology solution is suggested to enhance organizational efficiency. The need for integration among these technologies is emphasized, considering aspects such as user-friendliness, data protection, and scalability. Selected recommendations include an advanced applicant tracking system, an HR self-service platform, a learning management system, and a comprehensive performance management tool.
1. Introduction
Human resource management has evolved significantly in recent years, especially with the advent of digital tools that streamline HR functions and improve the employee experience. Organizations are increasingly reliant on Human Resource Information Systems (HRIS) to manage various HR functions, including recruitment, employee training, and performance management. This paper explores innovative HR technologies that can enhance the HR functions of an organization. Each section corresponds to the weekly learning objectives discussed in HRMT415 from Weeks 2 to 6, outlining a specific technology solution to address the needs of each area.
2. eRecruiting and eSelection: Lever Hiring Solutions
In the realm of recruitment and selection, I recommend the use of an advanced applicant tracking system such as SmartRecruiters. This technology simplifies the recruiting process by allowing HR personnel to create job postings, manage applications, and track candidates through the hiring process. SmartRecruiters offers user-friendly dashboards, robust analytics for recruitment metrics, and seamless integration with other HR systems (SmartRecruiters, 2023).
Requirements and Rationale:
For effective implementation, the organization should consider the scalability of SmartRecruiters to accommodate future hiring needs, its compatibility with current HR systems, and the level of training employees will need to maximize its features. According to Holzer & Neumark (2000), effective recruitment technology leads to better hiring outcomes by providing tools for collaborative hiring and data insights.
3. Self-Service and HR Portals: Empowering Employees
A well-designed self-service portal, such as Zenefits, fosters employee engagement and autonomy. This platform allows employees to manage their personal information, submit leave requests, and access benefits information on-demand, reducing the administrative burden on HR teams (Zenefits, 2023). The self-service portal aligns with current HR trends by promoting transparency and efficiency.
Requirements and Rationale:
Implementing Zenefits requires careful planning to ensure system accessibility for all employees and to provide training sessions that ease users into the platform. Proper cybersecurity measures must also be put in place to protect sensitive personal information, as employee data security is paramount in HRIS (Gupta, 2020).
4. eLearning and Training: Fostering Continuous Development
For training and development, I recommend the use of a comprehensive learning management system (LMS) like TalentLMS. This platform offers robust eLearning capabilities, allowing organizations to create, manage, and deliver training content across various formats, including videos, quizzes, and collaborative projects. TalentLMS supports personalized learning paths, enabling employees to learn at their own pace and according to their specific needs (TalentLMS, 2023).
Requirements and Rationale:
To successfully deploy TalentLMS, organizations need to evaluate their current content and ensure it aligns with the platform's capabilities. It also necessitates a mapping of skills required within the organization to tailor training programs effectively. Ongoing support and feedback on training sessions are crucial for fostering an environment of continuous development (Noe, 2017).
5. Performance Management: Enhancing Employee Appraisal Systems
Performance management can be optimized through dedicated performance management software like 15Five. This platform promotes a culture of feedback, allowing managers and employees to engage in continual performance discussions, set goals, and conduct mutual evaluations (15Five, 2023). Emphasizing continuous feedback rather than annual reviews aligns with modern business needs.
Requirements and Rationale:
The introduction of 15Five requires alignment with company culture and existing performance evaluation frameworks to ensure buy-in from all employees. There should be a provision for training managers and staff on utilizing the platform to facilitate constructive feedback and discussions. Gallup (2017) emphasizes that organizations with strong performance management systems see higher employee engagement levels, thus boosting productivity.
6. Conclusion
In conclusion, the advancement of HR functions through the integration of technology is integral in achieving operational efficiency within organizations. The recommended solutions—SmartRecruiters, Zenefits, TalentLMS, and 15Five—each cater to specific HR needs while promoting a more engaged and productive workforce. As organizations consider these technologies, the importance of user adoption, compatibility, data security, and continuous feedback is paramount. By embedding these technologies into the fabric of their HR operations, organizations can position themselves for success in a competitive business environment.
References
1. 15Five. (2023). Performance Management Software. Retrieved from https://www.15five.com/
2. Gallup. (2017). State of the American Workplace. Retrieved from https://www.gallup.com/workplace/238079/state-american-workplace-report-2017.aspx
3. Gupta, K. (2020). Data Security in HRIS: Importance and Strategies. International Journal of Human Resource Studies, 10(3), 50-62.
4. Holzer, H. J., & Neumark, D. (2000). Assessing Job Opportunities for Low-Skilled Workers. Journal of Labor Economics, 18(4), 759-788. https://doi.org/10.1086/209979
5. Noe, R. A. (2017). Employee Training and Development. McGraw-Hill Education.
6. SmartRecruiters. (2023). Applicant Tracking System. Retrieved from https://www.smartrecruiters.com/
7. TalentLMS. (2023). Learning Management System. Retrieved from https://www.talentlms.com/
8. Zenefits. (2023). HR & Benefits Management Platform. Retrieved from https://www.zenefits.com/
9. Dyer, L., & Reeves, T. (1995). Human Resource Strategies and Firm Performance: What Do We Know?. International Journal of Human Resource Management, 6(3), 656-670.
10. Stone, D. L., & Dulebohn, J. H. (2013). Emerging Issues in the Field of Employee Recruitment. Human Resource Management Review, 23(3), 322-335.