Today’s human resources professionals need to not only know how to engage organizational decision-makers around traditional HR matters, but must also be ready when the topic focuses on technology. When the conversation turns to the Cloud, upgrading mobile capabilities or deciding which technology management company to use, HR needs to be heavily involved. IT is now embedded in every functional area of today’s business, including the human resource department. Many HR functions can now be performed electronically, making them faster and more economical. If HR wants to continue to play a critical role in helping businesses anticipate and manage organizational change, a solid understanding of technology expertise must be part of its core proficiencies.
It is essential that HR embraces a new role around technology to provide better insights and greater transparency.
Here are 4 reasons why HR should care about the technology side of business.
HR must use technology for managing the human resource
E-HRM (Electronic human resource management) online systems help HR professionals operate strategically and improve productivity. E-HRM systems provide many functions such as recruitment, training and organizing personnel data. They provide pre-hiring assessment tools to confirm that a new hire is a good fit. Another benefit is that HR data is updated frequently so managers can have fast access to it. Tools to measure employee behaviors, conduct leadership assessments and provide 360 degree assessments may also be included. Using the Cloud makes the onboarding process much easier and productive by providing Virtual Classrooms Technology training from even the most remote places.
HR must manage the blended workforce
As this Forbes article describes, the gig economy continues to thrive. An increasing trend has freelancers working alongside permanent employees in teams. IT systems give HR staff the right platform for hiring contingency workers. Talent and workplace analytics measure the success of blended team groupings. With Millennials making up more than half of the current workforce — and predicted to make up 75 percent by 2020 — HR needs to embrace and build on technological advancements to meet both employee expectations and business requirements.
Big Data
Today’s technology gives HR professionals access to the power of Big Data. When combined with other technologies, Big Data provides a tremendous amount of insight and allows HR professionals to make decisions backed by concrete information and more efficient processes. Big data can provide a fact-based view of the current workforce and predictive analytics to better manage risks.
HR needs to be knowledgeable about technology trends
This blog by George Dickerson notes a distinct trend towards the convergence of HR tools. Payroll systems can now be fully integrated with employee engagement or performance management. This convergence of tools also reflects the blurring of departmental boundaries. HR professionals now need the technical knowledge to perform cross-departmental tasks by having a working knowledge of systems across the organization. With these increased technological demands, it makes sense for HR to be involved in discussions about how the company’s technology is managed.
Despite the potential impact, many companies still haven’t made the switch to modern HR systems. As we accelerate into the future with even more technical innovations, it is essential that HR embraces a new role around technology to provide better insights and greater transparency. HR professionals have a role to play in helping the business reap the benefits of greater efficiencies, cost savings and the power of Big Data.
