HR and Technology

Robin Sronce, Ph.D., SPHR 2009

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?
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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.

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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.

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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.

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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/

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Disseminating Information

HR professionals disseminate information

• Traditional methods:
> Email.
> Newsletters.
> Reports.
> Bulletin boards.
> Employee handbooks.
• Web 2.0 applications:
> Blogs.
> Wikis.
> Social networks.

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 Information Dissemination Comparisons

Traditional Web 2.0

• One-directional. • Interactive.
• Static. • Dynamic.
• Difficult to update. • Easily modified.

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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?

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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.

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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:
> Sharepoint
http://www.microsoft.com/sharepoint/capabilities/collaboration/overview.msp
x
> Googledocs https://documents.google.com/
> Wikis http://pbwiki.com/content/viewdemobusiness

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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?

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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.

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Team Homework Assignment

Collaborative Internet Tools Assignment

• Form the class into groups and distribute activity
instructions.
• Activity.
• Googledocs: http://documents.google.com.

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Break

• Break

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Lesson 2

In this lesson we will:

• Explore how Web 2.0 technologies affect the HR

functions of recruiting and selection.

• Describe some applications of Web 2.0 to

recruiting.

• Discuss cautions when implementing these

technologies.

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HR Functions and Technology

• Examples of applications of new technologies in

HR to the functions of recruiting and selection.

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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)

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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.

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Technology and Recruiting

Job search sites

• General sites:
> Monster.com
> Careerbuilder.com
> Snagajob.com
• Microsites:
> Boeing http://www.boeing.com/employment/
> McDonalds http://www.mcdonalds.com/usa/work.html
> Proctor and Gamble (P&G)
http://www.pg.com/jobs/sectionmain.shtml

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Using Web 2.0 Technologies in Recruiting

• Video technologies
> Examples:
• Google Recruitment Video http://www.youtube.com/watch?
v=JcXF1YirPrQ
• Recruitment videos
http://www.vault.com/companies/video_companies.jsp

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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?

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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.

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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.

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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?

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Recruiting Passive Applicants

• Networking is an important source of leads about

passive applicants.

• Social networks:
• LinkedIn.
• Facebook.
• MySpace.

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Technology and Selection

Selection
• Using technology for screening.
• Video resumes:
> CBS video resume clip http://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).

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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)

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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?

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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.

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Homework Assignment

• Homework activity: Interview people on technology

use.

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Break

• Break

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Lesson 3

In this lesson we will:

• Discuss employee expectations about Web 2.0

technology.

• Explore how Web 2.0 can enhance employee

connections.

• Identify guidelines and policies for Web 2.0

technology use.

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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.
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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.

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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).

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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.

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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.

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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.

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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?

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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.

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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)

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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.

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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.

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