Let your fingers do the talking

Article Abstract:

Interactive voice response (IVR) is a technology that combines computers and telephones to allow users to obtain data-base information, get answers to inquiries or process orders without interacting with another human being. Just like the Internet, another technology that makes use of both telephones and computers, IVR promises to bring dramatic changes to the way business is conducted. In the field of personnel management, IVR has various potential applications, including posting jobs, disseminating compensation plan information, responding to dependent status inquiries, monitoring time and attendance, and enrolling employees in flex-benefits plans. The technology can free HR professionals from these tasks, thereby enabling them to devote more time to the strategic aspects of the jobs.

Telephone and telegraph apparatus, Telephone Apparatus Manufacturing, Voice Store & Forward Equip, Evaluation, Computer-telephone integration, Computer telephony, Voice mail, Voice mail systems

---

When dealing with sexual harassment, internal issues come first

Article Abstract:

Three HR professionals responded to a hypothetical case involving an employee who won a highly publicized sexual-harassment lawsuit against her employer. Still working at the company, her performance and morale suffered heavily as a result of negative reactions from external and internal sources to the litigation. The employee needs to continue working at the company because the case is being appealed, thereby preventing her from receiving the award. All three respondents concur that the HR manager should take measures to stop individuals within the company from making more negative comments and actions against the person involved because she is still entitled to a stress-free work environment. She should be allowed to work peacefully without fear of any retaliation.

Methods, Cases, Column, Sexual harassment

---

New directions for HRMS

Article Abstract:

Personnel managers who wish to select a human resource management system (HRMS) should first conduct a needs assessment to determine the specific requirements of their company. One way for personnel managers to accomplish this would be to examine the seven factors which would help them decide what features they need in an HRMS. These factors, which are the areas of improvement where a company's personnel support system most often needs attention, are economy, objectivity, comprehensiveness, memory, accuracy, speed and availability. Having completed this needs assessment, personnel managers should search for software that could match their requirements. If no one software package fits the company's needs, then a vendor can be chosen to develop a customized program.

Innovations, Software, Human resource management systems, Human resource information systems

Similar abstracts:

• Abstracts: Let's get physical. Back to the Heinrich triangle - the business case for OSH. Bilbao Agency's mandate under review
• Abstracts: Teach your buyers well. A dashboard for learning. Global perspectives
• Abstracts: Pension actuaries model the future. Simplification. Technology can't replace qualitative due diligence
• Abstracts: HR hears the call of technology. HR's game plan for the Olympics. Technology is the new kid in town
• Abstracts: Internet mailing lists: what's in it for HR? How fun flies at Southwest Airlines. Taking a spin on CD-ROM

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.