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Question: Identify how technology is currently being utilised in your chosen HR functions, how it may be used in the future, and apply your findings to the Organisation of your choice. Answer: HRIS at Qantas Human Resource (HR) is an important component of every organization that contributes to its overall success. In order to continuously improve the processes that are part of HR, technology is increasingly being embraced. This gives rise to Human Resources Information Systems (HRIS) that are technologically driven. Qantas is the leading airline in Australia with more than 28,000 employees as of the year 2015. The airline undertook several HR changes in its recruitment and selection of staff and in managing its occupational health and safety. Qantas used a HRIS system from Taleo to manage its recruitment and selection of its flight engineers and RMSS Suite to manage its occupational health and safety. Background of Qantas Qantas was founded in 1920 by three aviation pioneers in Australia: Fergus McMaster, Hudson Fysh and Paul McGinness (Qantas Case Study, 2014). The airline started as a passenger and mail courier company within Australia and was later nationalized in 1974. The company was operating globally by 1999 and joined the global airline alliance, Oneworld in the same year. The company experienced varying operational challenges from 2000 to 2010 and posted fairly weak earnings during this period. The airline currently offers the most comprehensive international and domestic coverage in Australia with over 70 international destinations. HR is important within the company and covers everyone from cleaners to the pilots. Current Use of Technology in HR Qantas currently uses Cloud based talent acquisition human resource software provided by Taleo to manage its recruitment and selection process (Oracle, 2017).This replaced the earlier approach which was based on paper work. This system makes the recruitment and selection process smoother as well as directly accessing the labour market. Recruitment times have been cut in half while time taken to make the decision to hire has gone down by a third. The Oracle Taleo Cloud service allows Qantas to manage the recruitment process with software that has rich data on talent management which is socially engaging. AHB (2012) states that this streamlines the resource allocation for the process and cuts down costs associated with hiring. The company engaged Risk Management and Safety Systems (RMSS) to develop an enterprise safety management system (RMSS, 2014). This system covered the components covering safety such as occupational health. The new technology based system replaced the manual paper based system which was cumbersome. The earlier system used Microsoft spreadsheets databases based on Access. This format was unintuitive and complex, expensive to track and not easily accounted for. The new system was customized to fit in-house specifications and reduced identified hazards from 300 to 20. The new technology availed more data once operational and has reduced the injuries that were occurring at Qantas. Future Application Fehling (2014), states that the future application of the current technology systems of HRIS will be Cloud and App based and Software as a Service Applications (SaaS). This will result in a hybrid relation in employment that is agile and improve organizational performance (Sarina Wright, 2015). The current trend will require greater use of Cloud services in order to make the system cost effective and easy to manage. Apps will be the main format of targeting potential employees through mobile devices. This will require leveraging on Social Media sites in order to post vacancies. SaaS applications such as LinkedIn will provide a rich data base from which the company can recruit professionals that require technical competencies such as engineers. Google Docs and Forms will also be increasingly important for the HR department in collecting and collating feedback from employees. Effect of HRIS on flight engineers. The recruitment and selection process has been shortened and made easier for flight engineers as most of the requirements are posted online (Qantas, 2017). The application is done using the company website and this eliminates the paper work of attaching certificates and testimonials and posting them through the mail. Essential requirements of citizenship and age are posted through the company portal. Criminal checks and pre-employment medical check requirements are also shown and this concisely and unambiguously spell out the requirements. Interlinking the website with different social media and professional websites makes the application process much easier. Screening on behavior and technical competency is done online and is followed by a telephone interview for shortlisted candidates. This reduces the time taken for the potential employee to know whether they are successful or not. The system on the portal is able to grade the results of the candidate doing the online technical competency test without bias. This helps to make the recruitment process fair without human input that is biased. This improves the chances of successful application by minority group applicants. This has the effect of making the recruitment process meritorious and transparent. Organizational loyalty is therefore enhanced by the process that is open and fair using technology. Selection is done after a one-on-one interview at the 4hr Assessment Center and is then followed by the training process. The interview process follows on the core requirements of technical and behavioral competencies. The web based process simplifies the whole format of interviewing and gives real time results and feedback to the potential employee. The flight engineer benefits by knowing beforehand the full job description required in terms of technical competency and certifications needed. The detailed requirement helps the flight engineer to pinpoint the daily tasks they are expected to undertake and this prepares them in advance to fit in within the department they will eventually join. The flight engineers have benefited from the RMSS safety management system in several ways. Preflight audits can be done by the engineers and logged into the system. The data that has been input into the Crew Resource Management system helps to reduce human error before flight (MacLeod, 2016). The safety department can then track the logs for purposes of accountability in cases corrective action is not taken. The personnel responsible for taking action can then be held accountable for not undertaking the appropriate actions as recommended in the log. This reduces incidences likely to result in catastrophe due to individual errors (Hampson, Junor Gregson, 2012). This reduces the probability of the flight engineer missing to perform important preflight checks. Human Resource is a component that plays an important role in the management process of most organizations. New technology in the form of software is important in improving this process through appropriate information systems. Qantas has embraced technologies that have improved and changed its recruitment, selection and safety management processes. The recruitment and selection process enables the company to directly access the labour market and provide the procedure that is transparent. Then safety management system has helped in reducing injury at the workplace and providing accountability that is easily tracked. These sets of information system usage have had an overall positive outcome in managing human resources at Qantas References AHB. (2012). Airline Crew Resource Management Systems. Airline Buzz Hub. Retrieved from https://www.airlinehubbuzz.com/airline-cabin-crew-resource-management-systems/ Fehling, C. (2014).Cloud computing patterns: Fundamentals to design, build, and manage cloud applications. Wien: Springer. Hampson, I., Junor, A., Gregson, S. (2012). Missing in action: aircraft maintenance and the recent HRM in the airlines literature. International Journal of Human Resource Management, 23(12), 2561-2575. doi:10.1080/09585192.2011.633278 Howarth, B. (2010). AHRI: Send in the Cloud. People Management. Retrieved from https://www2.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/01/29/ahri-send-in-the-cloud-2010-08.aspx MacLeod, N. (2016). Building Safe Systems in Aviation : A CRM Developer's Handbook. Abingdon, Oxon: Routledge. Oracle. (2017). Oracle Taleo Cloud Service. Retrieved from https://www.oracle.com/applications/taleo.html Qantas Case Sudy. (2014). Qantas. Business Studies Resources. Retrieved from https://www.acehsc.net/wp-content/uploads/Business_Studies_Resources_-_Case_Study_-_Qantas_Operations.PDF Qantas. (2017). Qantas Careers. Retrieved from https://www.qantas.com/travel/airlines/careers/global/en RMSS. (2011). Qantas. Retrieved from https://www.rmss.com.au/upload/RMSS%20Case%20Study%20-%20Qantas.pdf Sarina, T., Wright, C. F. (2015). Mutual gains or mutual losses? Organizational fragmentation and employment relations outcomes at Qantas Group. Journal of Industrial Relations, 57(5), 686. doi:10.1177/0022185615590905