Strategic Human Resource Management and Technology 389
the effectiveness of selection systems. Some use technology to conduct
interviews, personality assessments, and background checks online and use
computerized testing to examine candidates’ cognitive ability skills.
E - learning is used for a variety of education and training programs.
Web - based systems, CD - ROMs, and audio- or videoconferencing can be
used at remote locations. E - performance management systems are used to
facilitate the writing of performance appraisals. Technology can also track
unit performance, absenteeism, grievance rates, and turnover levels over
time. E - compensation is used to help agencies administer compensation,
benefi ts, and payroll systems. Technology can assist with providing manag-
ers with comparable labor market data, provide managers with a tool to
design and model the costs of compensation systems, provide employees
with information about benefi ts, provide employees with self - service sys-
tems to select or change benefi ts, and enable agencies to comply with laws
and union contracts.
Strategic Human Resources Management
Human resources information systems
applications must go beyond payroll and
benefits administration and tracking
employee records such as attendance
and absences. They must connect to
the strategic objectives of the agency
to facilitate more effective recruitment
and selection, training and develop-
ment, communication, manpower
planning, and other core HR processes.
Data assembled and gleaned from an
HRIS can be used by managers and workers to analyze problems and make
informed decisions.
Ashbaugh and Miranda (2002) identify the following strategic applica-
tions of HRIS:
Align HRIS to organizational performance issues. Use technology to evalu-
ate organizational performance.
Improve core business processes.
•
•
Human resources
information systems
applications must go
beyond payroll and benefi ts
administration and tracking
employee records. They
must connect to the
strategic objectives of
the agency.
