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Minghui Zheng

Advantages & Disadvantages of Human Resource Information System | Chron.com - 1 views

smallbusiness.chron.com/e-information-system-2107.html

shared by Minghui Zheng on 22 Nov 12 - No Cached
  • When the decision to build a human resources information systems department is made, examine the options carefully and be aware of technology and human resources trends for a small business. Small businesses have unique needs based on company goals for growth, or a plan to remain small with access to technology without the hefty costs. The term "human resources information systems" (HRIS) often is used interchangeably with human resources management system (HRMS) and human resources information technology (HRIT). Any of these terms is used to describe the computer and information technology a company utilizes to automate human resources functions and employment actions.
  • A very popular use of HRIS is employee self-service. Many employers are utilizing their HRIS to supplement the human resources department staff by enabling employees for find answers to common questions they would have asked a human resources representative.
  • YUE LI (3325307) on 22 Nov 12
     
    This article summarized the advantages and disadvantages of using human resource information system. An HRIS is used for employment actions such as applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. A very popular use of HRIS is employee self-service. There are a lot of advantages of HRIS, such as it is monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. What's more, it is easy to use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. It saves a lot of time. The disadvantages included that HRIS may involve human error during information input, costly technology to update the system and malfunctions or insufficient applications to support the human resources needs. There should be a qualified specialist with human resources functional area knowledge to manage this system. The cost to hire an HRIS specialist may be far above the average salary for a computer technology specialist.
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  • Mariana Sales de Jesus on 24 Nov 12
     
    The article highlighted describes some advantages and disadvantages of a Human Reources Information System for small business, that would include restaurants. The decision maker would have to take in consideration what type of information the system will need to handle in order to select the system to be used. This systems can do applicant tracking, perfomance management, attendance, compensatio, benefitios, paid time off and etc. A type of disadvantage for small businesses would be to be able to get support from somebody to manage the system. This could have high costs involved.
  • Gaby Belardo on 24 Nov 12
     
    This article discusses Human Resource Information Systems and the benefits and disadvantages to investing in such a program. Some of the advantages that the article addresses are: "manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use." The technology allows employees and managers to "locate answers and information quickly without the need to consult an HR representative every time." I feel that this advantage outweighs any of the disadvantages that there may be. The benefits of a business/hotel running more smoothly are infinitely rewarding to profits and many other aspects of convenience. Some of the disadvantages that the article addresses are insufficient applications to support the human resource department, as well as it being costly.
  • Gaby Belardo on 24 Nov 12
     
    This article describes Human Resource Information systems and the benefits and disadvantages to investing in this type of technology. The article states that the advantages to investing are: "being able to manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use." Most importantly though, the article states, "The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Employees and managers can locate answers and information quickly without the need to consult an HR representative every time." This, to me, outweighs any disadvantage that may come from investing in HRIS technology because the convenience that this technology provides could really benefit profits for a business. HRIS is about coordinating communication among different departments. Businesses should really invest in this technology, even though it is costly, because ultimately it will increase profits by getting things done faster and more efficiently, as well as preventing problems from happening before they happen.
  • LU DENG on 25 Nov 12
     
    With the development of high-tech management system, HRIS is no long strange for us. The HRIS is a software or online solution to data tracking, data management, or all of the data needs of the company within the human resources department. The reason why HRIS is becoming  more popular is that it has some useful functions such as the employee self-service through which employees can find answers to common questions by themselves while not ask a human resources representative. This system can help to save time and money for the company in certain aspects. But in this article, the author compares the advantages and disadvantages that HRIS brings to the company.The disadvantages can be that it may involve human errors during information input, costly technology update and so on. So if a company wants to apply this system, it should also look at these disadvantages, compare them with the advantages and then make a final decision in order to avoid suffering from the bad sides of the system. 
  • Minghui Zheng on 27 Nov 12
     
    The HRIS is used for applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. HRIS can be also used for employee self-service. The human resources department staff can find answers to common questions they would have asked a human resources representative from the HRIS. HRIS has many advantages. It can help organization manage compliance with laws, streamline processes for recruitment and selection, and produce analyses, data and reports. The ease of use for qualified specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. However, there are still some disadvantages, such as human error during information input, costly technology to update your system and malfunctions or insufficient applications to support human resources needs. In addition, the cost of hiring an HRIS specialist is also a problem for the small business.
Mikaela Vourtsis

HRIS - 1 views

smallbusiness.chron.com/e-information-system-1160.html

shared by Mikaela Vourtsis on 20 Nov 12 - No Cached
  • An HRIS system is computer software that manages HR activities.
  • Perhaps the biggest benefit that the use of an HRIS system adds to a business is its ability to create reports and presentations.
  • In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants.
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  • An HRIS system allows a business to streamline the administration of employee benefits.
  • An HRIS system allows a business to streamline the administration of employee benefits
  • In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants
  • Perhaps the biggest benefit that the use of an HRIS system adds to a business is its ability to create reports and presentations
  • A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization.
  • In support of a firm’s staffing efforts, many HRIS systems provide a sophisticated interface allowing its use by both internal employees, as well as external job applicants.
  • A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization. It has the capability to maintain employment records of all staff members, and employers can use it to collect metrics surrounding the firm’s staffing, performance management, compensation and benefits activities. Although not all companies utilize an HRIS system, there are many benefits to doing so.
  • An HRIS system typically holds all information surrounding the firm’s human resources initiatives, including details regarding the group's hiring practices, such as a comprehensive listing of all job applicants, an up-to-date index of job openings and electronic copies of each employee’s onboarding paperwork, such as I-9 and W2 forms
  • An HRIS system allows candidates for open positions to submit their resumes and contact information to a potential employer from a remote computer. The system then collects the information and archives it so it is easily accessible by the hiring manager.
  • Qike Chu on 20 Nov 12
     
    HRIS is a computer software employers use to manage the human resources functions of hotels. There are lots of benefits of using this system. According to this article, the most advantage by using HRIS is that it helps create reports and presentation. For instance, the system holds all the informations about human resources in hotels. You can find your employees' personal information very easily and don't have to ask them to bring their documents any more such as I-20 or I-9 forms. The second benefit is related to recruitment, which means it can provide information not only internal staffs but also external job applicants. The third advantage is that by using HRIS, employees themselves can focus on their own profiles. They can log in themselves and change and update their status and required details, which becomes a better way to manage themselves.  
  • ...3 more comments...
  • Michael Anthony on 20 Nov 12
     
    I was interested in the hiring process of this system, how does it narrow down possible candidates and what is the interview process? It seems like the system is geared more towards current employees than potential employees. Also, how are these tax forms filled out? Are they submitted electronically or do you have to go in person to fill them out? Some companies can e-mail them to you and you record your results and send e-mail them back it's that simple. I wasn't getting it from this system.
  • wei xie on 02 Dec 12
     
    This article talks about the befefits of having a Human Resource Information System in your business. For those never heard of HRIS before, Human Resource Information System is a computer system helps manage your human resource. It collects data of your employees, and manage them in a form of database. The article author talks about davantages HRIS gave in three aspects. Firstly, and the most important function of HRIS is generating reports and presentations. Basically, you can gain any human resource information you need from those reports. Secondly, HRIS makes the process of recruitment more effective. It open port for applicants so they can submit their resumes on-line. Last but not the least, HRIS is also equipted with function of benefits administration It allowes employees update their information by themself, which is big saving of time and money for your business
  • Irina Stepanenko on 11 Apr 13
     
    HRIS is 'computer software employers use to manage the human resources functions of their organization'. There are benefits in reporting, recruitment, and administration aspects. The reporting piece allows to track all job applicants, job openings, and e-copies of all employees' related paperwork, as well as compensations and incentives. Recruitment piece allows for resume submission, then different parameters of search of HR managers can be incorporated. HRIS 'system allows for a streamline administration'.
  • Yawen Zheng on 13 Apr 13
     
    The human resource system can help hotel or anyother companies' HR department to management employees effectively. The system will in charge of salary, w2 tax report and a lot of tedious work. In a sense, the system can not only reduce mistake but alos save some laber cost, because most of data processing will be finished automatic.
  • Mikaela Vourtsis on 15 Apr 13
     
    This article summarizes the major key points with Human Resources Information Systems and more importantly, their advantages. It starts by discussing how a HRIS is software that aids in the management functions of human resources. The main benefit is the fact that it can generate reports and presentations, making it particularly convenient for more than a few factors, while holding data and files needed for the human resources mangers to do their jobs proficiently. HRIS can aid a company internally as well as externally with job applicants. This is great for employers who are looking for new candidates. In addition, it benefits the company with assisting with the benefits plan, knowing exactly what their coverage is for the year.
Xue Yan

Raising your Profits with - Boost Your Bottom Line - 1 views

www.unicornhro.com/...ystems--boost-your-bottom-line

shared by Xue Yan on 24 Nov 12 - No Cached
  • The best human resource information systems include HR metrics to help you get a great look at your company. By asking the human resource information systems for various types of data you can get a detailed look at numerous different types of information including turnover rate, turnover costs, new hire costs, the average cost of benefits, and even the return on investment of specific employees. The data human resource information systems provide to you allow you to see which areas of your company are costing you too much money and which ones are worth your time. Using HR metrics from human resource information systems, you can create short and long term strategies for improving each aspect of your company's inner workings.
  • Human resource information systems can do a lot for a company. From streamlining their HR department to simplifying numerous aspects of employee benefit management, human resource information systems are utilized by thousands of businesses of all sizes.
  • Human resource information systems
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  • And although many businesses moving into the mid-sized to large marketplace look at human resource information systems as an expense, the truth is that they are actually an investment.
  • cbespinel on 24 Nov 12
     
    This sounds like a great tool to have, monitoring, analyzing and improving is much easier with the help of HRIS. Determining which departments within a specific organization are not performing well and which ones need a different strategy is very beneficial, as future managers and owners it is important to see the importance of these systems. 
  • Nicole Spencer on 01 Dec 12
     
    The following article mainly focuses on Human Resources Information Systems, HRIS for businesses in particular the article focuses on companies utilizing such IT systems. For instance, since different companies utilize different requirements for their employees customizing such HRIS's will benefit financially and timely; Companies will spend less time working on such types of data if in their requirements they customize their HRISs to produce such data required.    
  • Xue Yan on 02 Dec 12
     
    The article believes that Human Resource Management System can boost business bottom line in several ways. It is an investment to most of the companies, instead of an expense. The system includes HR metrics, which helps the manager get a deeper look at his/her own company by tracking different data from the system. Another is that the system improves the working effectiveness of the HR department. The Human Resource system not only benefits the corporate HR department, but also benefits the non-HR employees by allowing them log in to the system and get some information about the company. Last but not least, the article emphasizes that the system can help boost corporate profits.
Xu Wang

Emerald | Have human resource information systems evolved into internal e-commerce? - 0 views

www.emeraldinsight.com/journals.htm

shared by Xu Wang on 01 Dec 12 - No Cached
  • Human resources (HR) have been a well-established function in organizations for decades,
  • the department was typically perceived by many organizations as a “necessary evil,” that is to say, as an essential but in no way profitable or advantageous element,
  • even at the current time HRIS is not limited to technological elements alone, such as computer hardware and software applications, but also includes the people, policies, procedures, and data required to manage the HR function.
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  • Nevertheless, these well-accepted attributes of HR have been challenged in the past few years, as several indicators reflect fundamental changes within the HR function,
  • although little has changed in this function over the past decades, there are growing expectations that HR will improve corporate competitive advantages by adding real measurable value to the organization.
  • The apparent difficulties in upgrading HR to a strategic position in organizations result in missed opportunities especially in hospitality and tourism, where the human capital has substantive potential to improve the competitive advantage of enterprises, particularly due to the growing competitiveness of the industry, as well as the centrality of the human element in the delivery of hospitality products and services
  • The second change in contemporary HR which, interestingly, is closely related to the previous one, is the growing trend of incorporating advanced information technology (IT) in HR practices.
  • There is extensive evidence to the growing transfer of HR functions to digital formats, as can be seen in the growing popularity of human resource information systems (HRIS) among organizations. HRIS is currently perceived as one of the important factors influencing the role of the HR function, as well as the workplace as a whole. Although in many aspects, technology remains under-utilized in HR functions (Jones and Hoell, 2005), recently its effects have begun to be evident in many organizational aspects,
  • Furthermore, it is widely argued that the adoption of HRIS is likely to promote HR to the awaited position of strategic partner in the organization. The main reason for this is that by using HRIS, HR professionals can improve their performance by gaining better knowledge of the organization and its employees, thus facilitate participation in strategic planning and implementation. In addition, by improving the efficiency and effectiveness of the HR day-to-day administrative tasks, HRIS allows the HR staff to dedicate more time to strategic decision making and planning, which consequently provides more value to the organization to enhance its position within it
  • modern HRIS make optimal use of internet and web capabilities for performing their tasks
  • successful HRIS support the planning and implementation of managerial key processes in the organization, such as executive decision making, technology selection, interdepartmental integration, and organizational reporting structures.
  • Intranet-based employee self-service (ESS) provides employees direct access, mainly through a web browser but also through a centralized kiosk, to personal HR-related information. Thus, the employees can individually handle transactions that used to be carried out by HR personnel,
  • Both MSS and ESS create a trend of delegation of responsibilities and activities that were once considered to be the domain of HR professionals and administrative personnel, directly to employees and managers
  • HRIS was seen mostly as a special form of office automation systems, the emphasis being on reducing costs and staff while making the standard HR tasks more efficient
  • In addition, in today's workplace the HR tasks have become more complex, along with organizational trends such as globalization, consolidations, strategic partnerships, and greater than ever governmental and regulatory reporting requirements for employees.
  • Therefore, from the administrative perspective, by providing powerful computing capabilities, HRIS are changing and improving procedures and processes that were carried out less efficiently before,
  • the automation of routine transactions provides HR professionals with time to perform strategic functions related to the human capital
  • HRIS allow the firm to be proactive in HR planning, by giving managers a constant flow of employee information
  • since HRIS can significantly improve the way employees and managers communicate with each other through various communication channels, this improves the flow of information and expertise throughout the organization, thereby enhancing the firms' strategic capabilities
  • Another prominent perceived characteristic of the HR function has been its reliance on relatively low-tech methods in implementing its tasks
  • Although HRIS can provide both administrative and strategic advantages, it should be noted from the onset that they are usually expensive systems to purchase and implement. Designing and implementing customized HRIS, adapted to the specific needs of the organization, will significantly enhance its functionality, but will result in increased software and hardware costs, as well as time-to-deployment
  • the initial costs of developing such HRIS are high,
  • In order to reduce the costs of HRIS, an organization can purchase off-the-shelf applications composed of HR database programs, aimed at meeting the general needs of HR functions
  • These findings point to the vital need of the HR function to provide evidence of the effectiveness of HRIS, for the purpose of attaining the executive management support for the change.
  • for a successful implementation of HRIS, it is no less important to obtain the support of managers and employees in the organization. Although modern HRIS offer clear advantages to managers, through the use of MSS, for better management of their staff, the implementation of such systems is likely to be followed by a certain level of resentment on the part of the managers. Since MSS transfer the responsibility of performing employee HR-related transactions from the HR staff to the direct managers, many of them are frustrated since they feel that additional administrative tasks are being imposed on them
  • Another relatively common problem, concerning both the implementation and the flowing management of HRIS, is the question of who is in charge of the system. Since the successful development of HRIS requires the input of both the IT and the HR departments, it is not uncommon for disputes over areas of responsibility to break out between these departments.
  • Other territorial conflicts around HRIS may arise when departments feel that the system expropriates some of its authorities; for example, the payroll department might resist HRIS that combines payroll functions. A possible solution to such a problem can be the establishment of cross-functional teams that run HRIS projects
  • the implementation of HRIS raises both ethical and legal issues that need to be addressed by the organization. First, the use of relational database technology provides access to more detailed employee information than ever before.
  • Second, HRIS usually contain private information on the employees, while the access to this information is often allowed to employees outside HR, as well. As a result, some employees feel that their private lives are not protected adequately.
  • The hospitality industry is characterized by a higher turnover rate than other sectors of the economy
  • Traditionally, HR in organizations has utilized low-tech methods in recruitment.
  • Internet recruiting benefits both the organization and the job seeker's perspectives (Pearce and Tuten, 2001; Singh and Finn, 2003). The benefits to the recruiters include: Cost savings, as it is significantly cheaper to advertise on the internet than in a newspaper. Compared to the use of professional search firms (also known as headhunters) the amounts saved are even higher. Recruiters generally receive more applications, which results in a greater pool of candidates from which to choose. Recruiters may receive applications faster, often even on the same day a position is announced. Improved ability to target a specific audience, thereby decreasing future turnover. Time saving, as more unqualified or unfit applicants can be eliminated, through online contact, in the initial phases of the recruitment process.
  • On the other hand, internet recruitment is not without limitations.
  • Once the recruitment process has ensured a large pool of applicants to choose from, the next phase is to select the most suitable candidates.
  • Traditionally, these selection methods involve the visit of the candidate to the organization or, to a lesser degree, to an assessment center, for interviewing, pen-and-paper testing, or situational testing, including group dynamics.
  • The use of advanced technology allows the selection process to complete the widespread online recruitment methods.
  • Nevertheless, the main impact of technology in selection procedures is in relation to employee interviewing and testing.
  • Anderson (2003) broadly described the prominent technology-based selection procedures, along with an assessment of their acceptance and effectiveness.
  • Adequate training is essential in providing quality services, yet traditionally hospitality organizations have not invested adequate resources in training their employees (Conrade et al., 1994). Most of the knowledge and skills of hospitality employees is transferred through on-the-job training,
  • However, as noted by Collins (2004), delivery of organized and structured training programs in the hospitality industry is a constant challenge, mainly because of the size and geographical dispersion of the workforce, as well as the extensive resources – financial, work, and time – needed to establish in-house training programs.
  • Although technology-based training methods have been available for a long time, the hospitality industry has usually lagged behind other sectors in adopting them.
  • Web-based training (WBT) can deliver courses nationwide or worldwide at all time zones to any connected computer, and is easy to update and monitor.
  • Effective performance evaluation plays a critical role in the successful implementation of organizational strategy and in gaining a competitive advantage. Therefore, in addition to important HR decisions that greatly rely on performance evaluation, such as promotions, outplacements, dismissals, many organizations link performance to compensations and rewards. As noted by Bowley and Link (2005), a performance-based compensation plan, often known as “pay-per-performance,” should reflect the organization's goals.
  • the traditional methods, based on a disconnected blend of discrete applications, spreadsheet programs and paper-based systems, to communicate goals, track employee performance and manage compensation, are insufficient in the contemporary challenges of linking performance evaluation to organizational strategy (Bowley and Link, 2005). Yet, although sophisticated HRIS were developed to meet these contemporary challenges, Ensher et al. (2002) found little effect of HRIS on the process of performance management among HR executives, who still rely on paper-and-pencil administration and hard copy documentation of employee evaluation.
  • Nevertheless, CPM has drawbacks that are highly relevant to a service industry such as the hospitality industry (Miller, 2003). The main concern that CPM raises is that reliance only on quantitative criteria is likely to lead to the neglect of more qualitative aspects of performance.
  • Consequently, an effective CPM must be followed by the establishment of an employee development plan, designed in collaboration with his/her supervisor. The second application of technology in appraisal management is online evaluation and appraisal software (Miller, 2003). In contrast to the aforementioned CPM, in these cases technology facilitates delivering performance feedback, rather than generating the actual evaluation outcome.
  • 360° feedback,
  • In addition, evaluation software packages can be used as stand-alone applications or as an integral part of the organization's HRIS, which offers computerized standard evaluation forms. The use of user-friendly software in evaluating employees allows managers to focus more on the contents of the evaluation, rather than on the forms.
  • Therefore, the use of computer software programs allows better coping with these challenges, while saving time and money.
  • While the organization enjoys the reduced need for complex bureaucracy, the employees enjoy better control and enhanced anonymity, as there is no need for dealing directly with HR staff on personal financial matters.
  • The use of HRIS has significant impact on the current affairs between the management and the employees, as well as the characteristics and the environment of the contemporary workplace. From the administrative perspective, through the HRIS the managers and the employees have access to relevant information on employee work rules, policies, and regulations on issues like privacy, illegal discrimination, and work diversity. In addition, the HRIS can assist discharged or displaced employees in finding alternative employment, by providing links to career counselors, training programs, and information, all of which are required for a successful and effective job search
  • technology has changed the nature of the workplace and employer-employee relations more fundamentally than just providing more accessible information.
  • Traditional e-commerce technology provides product/service, promotion, placement, and pricing strategic initiatives to external constituents through the use of extranet platforms merged with intranets (for instance, customer relationship management). HRIS technology provides the same initiatives through the use of intranets merged with extranet platforms (for example, recruitment). Thus, HRIS technology may be considered to represent internal e-commerce systems, which are crucial to the alignment of HR functions within strategic initiatives aimed at sustainable competitive advantages.
  • The evolution of HRIS platforms provides a range of tools for use by enhancing employee-employer relationships. The full service range of HRIS functions brings human capital closer to the strategic direction of the organization.
  • However, the technology is merely a tool that may enhance strategic alignment.
  • There is also evidence from the literature that a disengagement of the HR function from strategic initiatives exist in many hospitality enterprises.
  • It is common knowledge that the hospitality industry is labor intensive with many points of intimate service interactions of long duration. HR will produce sustainable competitive advantages for those firms that include the HR function in a united strategic direction.
  • The literature identifies the advantages of aligned human capital as a means to accomplishing sustainable competitive advantage for enterprises.
  • Xu Wang on 01 Dec 12
     
    This article is a research paper did by Amir and Beer-Sheva. The purpose of this paper is to discuss the impact of technology on the human resources function in organizations, in general, and in hospitality firms, in particular. At the beginning, it introduced the role of human resources department in organizations for decades. And the trend or changes in contemporary human resources. Then it came out that we cannot skipped the effect of technology on the HR function, especially in tourism and hospitality industry. So, next it gave the definitions of HRIS by introducing technology. And list some advantages and challenges of using HRIS. In the end, it listed how technology put infusion across HR function, including recruitment, selection, training, performance evaluation and compensation, payroll, benefits and pension administration, labor relations and outplacement.
yoyohad

The Robots Are The Chefs In This Japanese Restaurant | Singularity Hub - 0 views

singularityhub.com/...fs-in-this-japanese-restaurant

technology robots restaurant

shared by yoyohad on 22 Sep 14 - No Cached
  • ou can see other customers in the restaurant as they experience the restaurant in their own way – some mesmerized by the robots, others focused on their food and seemingly oblivious to the fact that the robots are even there.  Its an awesome scene.
  • The robots are fully autonomous, taking a customer order and cooking it from start to finish.  This includes boiling the noodles, pouring broth, adding spices and toppings, and so on.  The orders are complex too, requiring the robots to take customer preference for amount and type of sauce, salt, noodle, and so on.   The finished product is handed off to a human server who brings the food to the customer’s table.  The irony could not be more real as we witness the lowly human in the role of a mere server while the robot takes on the cooking.
  • The restaurant, called FA-men (pronounced Fu-a-men) based in Nagoya, Japan, takes its name from the phrase “Fully Automated raMEN” says Ni-Lab.  Not content to simply sit around when there are no orders to cook, the robots can be seen doing tricks and even performing pretend combat with a sword (knife) and a shield (plate) in homage to Manzai, a  style of stand-up comedy in Japan.  If you know Japanese, or are just curious, you can check out FA-men’s website.
  • yoyohad on 22 Sep 14
     
    Here we are, this post make the unattended POS a child's toy in the hospitality industry, look at the robot chef! The customers come into this restaurant to enjoy their meal, and suddenly they realize that their food are prepared by robots! from boiling the water, choose the customer's sauce according to the order... one thing I know, is that they will probably never mess up the order. The dish then is hand over to the HUMAN server to bring to the table. When is the last time you hear about this word? A HUMAN server? I think that in the near future, we can walk into a restaurant and find out that there is no HUMAN server, or HUMAN cook, or ever HUMAN manager. But the customers are still HUMAN though.
YIZHE YANG

The HRIS solution - Express Hospitality - 0 views

hospitality.financialexpress.com/...management08.shtml

solution hospitality travel technology software HRIS

shared by YIZHE YANG on 09 Apr 13 - No Cached
  • The Human Resource Information System (HRIS) is a software, an online solution for the data entry, data tracking, and data information needs of the Human Resources (HR) and management functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities.
  • New business intelligence technologies offer HR departments the ability to invest in Human Capital Management analytics solutions designed to yield the insights essential for making informed decisions on HR. Business intelligence allows HR departments to become a strategic asset within the organisation.
  • Future of human resources analysis has to be linked to other key performance indicators such as revenue and profitability. HR professionals must understand the organisation’s business plans and the operational, financial and customer-facing goals they are expected to achieve. Then they should associate these goals with the existing workforce metrics. In many cases, HR information is scattered, which leads to non-systematic hiring, training, measurement data which is essential these days, as globalisation, tight labour markets and an aging workforce are causing many businesses to more closely inspect the performance of their largest investment, i.e. the workforce whose compensation represents 60 per cent to 70 per cent of the entire expenses of the organisation. New business intelligence technologies offer HR departments the ability to invest in Human Capital Management analytics solutions designed to yield the insights essential for making informed decisions on HR. Business intelligence allows HR departments to become a strategic asset within the organisation. It helps the HR department make key decisions around recruitment, planning, and budgeting to support the strategic goals. More than ever before, HR professionals are being asked to show how their company’s workforce policies affect the overall business plan. Investing time and money in software solutions is the need of the hour.
  • Dandan Mao on 09 Apr 13
     
    "The Human Resource Information System (HRIS) is a software, an online solution for the data entry, data tracking, and data information needs of the Human Resources (HR) and management functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities."
  • ...1 more comment...
  • anonymous on 15 Apr 13
     
    Using information technology to assist in Human Resources allows easier management of information and benefit plans. Human Resources will be able to measure their contributions easier and become more accountable for their specific work. Many high-end hotels use web based HRIS, which enables a corporate executive team to have access to the data. This also allows team members to access their own data, apply for leaves, or change their residential address. HRIS has great benefits that can be used in the hospitality and tourism industry. Human Resources can be easily scattered and confusing to new hires, so having a better systematic system that is computerized makes information clearer. When much of the hospitality industry is under globalized companies this can benefit companies when they have properties all over the world. Corporate offices can easily access human resources information from another part of the globe at anytime of the day, instead of having to call up a human resource manager who may be in a different time zone. HRIS makes life easier and allows human resources to show policies and business plans in an easier way.
  • TIAN LIU on 15 Apr 13
     
    The Hospitality industry is known to have very high attrition rates. This makes it all the more critical to have a robust HR information system (HRIS) in place. HRIS has emerged as among the most crucial aspects of hospitality IT. No hospitality management system can be considered complete without an effective HRIS system. An efficient HRIS system manages the recruitment, staff-shifts, time & attendance, and many other aspects of your hospitality HR requirements. It should be able to drill down to history files and provide e-leave application & training management. Immerauf has partnered with Greytip software to bring you one of the industry's best Folklore HR software to suit all your HR needs including a resume bank to store a active database of prospective employees.
  • YIZHE YANG on 21 Apr 13
     
    HRIS solution in hospitality industry is crucial. it makes managers save time and money to pursue the high profitability. this software can collect the employee information or interviewers information and choose the best employee who are suitable for hotel. this solution can compare the employee working experiences like how long this employee works in hospitality industry, what his job was before, what his position was before. using this software, managers can have a clear understanding of the performance of the employee.
anonymous

Human Resources Information System (HRIS) - 1 views

humanresources.about.com/...hris.htm

shared by anonymous on 05 Apr 12 - No Cached
  • The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.
  • An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs.
  • With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions.
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    • TIANJIAN ZHANG
      TIANJIAN ZHANG on 24 Nov 12
       
      The advantages of having a sophisticated HRIS or HRMS are many. An HRIS or HRMS monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. Other advantages of an HRIS include the ease of use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Employees and managers can locate answers and information quickly without the need to consult an HR representative every time.
  • Mirta Echazabal on 05 Apr 12
     
    The HRIS system which refers to the human resource information system is software or an online source which tracks data, and entry information in regards to employees in the organization. Most organizations have more then 400 employees in the property it is difficult to keep track, however, the HRIS system makes the life of an HR coordinator or manager much simpler. The system gathers information where it even tracks the enrollment of new and future employees with application and resumes management. Additionally, after they have become a part of the organization it tracks down in several areas making it accessible and efficient for the human resource coordinator or manager to find information for example: attendance and PTO use, pay raises and history, disciplinary actions received as well as personal information and succession plan. This system has integration with payroll and other company financial software and company related documents such as employee handbook. This seems like a very efficient system to have for the Human resource department which makes their life at work much simpler. All the information they need is under one system instead of having a folder in the computer saved for each individual who works for the company. The HRIS system seems very efficient and effective.
  • ...1 more comment...
  • Yue Li (3011472) on 23 Nov 12
     
    The Human resource Information System is a software or online solution for data tracking, data collection, and data analysis that are related to the Human Resources. Normally, it is a package of all human-related things, such as payroll, employee personal information, and etc. Different hotels choose different HRIS by using different packages. The better the HRIS, the more effective the HR management is. A HRIS is effective when it provides information on anything the company need.
  • Melisah Miller on 13 Apr 13
     
    This article gives a brief explanation of what exactly HRIS is.  It goes into detail of explaining what the HRIS covers or does. it explains what an effective HRIS provides to its users, explaining that it provides information on just about anything the company needs to track and analyze about employees, former employees and applicants.  I think this is good for a manager or company that doesn't use an HRIS yet to review for furthering their business as i it very helpful. 
  • anonymous on 17 Apr 13
     
    This article talks about the importance of Human resources Information System.This system helps you with the tracking of employees in the business. It helps to better know the employees information. For example- your admission date, how many hours you worked per week, how much you got paid, if you were trained,etc... All these information help the hotel evaluate their employee to know if they are the right candidate for a promotion or a change of position in the hotel industry.
Qianqian Kang

The Reason Leading Organizations Invest in Cutting Edge Human Resources Management Systems - 0 views

www.hrtechnologist.com/...n-resources-management-systems

shared by Qianqian Kang on 17 Apr 18 - No Cached
  • A human resources management system is a software that runs a company’s human resources functions, including recruitment, training, payroll, benefits and performance analysis for the purpose of increasing overall efficiency.
  • Flexibility and responsiveness of human resources management systems make it possible for various departments within the company to interact with each other cohesively, leading to strong intra-company relationships as well as a stronger relationship between the business, its customers and other stakeholders.
  • Functions carried out by human resources management systems include job analysis, staffing, performance appraisal, managing reward programs, and employee training & development. All these tasks must be well-executed in order for the business to profitably manage its most powerful asset.
  • ...1 more annotation...
  • A human resources management system ensures that your company has all the important information so that you hire people with all the requisite skills and compensate them according to current industry standards. Additional results of a job analysis include the creation of staff recruitment plans, advertisement of positions, and performance development planning.
  • Qianqian Kang on 17 Apr 18
     
    The reason for organizations invest in human resources management systems are abundant. As HRMS has numerous and also essential functions include job analysis, staffing, performance appraisal, managing reward programs and employee training & development. Among them, it could say that each job function need huge human effect. Now, with management system provide the company with sufficient background support, improve the human resources productivity, minimization of errors, maintain compliance and performance analysis.
kaseyfl9568

Human Resource Management System Buyer's Guide (With 7 Top HRMS) - 0 views

kissflow.com/...source-management-system-guide

human resource management system

shared by kaseyfl9568 on 19 Nov 18 - No Cached
  • An HRMS includes separate HR modules to take care of specific HR and admin tasks leaving HR staff free to focus on creating a better workplace. These are the core functionalities of an ideal Human Resource Management System:
  • odule to track and monitor applicants
  • inbuilt accounting module, automated tax computations, frequent audit & reporting tool, tabular data storage, and configurable rule-based engine.
  • ...14 more annotations...
  • Organizations have started understanding how an HRMS can enable efficiency across all tiers of their organization. And they’re looking for modern, agile, contemporary, yet cost-effective cloud hr software solutions
  • In addition to the comprehensive list of functionalities a robust HRMS tool should comprise the following features: Centralized Admin System Cloud-based Documentation Sophisticated Mobile Functionalities Employee Self-Service Option Real-Time Analytics Data Security and Audit Log Role-Based Access and Collaboration Agile Integrations
  • figure out what you need. Draft your requirements clearly, list the features you’re looking for, then try to match these with the functionalities available in a prospective HRMS Software. With due diligence, you’ll be able to find an HR management system that will take your organization to the next level.
  • Opting for a low-code platform will enable business users to customize the solution without support from the IT team. Finding a solution that automates all your HR tasks can be nigh impossible.
  • not all HR management systems are expensive or rigid. There are an array of options available in the market today.
  • identify the differences in the features of HR software and get an in-depth understanding of the blanket term Human Resource Management S (HRMS).
  • Human Resource Management System (HRMS) refers to an array of software including Human Capital Management (HCM) and Human Resource Information System (HRIS)that help HR staff take care of an organization’s most valuable assets, people
  • save time, cut costs, and manage your staff better.
  • choose a solution that addresses the strategic areas of human resource management like Training & Development, Performance Management, and Recruitment.
  • An organization needs an HRMS to:
  • Minimize manual paperwork
  • Easily implement process/policy change
  • Improve internal communication
  • Selecting an ideal HR management system is neither easy nor straightforward, but it is important that it is done correctly
  • dstic005 on 19 Nov 18
     
    This article explains what the software can do and more importantly advises the client to really examine what they nee before purchasing a solution.
  • kaseyfl9568 on 10 Feb 20
     
    Human resources is a very important part of how businesses operate. In today's world, having HR systems in place is a must. But choosing the HR system to fit your need must be well thought out. It is not easy to choose what will be best for your business, but once you find the best option, it will assist in helping your business's success or better integrate your old system to new for maximized profits. A good HR management system allows for a lot of integration of information from your employees, time clock, taxes, monitor applicants,training and development and so much more. This article identifies how a good HR management system can assist your business's success as well as offers insight into ones that may be best suited for your business.
irinadolgopolova

Robotic Technology in the Hospitality Industry Set to Shift | - 2 views

hoteltechnologynews.com/...hospitality-industry-set-shift

robotic technology hospitality

shared by irinadolgopolova on 24 May 20 - No Cached
  • In hospitality, the use of robots can be considered a bit trickier because they would be required to interact directly with humans. Human responses are largely less predictable than machine communication
  • They can work with peak efficiency for longer periods than humans. Robots are also able to carry out a whole lot of tasks faster than humans. Additionally, when robots are used, human error is eliminated. You can expect a very high level of precision and accuracy.
  • robots cannot act beyond their pre-programmed range of actions. Sure, with artificial intelligence, they can learn a few things, but whatever new information they would learn has to be within certain confines.
  • ...3 more annotations...
  • Right now, the duties of robots have moved from being just the dangerous and difficult tasks that we don’t want for humans. Robots now do the everyday job of making people happy, serving them food, waiting on them and making children laugh
  • Looking ahead, robots would be data goldmines in the nearest future.
  • The patterns recorded and learnt by the robots can be used as data to predict customer preferences and adjust services accordingly.
  • irinadolgopolova on 24 May 20
     
    The article discusses advantages and disadvantages of the potential usage of robots in hospitality-related companies. Robots can make people's jobs easier. They should be wisely programmed to communicate with humans. Robots are also used to collect data for future research and analysis.
  • hankunli on 23 Jul 20
     
    Nowadays, using robotics in hospitality has become a trend. Although it has proved that robots were not only suitable to do dangerous or repetitive work but also dealing with human guests. Robots can do the work of making humans happy. There is a concern for them in the hospitality field that robots will replace humans and make humans lose jobs. However, according to the article, it is not always accurate since sometimes using robots can make the service more organized and systematic and attract more guests, thus maintaining the needs for human workers. Looking ahead, robots would be data goldmines in the nearest future. They do not replace people, rather, they are tools used by people.
emilywest5

Employees' perception of robots and robot-induced unemployment in hospitality industry ... - 4 views

www.sciencedirect.com/...S027843192200202X

technology hospitality travel tech software business

shared by emilywest5 on 14 Jan 23 - No Cached
  • As service paradigm and customer expectations shift from conventional customized and personalized services towards a digitalized service environment, such customer orientation may favor using service robots at scales that could render service employees redundant.
  • Beyond digitalization, other service concepts, such as contactless services with highly reduced human interaction, are becoming more prioritized by hoteliers and consumers
  • The notable exception, Ivanov et al. (2018) denoted that employees might resist working with the service robot as they might see them as a threat, while Lu et al. (2019) believed that collaborating with a service robot can have adverse effects like frustration, discomfort, and confusion for service employees.
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  • However, researchers and practitioners have emphasized the essential role of robots in the service industry have a positive impact on productivity and customer satisfaction (Lu et al., 2019), which directly affect the organization’s structure, culture, decision-making processes, and employment (Xu et al., 2020).
  • Hospitality 5.0 may influence the hotel industry’s high-tech adoption, and during COVID-19 technological use was increased dramatically in hospitality service (Zeng et al., 2020) due to contactless services and safety in customer journey touchpoints (Pillai et al., 2021). Specifically, COVID-19 enhances the use of service robots as a helping hand to provide necessary services to consumers and employees
  • On the other hand, the existence of robots in restaurants may induce some risks (privacy, financial, time, performance, psychological) that can negatively affect the attitudes and intentions of customers (Hwang et al., 2021). Furthermore, robots are perceived as a threat that may lead to unemployment (Vatan and Dogan, 2021) and adverse outcomes due to job insecurity (Koo et al., 2021, Lu et al., 2020).
  • They also showed that employees prefer to work with human colleagues because they should be replaced by human communication and colleagues. However, employees select robots as a replacement when it approaches their employment.
  • According to former studies, robotic advancement directly impacts unemployment; directness’s negative and substantial influence on unemployment is comparatively more significant, specifically during and post-pandemic periods (Du and Wei, 2021). According to Keynes : p-325) (1930), “We are being affected with a new disease of which some readers may not have heard the name, but of which they will hear a great deal in the years to come – namely, technological unemployment.” COVID-19 is one of the main reasons for decreasing employment, whereas increasing the use of robots (Parvez et al., 2021). Therefore, the robot that induces unemployment is a challenging concept.
  • shineal on 14 Jan 23
     
    Good Morning Emily, Thank you very much for sharing this article! It is a rather interesting one which will certainly generate varying opinions. Me, from a management standpoint, I believe that robotics does have a place in the workplace (a greater presence in manufacturing and less in customer service). Dealing with humans on a luxury vacation tends to enhance my experience. Honestly, I cannot possibly imagine going on a vacation and not having the opportunity to converse with an employee!
  • emilywest5 on 14 Jan 23
     
    This article comes in lieu of the COVID-19 pandemic and originally stems from keeping people safe by having contactless service. With service robots being so popular during the pandemic they started to take the place of actual humans. This can cause issues in customer service where people would prefer human to human interaction. This article also discusses how humans feel about having jobs replaced by robots and their perception on how they feel about working WITH robots.
ning sun

The Importance of Human Resources Management For Hotels - 0 views

ezinearticles.com/?The-Importance-of-Human-Resources-Management-For-Hotels&id=2019928

hotel management human resources

shared by ning sun on 02 Apr 12 - No Cached
  • One of the most important departments of any hotel staff is human resources management. Proper human resources management can be the difference between a really well run hotel and a poorly one hotel. The human resources manager can control almost the whole feeling and presence of the entire hotel. This makes the importance of human resources management for hotels very evident.
  • ning sun on 02 Apr 12
     
    In this article, it talks about the importance of human resources management for hotel industry. First, one of the human resources manager 's job is to find those kind of people who are willing to work in hotel environment. Second, a lot of people  is not plan to work in one place as their career goal so that they are not stay in a company for a long time. But this will have a negative impact on hotel management and customers service. So HR manager should curb the desire and likelihood that employees will move to other jobs quickly by providing incentive programs. Those programs could contains of the English lessons for employees who are come from foreign countries and do not speak English well or offer ways for employees to advance in position. If employees can see a good prospects of their career in this hotel, they will work harder and try their best to make a promotion. Good employees benefit satisfactory customers and reflect on hotels revenue. Satisfactory customer is the best marketing tool for lodging industry. 
amcqu004

What will ChatGPT mean for the travel industry? | PhocusWire - 1 views

www.phocuswire.com/t-mean-for-the-travel-industry

travel industry AI chat technology hospitality hotel

shared by amcqu004 on 15 Jan 23 - No Cached
  • ChatGPT (which stands for Generative Pre-trained Transformer) is a free artificial intelligence chatbot that has incredibly human-like communication skills (and a fee-based premium version in development)
  • Microsoft is reportedly considering a $10 billion investment in ChatGPT owner Open AI according to multiple media outlets.
  • Because of this, tech companies are seeing value in data-driven personalization solutions and ChatGPT fills that need. It can help save companies time and money to allocate resources to solve more complex and specific problems.  
  • ...22 more annotations...
  • With a large dataset already in place, integrating this technology into our platform could hyper-personalize search results for travelers and supports our vision of offering open-ended, flexible search options. 
  • saved more than eight million hours in agent time, allowing travelers to resolve issues faster with self-service. 
  • but the technology is still in a relative state of infancy
  • ChatGPT really captured everyone's attention when it launched,
  • - it's already dividing opinion with responses that can range from entertaining and creative to glaringly inaccurate
  • It's too early to say whether the likes of ChatGPT can truly emulate those very human instincts.
  • First, people need to recognize that it's not generating anything new as much as scraping and regurgitating the internet
  • Every single tour operator, even single hotel, every transport company now has the same opportunity to be as productive as a company much bigger than themselves. I see that as a commodity – everyone has access to it therefore, in some ways, where’s the value. But it’s the most productivity-enhancing thing I’ve ever seen. 
  • However I don’t think that’s the real impact. I think that’s just the start of the game. Once AI starts to get into the actual experiences – not just tour experiences but hotels, airports… the ability to speed up and enhance the actual experience, especially in something that is not a good experience at the moment like an airport, is going to be quite dramatic.And the real game changer... is once the general public has it, it changes everything. You are a tour operator, and you create itineraries. The consumer can now do exactly the same thing as you and do it in real time. And 1,000 people can create 1,000 different experiences tailored to what they like. So the creation of a travel experience on the ground, which tour operators have dominated, is going to be disrupted by travelers being able to do it themselves. 
  • it’s not the live data, it’s not up to date, the facts may not be 100% and it doesn’t have geolocation.
  • The weakness at the moment is it’s only scraping data through 2021. So
  • This could make entirely new businesses or it can destroy businesses.
  • will save hundreds of thousands of dollars on freelance costs, so there's big disruption to come.
  • For basic service copy – simple product descriptions, basic articles, email campaigns, that sort of thing, it's going to be very useful for brands and very painful for content creators.
  • There’s some interesting use cases that we hope to explore such as improving automation and responses for common customer service requests through chat (and eventually even speech and video), as well as concierge-like services to recommend travel destinations, create personalized itineraries and the like.
  • . So there are issues with accuracy and truthfulness, and it needs human expertise to fact-check the output.
  • ChatGPT might herald a revolution in automated content creation, but I also think it could create a new premium for genuine human expertise too.
  • ChatGPT has been trained with information existing until end of 2021. Travel is a super dynamic category where this morning’s information is no longer relevant a few hours even minutes later. Inventory availability, prices, category of rooms/seats/cars change by the minute. You need good old-fashioned technology like CRS, WBE, RMS, etc. to handle these dynamics, not ChatGPT.
  • Google can provide a much better AI-powered chatbot than ChatGPT that spews much better answers in milliseconds, but how are they going to make money?
  • Specific to ChatGPT, I believe that this technology will eventually be used in conjunction with a brand’s own content, in addition to the internet as a whole, so that it can be trained and customized by the brand to answer questions.
  • What’s also really interesting is how this once again demonstrates that the most disruptive innovations often come from outside the travel industry.
  • ChatGPT is gaining that trust in its ubiquity and daily usage, so I think travelers could be much more likely to accept its itinerary recommendations without nearly as much research and shopping around. This has implications for human agents too.
  • amcqu004 on 15 Jan 23
     
    ChatGPT is a new technology that is hoping to take over the travel industry. It is an AI product, similar to google, which will generate answers to questions that travelers may have via a chat service. It is meant to replace tour guides, travel agents, and concierge experts and can either save business time and money, or create chaos and the need to speak to an expert human instead. Like all technology products, there is always room to improve and grow in the initial stages, and not all roles are better off being completed by a computer, rather than a human. Although AI may have access to more information at a quicker pace, and may even be able to write better than most people, some companies believe that the possible errors and inaccuracy provided by ChatGPT will make content creators and human expertise way more valuable. ChatGPT accesses data from 2021 and prior, which means it is not current and up to date. This is a major flaw that will need to be improved.
emilywest5

Automation and artificial intelligence in hospitality and tourism | Emerald Insight - 0 views

www.emerald.com/...html

technology hospitality tech software business

shared by emilywest5 on 05 Feb 23 - No Cached
  • Human knowledge, services and robotics applications were the most significant factors influencing automation and AI implementation. Practitioners and researchers in the hospitality and tourism industry could apply the proposed framework to develop sustainable strategies for implementing and managing automation and AI. The proposed framework may also be useful in future studies examining AI implementation in the hospitality and tourism industry.
  • Smart technologies like automation and artificial intelligence (AI) have become important elements of hospitality and tourism
  • Hospitality and tourism firms use smart technology to dynamically enhance consumer experience (Buhalis and Sinarta, 2019). Smart hospitality and tourism have provided opportunities for firms to enhance their operations and productivity, resulting in higher quality products and better processes for delivering services to customer
  • ...12 more annotations...
  • Although hospitality and tourism organizations have already implemented smart technologies such as AI and robotics into their business activities (Epiknetworks, 2018), the companies adopting them are still limited owing to the individual, organizational and external environment barriers.
  • Researchers still need to engage better, investigate and understand these nascent developments (Murphy et al., 2017), and limited studies have examined the implementation challenges.
  • Technological development plays a vital role in tourists’ decision-making processes. Digital technologies and cyber-physical systems may even act as extensions of a tourist’s self (Stylos, 2019). Several researchers have focused on the importance of including AI in tourism education (Murphy et al., 2017) and to be prepared for technology shifts in their industry
  • They also suggested that employees in the hospitality and tourism sector should study robot design and machine learning to link changes in technology to the international tourism industry.
  • In future, tourism will take place in a robonomic economy and tourists will demand a high-touch service experience
  • The use of smart technologies such as chatbots usually receives positive feedback and the benefits of this technology outweigh the challenges (Buhalis and Yen, 2020). The advancement of novel technologies involves a process of knowledge management, including maintenance, disruption and change. This needs the integration of technologies and institutions and results in the growth of new values and services (Vargo et al., 2015).
  • Service providers need to think critically about how AI applications in hospitality and tourism might affect people’s use of the service. They should also consider what needs to be changed to ensure that robots and employees work together seamlessly to augment the service experience (Buhalis et al., 2019). Smart technologies and AI could disrupt services in the hospitality industry, altering customer engagement plans and expectations (Helkkula et al., 2018).
  • Hospitality software has moved from local to server-based to Web-based to cloud-based platforms (Leung, 2020). The future smart infrastructure with high-speed networks enables efficient data exchange amongst databases in real time and therefore immediate service (Buhalis and Sinarta, 2019)
  • Technologies tested in previous studies have been improved by highly interactive systems, increased capability and a more user-friendly interface, so examining perceived interactivity of technology has become more important for advanced robot acceptance models (Go et al., 2020). Ivanov et al. (2019) stated that robotics was not introduced early to the travel, tourism and hospitality industries, because of the complexity of human reactions to customer needs.
  • Customers must experience feelings of enjoyment and satisfaction interacting with the robot. Customer attitudes are shaped by experience, and employee skills depend on education and training, as well as the company’s needs (Ivanov et al., 2019). Robots are expected to eventually overtake humans for cognitive tasks, with human input only required for duties requiring empathy and emotion
  • Intelligent agent technology is one of the most useful methods for supply chain management because it combines social ability, intelligence and collaboration (Alsetoohy and Ayoun, 2018). Alsetoohy et al. (2019) claimed that current procurement practices lack coordination and proactivity between suppliers and buyers, intelligent tools for finding suitable suppliers, performance evaluation and automation
  • By pairing robots and humans, service delivery can be optimized, leading to increased productivity and reduced costs
  • emilywest5 on 05 Feb 23
     
    This study was about adoption and automation of AI in hospitality. It gives great insight on the process as well as what people think of AI and their opinions. In addition to that, this study goes into different techniques that were used to understand how and why AI should be implemented. Human interaction cannot be beat, along with personal touch and humans can't remember everything a computer can, but if you have robots and humans working together you can get the best of both worlds. Smart technologies are now and the future.
Chenchen zheng

Benefits of HRIS - 1 views

benefitof.net/benefits-of-hris

technology

shared by Chenchen zheng on 21 Nov 12 - No Cached
  • When the administrative tasks and processes of any human resources department become overwhelmed, the most appropriate solution would be to implement the human resources information system.
  • The HRIS systems assist in enhancing both the productivity and workflow of the human resource department
  • Creates self-service options
  • ...10 more annotations...
  • Improves communication with the employees
  • data is usually collected and placed in a central database
  • When the administrative tasks and processes of any human resources department become overwhelmed, the most appropriate solution would be to implement the human resources information system.
  • The HRIS systems assist in enhancing both the productivity and workflow of the human resource department .
  • using the software to increase the efficiency of the whole company.
  •  Improves communication with the employees
  • Improves productivity
  • Saves time
  • Through reducing the total amount of time spent on the administrative functions, human resource employees are able to focus on other essential duties.
  • Creates self-service options
  • jie shen on 21 Nov 12
     
    This article talks about the benefits of using a human resources information system. It will help to improves the productivity because of using a central database. It also helps to save the time on the administrative functions. More communications are available and employees are easier to communicate as well.  
  • Yongjoon Ji on 21 Nov 12
     
    The biggest benefit that we can get from HRIS is the productivity. All the tasks that HR department is doing can be done by pen and paper and it has been using for past years. However, companies including hotels now want to run HR department more efficiently. This program help to reduce labor cost but improve communication with employees. On top of this benefits, it has much more advantages. However, there are still small hotels not using this program because of their financial budget. Once again, it is not a mandatory program as PMS but it is necessity.
  • Chenchen zheng on 22 Nov 12
     
    This article talked about the major benefits of HRIS. All data is usually collected and placed in a central database. Through the HRIS can improve the productivity of the human resource department since data going to be very easily retrieved from the database. What's more, HIRS can save time on the administrative functions and improve the communication with the employees. In addition, HRIS can create self- service options, which employees can be able to access useful information without having to spend a lot of time going from one office to the next.
Jia Kim

What Are the Advantages of a Human Resource Information System? | eHow - 0 views

www.ehow.com/ource-information-system_.html

HRIS advanages of HRIS

shared by Jia Kim on 27 Nov 13 - No Cached
  • HRIS is a database or a combination of databases that share information.
  • HRIS has three basic components
  • employee information, payroll and benefits.
  • ...6 more annotations...
  • core business functions of an organization's human resources department
  • HRIS simplifies reporting and management decision-support activities
  • These systems generate reports and documentation required by state and federal agencies, such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury Report
  • monitor employee grievance and performance issues
  • HRIS program will allow for data sharing and integration with other essential business systems, such as finance and supply-chain management.
  • HRIS also links a company's human resources department with its managers and employees
  • Jia Kim on 27 Nov 13
     
    This article is about the advanages of HRIS in the organization. Human Resources Information System(HRIS) is a database or a combination of databases that share information related with human resources in the company. HRIS has three basic components such as employee information, payroll and benefits. These represent the core business functions of an organization's human resources department. The HRIS has several advantages as following. First, it facilitate automating and Streamlining Processes which frees up HR staff to do project work and address problems. Secondly, the system supports reporting and decision process. HRIS simplifies reporting and management decision-support activities. Most systems include a variety of standard HR reports that can be used to manage the business and plan for the future, such as, compensation by pay period and year-to-date, benefits enrollment, and employee time and attendance Thirdly, it supports legal compliance. These systems generate reports and documentation required by state and federal agencies, such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury Report. It also help to monitor employee grievance and performance issues.
julianaparada

Will Machines Replace Humans in the Hospitality Industry? | Technology 4 Hotels - 0 views

www.technology4hotels.com.au/...ns-in-the-hospitality-industry

shared by julianaparada on 03 Feb 20 - No Cached
  • The impact of artificially intelligent machines on the future job market has been gaining significant attention in recent years.
  • The impact of artificially intelligent machines on the future job market has been gaining significant attention in recent years.
    • julianaparada
      julianaparada on 03 Feb 20
       
      This has been seen throughout the years, with more technology advancements, the more jobs are being replaced.
  • cut costs
  • ...9 more annotations...
  • boosted productivity by using machines to carry out physically demanding and repetitive tasks.
  • efficiency, planning and attention to detail
  • Far from complete automation, room service robots may instead free up staff to focus on more complicated tasks and jobs.
  • having a member of staff personally deliver and serve an in-room dining order is all part of the experience.
  • the most important guest-facing role in a hotel is the front desk
  • Machines are highly adept at handling repetitive, process-driven tasks. A sufficiently advanced front desk team could offer a much more efficient service than a human when dealing with room details and booking information. But the job clearly requires other qualities beyond administrative efficiency.
  • The role of the concierge could also be one that is eventually automated
    • julianaparada
      julianaparada on 03 Feb 20
       
      This is a position that can be replaced by automation, but think about it.. If you have a question and want to ask more details about it and what experience they have felt if they have done that experience, the robot cannot answer that, meanwhile a human can.
  • In these areas, robots and AI could be used to help increase operational efficiency, decrease staff costs and improve the guest experience.
  • Ultimately, the human touch can never been replaced by a machine. For that reason, the hospitality sector will almost certainly be one of partial automation. Yet it’s clear that as the technology continues to advance, the hotel of the future is one where artificial intelligence and humanoid robots will almost certainly play an increasingly crucial role.
    • julianaparada
      julianaparada on 03 Feb 20
       
      I honestly feel like this is the best part of the article. Yes, I agree that automation has been taking over some roles/positions in our industry. But, the human touch can never be replaced.
  • julianaparada on 03 Feb 20
     
    This article talks about the impact of artificially intelligent machines in the future job market and how it has gained a significant role in the recent years. Within the article, it explains certain positions that can and have already been replaced with artificial intelligence. For example, in hotels, there are robots/cell phone apps that help you with checking in/out, with check-in process and services. In restaurants, like example, chillis, there is an "ipad" in which you can place your food & drink order, and even pay though thr app. In hotels, the concierge can soon become automated with big screens with answers to most questions. But, I personally still would like the human touch and to ask more questions than the ones the apps provide. In conclusion, many positions can be replaced with Automated machines, but human touch can NEVER be replaced.
gabybilk

Why good human resource management is vital for small hotels - Insights - 1 views

insights.ehotelier.com/...ment-is-vital-for-small-hotels

shared by gabybilk on 27 Nov 19 - No Cached
  • nternationally, there are thousands of small-medium sized hotels that are facing challenges relating to service quality aspects.
  • There is generally a worldwide view that the hotel and catering industry has a number of personnel related problems and poor employment practices and conditions, especially smaller hotels. Larger hotels have more advantage in human resource (HR) recruitment and development, because the higher level of remuneration and benefit that they can offer usually makes them the number one choice for highly competent and skilled staff.
  • Although small-sized hotels are faced with unfavorable conditions, they nevertheless have opportunities to grow, as their small size typically grants them a higher level of flexibility. Smaller organizations need to change HR practices compared to larger organizations because of the different workforce requirements and legalities.
  • ...1 more annotation...
  • Human Resource Management (HRM) is the function within an organization that focuses on the recruiting, managing, and providing direction for the people who work in the organization. Sadly, small hotels face many HR-related problems related to: the quality of staff, staff training and development, discipline, unattractive salaries and benefits, and the high levels of turnover of younger staff members. A small hotel’s survival may depend on its ability to recruit efficient, qualified people, while providing them with incentives so that they work at full capacity to maximize the property’s profits.
  • gabybilk on 27 Nov 19
     
    The human resource department is a vital section of the hotel industry. Human resources is everything involve the companies employees. From how employees get treated, to payroll, to healthcare benefits, to providing information, system help and more. It is crucial for a hotel to have a strong human resource department to maintain a stable staff. Sometimes, however, small hotels may neglect the HRM department believing its not important compared to other departments. HRM is an investment That can lead to business sustainability and success, since staff members are the most precious resource that a service sector firm has.
georgemacintyre

No, guests do not require human-provided services in hospitality | PhocusWire - 0 views

www.phocuswire.com/ovided-services-in-hospitality

shared by georgemacintyre on 17 Jan 22 - No Cached
  • The classic philosophy in hospitality goes like this: customers – whether leisure, business, corporate group or SMERF members - require services provided by super nice, smiling, well-trained humans.
  • I believe the notion that guests are demanding human-provided services is greatly exaggerated, especially today. A great example of why guests do not care about human-provided services as much as some in our industry think comes from the vacation rental sector.
  • The vast majority of these short-term rental bookings were done online via Airbnb, Vrbo, FlipKey, Vacasa, etc.
  • ...5 more annotations...
  • Just imagine the whole vacation rental experience: you book online, receive online confirmation and pre-arrival information (directions, keyless entry info, destination info, etc.); upon arrival enter the unit using the mobile key or keyless entry; enjoy your stay; pack your bags and leave on day of departure.
  • All of this while having a completely humanless experience!
  • Five years from now, the hospitality industry won’t be needing half the people it needed back in 2019, and the savings from payroll will mean the investments in next-gen technology will pay for themselves.
  • The ultimate goal imposed on hospitality by the marketplace is simple: do more with fewer employees by using technology and thus reducing the property’s staffing needs by a significant percentage. 
  • So how much human labor would a hotel need in the future? In my view, five years from now, the hospitality industry won’t be needing half the people it needed back in 2019, and the savings from payroll will mean the investments in next-gen technology will pay for themselves.
  • georgemacintyre on 17 Jan 22
     
    This article portrays the belief that human interaction is very overrated in the hospitality industry. This author believes that rental services such as airbnb are proving that human interaction is unnecessary in hospitality and that hotels are wasting many resources by hiring too many people that technology could do the work for instead.
Mirta Echazabal

Hotel Rooms of the Future: New Hospitality Technology Profiled | ehotelier.com News Arc... - 2 views

ehotelier.com/...item.php

shared by Mirta Echazabal on 16 Jan 12 - No Cached
  • Mirta Echazabal on 16 Jan 12
     
    This article basically talks about how much technology has changed and what directors of softwares predict technology will be in the near future. The article informs how the Peachtree Plaza hotel like many other hotels replaced the keys to all the rooms with electronic key cards. Which increased security for the guest and cost saving. Hospitality consultants agreed that in the future mobile phones will be the way to open guest room doors and will probably occur through infrared or wirelesss access to rooms. Neil Roodyn the director of software developers informed that he predicts that in the future people will be sitting around touch sensitive table top computer in lobbies where they can searchfor places to go in the area and make their own restaurant reservations. Neil predicts this can also influence more communication and interaction between guest. My thoughts on this article is that the younger generation is far more technology oriented and feel more comfortable with working all these new gadgets, but for the baby boomers and older crowd have the want and need of having that human interaction. Technology seems a bit to advanced for them. The more technology advances the less human interaction will occur. I think that technology advancement is great for everyone, but human interaction needs to remain for those that are not very technology savy.
  • ...2 more comments...
  • Mary White on 16 Jan 12
     
    I am all for getting rid of hotel room key cards. I have the worst time keeping track of them. I also find your comments on the generation gap to be compelling. My Dad is terrified of anything electronic. I cannot imagine that he would easily trust technology to check him into a hotel and do the basic functions of customer service. He would walk right past the touch screen computers and ask the desk receptionist for area attractions. I do see the decrease in human interaction as a negative. I personally enjoy the opinions of local people when it comes to ideas about where to eat or what to see. All of this rapid technological change can be intimidating, but I am sure that once we all grow accustomed to the new ways of staying in a hotel, then the old key cards will seem like dinosaurs.
  • Mirta Echazabal on 16 Jan 12
     
    My parents are also not very savy with technology and they dont even speak english, so it makes it that much harder for them. They both still have flip phones. Overall, I know in the end there has to be some sort of balance with the advancement of technology and still have that human interaction.
  • Gyujin Chae on 17 Jan 12
     
    This is an informative article, and I also understand Mary's opinion. Over decades, technology has rapidly advanced and it seems to be quite hard to catch up with all the new technology released quickly. For example, I stayed in a hotel called Aria, one of the newly built hotels in Las Vegas, and the hotel is equipped with state-of-the-art room technology (not just room but all over the hotel). To get into a room, unlike other hotels, I just put a room key on a sensor instead of inserting a key; as well as, I just touched a button right next to the door for privacy instead of putting the "Do not Disturb" card on a door knob. This is not something really huge, however this is how hotels are technologically changing. As a person studying Hospitality Management, the change was very impressive, but at the same time, it was intimidating. Obviously, our parents generation should have harder time to use new technology and/or to get used it than I do. I totally agree that there should be a balance between technology advancement and human interation.
  • Marcia Brown-Kelly on 17 Jan 12
     
    I agree with Mary regarding baby boomers may not be as quick to adapt to the advancement of technology, however what is noticeable in resort hotels is that more people are taking family vacation and the kids are the ones driving the technology. It will therefore just be a matter of time where the use of technology within hotels will be just like a regular lifestyle activity.
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