Main Trends in the HR Profession

Prepared by NEPManipol
DAME-CEM, UPLB
 Human Resource and Information
Technology
The advent of computer age has greatly altered not
only the availability of information but also the manner
in which it is identified and acquired
IT deals with how information is accessed, gathered,
analyzed and communicated
1960s: HR information systems were in place and
payroll administration was computerized as well
1970s: use of more powerful databases
1980s: greater integration of HR applications which
has increased the popularity and number of
organizations using IT in HR functions; the cost of
computerization dropped dramatically
 The increase in the use of IT can be seen as not
only driven by the need to automate HR
processes and services but actually influenced by
a realization that improved delivery of HR
services can become a competitive advantage of
the enterprise
Fortune Magazine study showed that competitive
advantage will no longer be defined by better
business processes but will be determined by the
quality of the workforce; intensified the
competition for talent
 Applications of IT in HR
At present, joint government and private sector
groups are unified in pushing e-commerce in the
Philippines
The government is positioning the country to
serve as host to various service-oriented
businesses particularly in the IT and related
industries
It is critical for HR people to understand and
initiate useful IT applications in HR, aligned with
the company goal efficiency and profitability.
 Applications of IT in HR
1. Use of job boards and other similar web-based
recruitment (e-recruitment)
-resume submission, quick interactive screening
methodologies, online testing, experience profiling
-applicants can get instant feedback on application
status
Advantages: improvement in recruitment efficiency,
reduction in costs, increase in quality and quantity
of applicants, establish, communicate and expand
brand identity; reduction in advertisement
costs;more convenient for applicants
 Applications of IT in HR
Disadvantages: increase in application quantity
but not necessarily the quality; loss of personal
relationships with applicants
2. E-selection- use of technology to help
organizations more efficiently manage the
process of identifying the best job candidates;
can reduce time and effort involved in selecting
the most qualified applicant for the job,
including the interpretation of test results
 Applications of IT in HR
3. Employment kiosk- provides updates on employee status
and other important information initiated and made by the
employees themselves; ensures updated employment data;
Use of Interactive Voice Response System (IVS) for information
updates and to resolve issues quickly; ensure confidentiality
through passwords, document approval and role assignments
4. E-learning- provide JIT learning opportunities; use of
Learning Management System (LMS) allows HRD managers to
focus on the more important aspects of their jobs than with
the course registration and following up attendance to
training programs; Online multi-rater assessment tools-can
help managers provide immediate feedback to their team
members and link feedback to development opportunities
 Applications of IT in HR
4. E-learning
Webinars-savings in employee travel
Use of classroom training in a virtual world
Advantages: increase in employee flexibility, control
over learning, reduction of training costs, better
tracking and management of employee training
Disadvantages: isolating the trainee- can reduce
career enhancement through networking and
linkages
 Applications of IT in HR
5. Electronic Performance Support System (EPSS)
provides online coaching and mentoring services;
managers and employees can access
organizational info through an EPSS application
Online performance management systems can
also provide mgrs a very effective tool to
communicate and establish Key Result Areas
(KRAs), objectives, and required competencies for
employees; can make performance appraisals
(PA) more objective
 Applications of IT in HR
6. Salary and Payroll Administration-now linked to
performance mgt systems, time and attendance
and other employee benefits and pay systems
Ensures timely releases of salaries, wages,
bonuses and other compensation
Ex. use of time sheets-employees can record the
number of hours spent to perform a job up to its
completion; mgrs can review and approve time
sheets with just a few clicks; Payroll batches are
created automatically, reducing data entry and
ensuring timely and accurate pay processing.
 Applications of IT in HR
7. Growth of Social Networking Sites like
Facebook and Twitter
Challenge: integrate info from social
networking sites; potential benefits must be
balanced with issues of privacy and data
accuracy
e-HR-requires change in the way HR
professionals view their roles
 Applications of IT in HR
8. Use of e-mail-emerged as the heart and soul
of corporate communication;
HR with the help of IT experts should develop
unified messaging that will allow workers to
check and store e-mails related to work in one
single inbox
 Applications of IT in HR
9. Use of IT to enhance customer involvement-
companies started using different social
networking sites where they can post company
updates, service offering or to just let the users
of the account know that their company exists
HR departments should also start thinking
how to use these social media to improve and
enhance employee services and employee
relations
 Applications of IT in HR
10.Telecommuting/Teleworking-act of moving the work to the
workers instead of the workers to work; substituting IT to
establish remote or virtual office; provides jobs near homes or
transform homes into virtual office extensions
Advantages (Employer):
1. Employer benefits: increased productivity
2. Less travel time; better use of employees peak efficiency
time
3. Decreased turnover
4. Hiring incentive to new employees
5. Opportunity to tap new labor pools such as parents with
young children, persons with disabilities
 Applications of IT in HR
10.Telecommuting/Teleworking-act of moving the work to the
workers instead of the workers to work; substituting IT to
establish remote or virtual office; provides jobs near homes or
transform homes into virtual office extensions
Advantages (Employee):
1. Save money on fuel, car maintenance and insurance
2. Stress reduction
3. More time for families; participation in communities
4. Fewer distractions on the job, greater work autonomy and
more relaxed work environment
5. Closer to their workplaces and thus can save hours each
day on their way to work
 Reference:
Corpuz, Crispina A. 2013. Human Resource
Management. 3rd ed.