By Eduardo Salas, Dianna Stone
Know-how is swiftly altering the sector of human assets administration (HRM), and propelling the sphere in a few solely new instructions classified eHR-electronic human assets. hence, this quantity specializes in expertise, eHR, and digital firms. famous specialists in eHR assessment the tendencies within the box together with worker self-service, e-learning, concepts for enforcing eHR, digital paintings preparations and their effect on human assets administration. moreover, the amount specializes in the consequences of utilizing expertise for HRM, and the useful and dysfunctional results of utilizing know-how to accomplish HRM ambitions (such as privateness and worker buyer pride issues). the quantity could be in particular worthy for researchers and practitioners within the fields of HRM and knowledge know-how.
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Additional info for Advances in Human Performance and Cognitive Engineering Research, Volume 3 (Advances in Human Performance and Cognitive Engineering Research)
Furthermore, research on HR strategy suggests that today’s HR systems should also be designed to meet the organization’s strategic objectives, including its ability to adapt to an ever changing environment (Huselid, 1995; Jackson & Schuler, 1987). In order to achieve these and other relevant goals, HR systems must be designed with an appreciation for several important objectives: First they need to facilitate the attraction of highly qualified people to the organization through effective recruitment strategies.
This suggests that OEG professionals will need to develop skill sets relevant to this new role. These include skills in: 6 7 8 9 10 11 12 13 14 • • • • • • • • team building and coaching; mentoring; individual training; change management; general business; project management; implementation; diagnosing training needs. 15 16 17 18 19 This new focus presents HR professionals with new challenges, as many of these activities are difficult to link directly to bottom line improvements. OEG professionals will need to “market” their services and look for opportunities for demonstrating the “value-added” nature of their work.
HRIT systems assist with the management of compensation and benefit systems in a variety of ways. First, such systems help manage compensation by enabling managers to better plan or model the costs associated with various incentive systems. For example, in order to choose the most effective incentive system, managers can model the impact of changes in merit pay, gainsharing, or skill-based pay on both pay levels and overall labor costs. Likewise, compensation planning systems can be used to help organizations maintain a competitive edge in the external labor market and ensure that the organization is in compliance with extant laws, regulations, and union contracts.
Advances in Human Performance and Cognitive Engineering Research, Volume 3 (Advances in Human Performance and Cognitive Engineering Research) by Eduardo Salas, Dianna Stone