* Technology Affecting Human Resources Management
Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, moderations to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity. As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are continually being embraced in this field where the mission is always to do more with less. In order to make the most of their highly protracted time, workers in HR are using technologies such as computer-assisted interviewing and employee self-service, as well as a variety of other technological tools, to make the most out of their time--time that's already scarce. Computer-Assisted Interviewing: Helpful or Harmful?
Traditionally, the interviewing process has been managed and conducted solely by human interviewers from start to finish. With lengthy piles of applications, resumes, and the like to sort through, the process has always required a great deal of paperwork on the part of human resources personnel. Additionally, a great deal of time must be invested into screening out potentially good applicants from potentially bad ones. As a result, computer-assisted interviewing tactics are being employed. * How Computer-Assisted Interviewing Works
Computer-assisted interviewing is changing how companies recruit and select in ways that couldn't have been anticipated a few years ago. While this field is still in it's early stages, it is growing rapidly as it continually proves and reproves its benefits and worth to employers (Thornsburg 73). One company in specific that has benefited from computer-assisted interviewing is Nike. They use several different features of the technology in different areas of their recruitment process as they see fit (Thornsburg 75). Logically, the beginning of the recruitment process is where they chose to start. For one endeavor, the company initially began with 250 job postings to which they received some 6000 responses. Clearly such a large number of applicants would take considerable resources to sift through, and even more time to identify ideal candidates. To avoid this, the first thing Nike did was employ a telephone network that utilized Interactive Voice Response, or IVR (Thornsburg 75). This system, similar to one a person is presented with when calling most financial or academic institutions, uses a pre-recorded voice to relay menu options assigned to touch-tone keypad numbers (e.g. "Press zero to speak with the operator"). The user then presses the button corresponding to the options or choices they desire. By having applicants respond in this fashion to a series of just eight questions, Nike was able to rule out about 3500 applicants who either weren't available when they were needed or didn't have the sufficient retail experience the company was seeking. The rest were called down for a computer-assisted interview at the store (Thornsburg 76). When conducted, the computer-assisted...