Internet Impact on Human Resource Management

The Internet, based on computer technology, has drawn a great deal of interest in the field of human resources. This paper will project, given today's attitude toward Human Resources departments just to what extent Internet technologies will impact HR departments in the future. To do that, it is essential to provide an overview of the current status of software and the Internet.

Entering the query "Internet and Human Resources Management" in the most popular Web browsers -- Excite, Yahoo!, HotBot and Lycos, reveal several million hits. Using the Boolean terms "Human Resources Management Software" gives a more reasonable universe of some 20,000 sites featuring software for Human resources management.

It is already known that the computer and the Internet are being used to automate most of the related tasks of an HR department of any organization. The automated systems in place strive to reduce the paper work and streamline all the functions of the Personnel Department while interacting with other departments or with other branches of the organization.

One important aspect of personnel services is the pre-recruitment and post-recruitment processes. This is crucial since these systems help the employer in assessing the qualifications, skills, experience etc. of an applicant and either absorbing suitable candidates into the organization, or recommending them to other clients (Alexan

. . .
the overarching techno-cultural concept known as employee self-service (ESS), which is in itself a much debated topic. It is safe to predict that the Internet (as well as some other less known technologies) holds tremendous promise as the key enabler for the ESS concept to become commonplace in American organizations and institutions across the country. In some companies, such as Viacom, the HR function is fundamental as a strategic, valued member of the corporate boardroom. It is tempting to believe the technical hype of the Inter/intranet wave. However, if employee self-service is going to achieve its full impact and be a key factor in the paradigm-shifting transformation of the HR function, there are a series of steps that must be followed. Scores of company experiences, both failures and successes, provide lessons learned. The major roadblocks to ESS that are most often encountered are not the employees or the managers. Resistance is too frequently found in the HR function itself. The deployment of employee self-service mandates an increase in the trust given to employees and managers as they become responsible for reviewing and changing their own information. Correspondingly, ESS also shifts the consequences of mis
. . .

Some common words found in the essay are:
Current HR, System DORS, San Diego, Resignation/Retirement Likewise, Monster Board, Viacom HR, HR Internet, Correspondingly ESS, Westwood Studios, Internet ESS, human resources, hr function, job search, internet job, employees managers, lapointe 1998, human resources management, hr department, perrone 1997, employee self-service, resources management, perrone 1997 april, hr departments future, 1997 april 7, internet job searching,
Approximate Word count = 2203
Approximate Pages = 9 (250 words per page)

More Essays on Internet Impact on Human Resource Management