The Electronic Communications Privacy ACT by o07vw7

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									The 11th ANNUAL MEETING
   FOR ARAB HRM&D
      IN KHARTOUM

 e- Human Resources Management and
            Development
         16-18 December, 2003
  Prepared by Eng. Mr.Mustapha Tannir
Is the HR practitioner becoming
    an endangered species?


    How has technology effected your job?

    Our profession?
Syllabus – A HR Technology Plan

   Impact of Technology on HR
   The New Virtual Workplace
   Leveraging Technology
   Employer of Choice Recruitment and
    Retention
   HR Competencies Needed in the New
    Millennium
   Your Most Important Technology Strategy
           The New Business
             Environment
   “Death of Distance”
   Communications
   Global competition
   Location
   Mergers, acquisitions, downsizing
   Cost reduction
   Productivity
   Technology
   Speed & Agility
     Turbulence in the Electronic
             Workplace

   24 × 7 × 365
   Information Age Overload
   The Lonely Virtual Office
   Are things better or worse?
   Filtering
   Privacy
          Who’s In Charge – You or Your
                   Technology?
       Signs of poorly leveraged technology


   Dependency on             Redundancy
    administrative staff      Low service expectations
   Doing it the old way      What are you spending
   Still takes forever        your time on?
   Everyone complains        How do I ….?
    about….
The Evolution of Technology in
              HR
                                                        AI
                                               Self-service
                                      Client-server        ERP
                              Call Centers              Internet
                       Outsourcing             Shared services
                Networks              Telephone - IVR
       HRIS systems              PCs
     Voice Mail               Faxes
Paper & Pencil         Mainframes
  Changing Roles in the
      Organization
      Old Role               New Role
Human Resources        Human Resources
Personnel decisions    Strategic consulting
Record keeping and        Infrastructure
 file management         Line Manager
Maintain employee        Hire, retain, train
        data              and terminate
 Hire, retain, train       Employee
   and terminate       Personal data update
   Command and              Training &
       control             development
Automated Delivery of HR Services -
             Issues
Positive
 Increased availability of      Improved Services
  HR services                    Reduced Costs
 Increased utilization          Customization
 Provides information
  and tools for line
  management
Negative
 Too impersonal, lack of
                                 Employees not willing to
  human touch                     utilize it
 Limited access for some
                                 Confidentiality and
  users without PCs               privacy issues
                                 24 × 7/365
 Additional training costs
HR Management in the Electronic Workplace
          New Roles for HR


   Employer of Choice       Virtual organization
   Outsourcing              Compliance
   Work life / balance      Policies & procedures
   Telecommuting            Privacy / Monitoring
                             High tech / high
                              touch
The Emerging Virtual Workplace
    Work/Life Balance
    Not for Everyone          Innovators
    Lack of Face-to-Face      Work Revolves Around
    Productivity               Teams & Processes
    Anytime, Anyplace –       People don’t look the
     Customized                 same
    Agility & Speed           What’s My Line – Guess
    Multiple Locations         who’s the employee?
       Technology & HRM
   High Tech Net
   Human Resources Technology X-Change
   Human Resources Certification Institute –
    SPHR, PHR
   Human Resources Technology Management
    Committee
   Research Foundation
   Web Site
   White papers
  Integrated Technology Model of
          HR Management
                                         Vision & Mission
     Monitor/Evaluate

   Leverage                                     Stakeholder
   Technology                                   Requirement

                                                Environment
Process Improvement                             Scan

        Analyze HR                             Plan & Set
        Processes                              Objectives


                                         Link HR
   Integrated Performance   Select HR    Activities to
   management, training &   Activities   Overall Goals
   reward programs
       HR Internet Strategies

   Communications Media
   Information Gateway
   Sharing & Collaboration
   Management Infrastructure
   Customized Self-service
   Process Improvement
     ROI of HR technology
   Operational          Costs per employee
    efficiencies         HR investment ratio
   Payback period       Stakeholder
   Reduction in HR       satisfaction
    costs                Increased
   Workflow              organizational
    improvements          effectiveness
   Productivity
    improvements
 An Employer of Choice Model
                        Refine &
                                    Integrated HR
                        Recommit
   Measure results /                Management
   Balanced scorecard
                                             Hire the right people
Review separation
data                                           Give them a good start

  Audit policies                                 Talk with them
  & procedures
                                                Understand how they feel
Provide reasons
                                               Analyze data
To stay / join

                                         Gap Analysis
  Employer of Choice
  Strategies
                         Market-driven
                         programs
Future Competencies of the HR
         Professional
   Ability to Manage Technology
   Use of Internet as Strategic Business Tool
   Global perspective
   Initiative, speed & agility
   Organized
   Advocate
   Strategic business person
   Customer-focused
   Process-focused
   Resource & Alliance Manager
     Why People Avoid using
          Technology
   Too complex, difficult to use
   Will it make my job easier?
   Long learning curve and time
    investment
   Bad experiences, don’t trust it
   Can’t get IT help
   Limited access to technology
   Cultural barriers
Getting people to use technology

   Get people involved      Show results
   Commitment from          Areas of resistance
    senior management        Respond to
   Training                  problems
   Integrate training,      Communications
    incentives &             Technology
    performance               “champions”
    management               Timing &
                              Sequencing
Getting Information out of your
            system
   Determine the information that you really
    need to run your business
   Identify appropriate sources
   Organize data
   Determine sequence & timing
   Develop methodology for retrieving data
   Report writing, data mining and email tools –
    data generation process
   Disseminate data into appropriate format
Privacy Concerns in the Electronic
           Workplace
    Workplace data            Internet usage
    Surveillance              Genetic testing
    Drug testing              Personality tests
    Security vs. Privacy      Background checks
    Email monitoring          Workplace searches
Legal and Regulatory Issues
   The Electronic Communications Privacy ACT
    (ECPA)
   State Electronic Regulations
   Consumer and employee data protection
   Employee Right to Privacy
   Defamation
   Discrimination
   Collective bargaining issues
   Monitoring
   Virtualized policies

								
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