Keeping up with It

Case Analysis

Keeping Up with IT

Samuel is in his mid-40s and has worked for Andres Enterprises for almost 20 years. Samuel has seen the enterprise grow from just over 20 employees when he started to work for the enterprise to over 200 today. Even though Samuel has been promoted over the years and his responsibility has increased, he has recently become worried about his future at the enterprise. This has something to do with his uneasiness in the use of computers. For the past five years, this was not much of a concern since computers were not used in any HR applications. But with Internet gaining so much popularity especially in its application in the field of HR, Samuel is starting to be restless. He feels he is no longer young to learn the new technology aside from the fact that he is having a hard time understanding the system. Because Samuel is so far behind his colleagues when it comes to using the new technology, he is shy to ask for help. To make matters worse, a memo was issued by the head of HR informing everyone actively use the HRIS in the different HR functions, including the processing of applicants, payroll computations, and the employees’ benefits administration.

Statement of the Problems:

• The problem is how Samuel can keep up with technology. Changes in technology may result in anxiety and even resistance among employees.

Statement of Objective:

• To find solution on how to help Samuel keep pace with technological changes.

Areas of Consideration ( Swot Analysis )

Strength:

• Years of Experience
• Accustomed in using manual operation

Weakness:

• Lack of knowledge when it comes to technology
• Resistance to change

Opportunity:

• To widen his skills when it comes to computer

Threats:

• He will be left behind with his colleagues in terms of enhancing skills.
• Possible demotion on his part if he doesn’t keep up with changing pace of technology and possible promotion for someone younger who is expert when it comes to the HRIS system.

ALTERNATIVE COURSES OF ACTION:

• Technology based trainings
• Technology awareness strategy/Employee Involvement

EVALUATION:

• Technology based training

Advantage: Training employees to keep up with the technological changes and motivate employees to be the best they can be at using the technology. Human Resource can facilitate further education programs, training days, conferences and seminars to keep employees skills fresh.

• Technology awareness strategy/Employee Involvement

Advantage: Determining the needs of the employee and to allow the time to use whatever resources that might help not only Samuel but other employee’s who have a hard time coping with changes in the work place.