Human Factors in Technology Essay

Companies now more than ever ar adequate to(p) to utilize engineering science to be able to one ensure that the phoners 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 function tools such(prenominal) 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 utilize for not being aware of the ethics and therefore create a zero tolerance for estimable 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 throw to ensure that the usage is w ithin the compliance of the companies values.Some of these tools range from having each employee signalise 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 typi knelly the companies monitoring software will warn the individual that this site is not approved for use at work as well as impart 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 rattling inappropriate at work or if the user truly did not intend to access that site. This type of env ironment can be viewed in a couple of different ways, one would be a big brother approach that the company is constantly watching over its employees shoulder creating a market-gardening 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 maximising 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 mull over), Evaluat ions (metrics or best practices for measuring performance, pay scales and benefits packages), homework within HR growing career managers, keeping up to date on labor laws and regulations and Retaining the talent pool (keeping a low wriggle-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 designate hunters and the time it took for recruiters to screen appl icants from all over the country. Another tool that has saved money and added convenience for both HR professionals as well as applicants is the competency 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 manipulation has seen changes in the way they are handled and processed through newer technolo gy. 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 nonrecreational Development has always been vital to ensure that companys employees are able to have the right training and knowledge to provide the most productivity. An alpha key to training is continual update training as newer processes are implemented or technology itself how to provide the training quickly for a unseamed 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 defective place or chooses the wrong command. This allows for almost real time experience ha ndling using training accounts avoiding costly errors. This works has shown to be more beneficial since the user is seeing the kindred screen and commands, as they will when using the actual system.ConclusionTechnology has provided tools in todays workplace that allow companys to assistance 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 companys money in using newer methods for recruiting, retention, training and benefits than ever before.ReferencesChapman, A. (n.d.). training and learning development. ( alan chapman 1995-2010 ) Retrieved December 01, 2012, from Business balls.comhttp//www.businessballs.com/traindev.htmElizabeth Regan, B. O. (2002). Implementing Individual and officiate Group Technologies. Retrieved DEC 11, 2012, from University of Phoenix https//ecampus.phoenix.edu/content/eBookLibrary2/content/TOC.aspx?assetdataid=0c85207c-4579 -445d-b2e5-278c996a3835&assetmetaid=9f9341ec-776c-4a2c-8e8c-422fc4e5f1feELLEN 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.comSpears, S. (2012, DEC 13). Implement a brisk Technology Plan. Retrieved DEC 23, 2012, from University of Phoenix https//classroom.phoenix.edu