1. Read the article from the NY Times on Big Data. Based on data mining and the emergence of knowledge, can knowledge be turned into a database? How does the HR professional and the organization determine what data to use and if tracking data becomes too intrusive?

https://www.nytimes.com/2013/04/21/technology/big-data-trying-to-build-better-workers.html?pagewanted=all&_r=0

2. Why is it critical for HR to understand their stakeholders (and stakeholder needs) when reviewing HRIS System/Applications? In working with stakeholders, how would you determine what form of HRIS application to purchase – an ERP, best of brand, etc.? :

3. Video Link – Courtesy of the Society of Human Resources Management?https://www.shrm.org/assets/focusonhr/university/kristie_evans.html
Effectively conducting an analysis of HRIS needs will require that the Big 3 questions are asked, answered and revisited on a regular basis. In the SHRM video, we learn that the use of technology is not always implemented. As an organization analyzes their HRIS needs, how would you recommend the organization goes about researching the Big 3 questions: 1. Where are we now? 2. Where are we going? 3. How are we going to get there?

4. Video Link – Courtesy of the Society of Human Resources Management?https://www.shrm.org/assets/focusonhr/university/tammy_erickson.html
Web 2.0 refers to a second generation of services, applications, and communities on the Web. How can Web 2.0 potentially impact a HRIS? Why will it be critical for HR to implement new technologies and different workflow processes?

5. Video Link – Courtesy of the Society of Human Resources Management?https://www.shrm.org/assets/focusonhr/university/randy_tyson.html
what competencies required for the effective management of human resources in a firm to gain a competitive advantage in the marketplace?