Human Factors in Technology Essay Example for Free

Human Factors in Technology Essay Companies now more than ever are able to utilize technology to be able to one ensure that the company’s values and ethics are readily available to their employees and two technologies provide tools for managers to enforce company policies in relation to ethics. Companies use tools such as Microsoft Share point as well as an internal Intranet for posting its values and ethics making them easy to find as well as tools for understanding them. By doing so the company can then ensure that there isnt really any excuse that can be used for not being aware of the ethics and therefore create a zero tolerance for ethical violations by its employees. Technology provides several tools for managers to be able to monitor their employees use of internet; since many companies are opening up the use of the internet at work finding value in allowing their employees to use the internet especially social media while at work have to ensure that the usage is within the compliance of the companies values. Some of these tools range from having each employee sign a user agreement during the initial hiring process making it clear up front what type of usage is appropriate and spelling out what are clear violations of the usage policy. IT departments today are able to put into place system that will monitor and alert them to a user that may have either intentionally or unintentionally have ended up at a web site that would contain content that violates the companies ethical standards. When this happens typically the companies monitoring software will warn the individual that this site is not approved for use at work as well as send a message to their manager letting them know there has been a website accessed that isnt appropriate. This then gives the manager the opportunity to talk with the employee and establish if the site is truly inappropriate at work or if the user truly did not intend to access that site. This type of environment can be viewed in a couple of different ways, one wou ld be a big brother approach that the company is constantly watching over its employees shoulder creating a culture of suspicion and mistrust. Another view could be seen as a company taking responsibility for the resources it provides to ensure their employees are one remaining productive, two maximizing assists provided to the employees rather than wasting company time and cost for the technology and of course ensuring that the activity whether on break or during work hours does not violate the companies ethical standards. Technology provides valuable tools for human resources professionals today such as conducting background checks, maintaining employment records. There are several major areas in which HR has been changed dynamically through the advancement of technology and the effect that it has on corporate culture. These areas are: Recruiting (choosing the best qualified applicant for the job), Evaluations (metrics or best practices for measuring performance, pay scales and benefits packages), training within HR growing career managers, keeping up to date on labor laws and regulations and Retaining the talent pool (keeping a low turn-over) (ELLEN A. ENSHER, 2002). Recruiting has certainly seen a shift from advertising in the classifieds and job boards to internet search engines such as LINKDIN, usajobs.gov, monster.com, indeed just to name a few these sites allow job seekers to post their resumes and qualifications, and search for openings with companies all over the world. These sites also allow for recruiters to conduct searches for potential applicants who have the qualifications they are looking for. This has led to a quicker turn around time to finding and filling positions with the best-qualified applicants, ease of use for HR professionals as well as the cost savings for companies that used to utilize head hunters and the time it took for recruiters to screen applicants from all over the country. Another tool that has saved money and added convenience for both HR professionals as well as applicants is the ability to send questioners, interview with applicants through software such as SKYPE that utilizing both video and audio versus travel costs and online assessments (such as typing tests or call center simulations) (ELLEN A. ENSHER, 2002). Performance measurement tools are making improvements but not as quickly some methods that are available are tools that allow managers to be able to capture screen shots and track production levels through software. In call centers a manager is able to provide filters for specific types of calls to evaluate such as time parameters or other criteria when the call meets the criteria the screen records the entire transaction along with the audio from the phone call for performance counseling afterwards. Benefits handling has seen changes in the way they are handled and processed through newer technology. Employees are able through the internet or intranet to be able to review benefits, sign up for benefits or make changes as well as research differences between benefits packages to ensure the package is a good fit for their situation (ELLEN A. ENSHER, 2002). Training and Professional Development has always been vital to ensure that company’s employees are able to have the right training and knowledge to provide the most productivity. An important key to training is continual update training as newer processes are implemented or technology itself how to provide the training quickly for a seamless transition. Companies are able to provide step by step modules using what appears to be live screen shots simulated for the employee. The system will provide instructions on how to perform a function or task and then have the trainee perform the task, providing feedback if the user clicks in the wrong place or chooses the wrong command. This allows for almost real time experience handling using training accounts avoiding costly errors. This works has shown to be more beneficial since the user is seeing the same screen and commands, as they will when using the actual system. Conclusion Technology has provided tools in today’s workplace that allow company’s to help train and manage ethical guidelines, in turn shaping the culture and work environment for its employees. Human Resource Management through innovative technology is growing and saving company’s money in using newer methods for recruiting, retention, training and benefits than ever before. References Chapman, A. (n.d.). training and learning development. (Â © alan chapman 1995-2010 ) Retrieved December 01, 2012, from Business balls.com: http://www.businessballs.com/traindev.htm Elizabeth Regan, B. O. (2002). Implementing Individual and Work Group Technologies. Retrieved DEC 11, 2012, from University of Phoenix: https://ecampus.phoenix.edu/content/eBookLibrary2/content/TOC.aspx?assetdataid=0c85207c-4579-445d-b2e5-278c996a3835assetmetaid=9f9341ec-776c-4a2c-8e8c-422fc4e5f1fe ELLEN A. ENSHER, T. R.-V. (2002). Effects of the Internet and Technology on HR Processes. Retrieved JAN 14, 2013, from Organizational Dynamics,: www.organizational-dynamics.com Spears, S. (2012, DEC 13). Implement a New Technology Plan. Retrieved DEC 23, 2012, from University of Phoenix: https://classroom.phoenix.edu