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Essay / Research Paper Abstract
Using Technology In Human Resources : This 6 page paper discusses adoption of information technology in human resources. The writer comments on selection and on what happens as more technology is adopted. The writer also comments on obstacles and other aspects of adopting IT. Bibliography lists 5 sources.
Page Count:
6 pages (~225 words per page)
File: ME12_PGithr10.rtf
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Unformatted sample text from the term paper:
that over 60 percent of human resource practitioners said their workload was reduced considerably because they were using technology to have employees to select benefit plans and other information (HR
Focus, 2007). Two systems that seem to be used frequently are Oracle and PeopleSoft, which merged in 2007 and is now just Oracle Human Resources Management System. The Oracle system
is a family of software applications that automates many human resource tasks. It claims to have seamless integration with other Oracle systems such as financials. This system can help human
resource managers with recruiting, compensation, payroll, benefits, performance management and more (Oracle, 2010). With the types of software available today, it makes sense to adopt an integrated system for human
resource management. There are many useful applications in this area, such as performance management systems, scheduling systems, benefit selection, tracking applicants and so on. When deciding to adopt information
technology in human resource management, it is essential to determine the needs of the organization. Human resource functions are varied and diverse. Many of these functions can be completed with
the right technology and software. Brooks (2010) wrote that information technology is no longer just a nice thing to have, it is a critical thing to have. He was discussing
benefits management but it is true for other functions of this department. Selecting technology is something that must be done with care and study. For instance, what does the
department want the technology to do? If the organization wants to use technology to manage benefit plans, the department will need software that is flexible and scalable (Brooks, 2010) because
benefit plans change. Also, the software the human resource department selects needs to be compatible with the insurance and other companies the organization deals with (Brooks, 2010) One need is
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