HR and Technology: A relationship that can’t be broken Series Two, Master Class One

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HR and Technology: A relationship that can’t be broken Series Two, Master Class One

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HR and IT have traditionally been like ships that pass in the night – moving at different speeds, with different priorities. But there’s a growing recognition that whilst HR is the human face of......

HR and IT have traditionally been like ships that pass in the night – moving at different speeds, with different priorities. But there’s a growing recognition that whilst HR is the human face of the organisation, it’s technology that is enabling the effective execution of people strategies. In this first 20 Minute Master Class of the new series, Jon Ingham, acclaimed author and HR consultant, examined the role IT is playing in HR transformation and how the two functions are inextricably linked in delivering today’s business innovation

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  • 1. 1 HR and Technology: A relationship that can’t be broken Master Class One: 22 October 2013 Jon Ingham Strategic HCM
  • 2. HR and Technology: A relationship that can’t be broken HR and IT have traditionally been like ships that pass in the night – moving at different speeds, with different priorities. But there’s a growing recognition that whilst HR is the human face of the organisation, it’s technology that is enabling the effective execution of people strategies. In this first 20 Minute Master Class of the new series, Jon Ingham, acclaimed author and HR consultant, examines the role IT is playing in HR transformation and how the two functions are inextricably linked in delivering today’s business innovation. SHARED OPPORTUNITIES & CHALLENGES Learning and growth are ripe for transformation if HR and IT can embrace new technologies that don’t just support the business but actively drive innovation. The further down the value chain you go, the more complex this becomes – but the greater the potential impact and influence on the business.
  • 3. TOP STRATEGIC TECHNOLOGY TRENDS 2014 MOBILE DEVICE MANAGEMENT MOBILE EVERYTHING APPS THE INTERNET OF HYBRID & PERSONAL CLOUD I.T AS A SERVICE BROKER SOFTWARE-DEFINED ANYTHING WEB-SCALED I.T SMART MACHINES 3D PRINTING (Source: Gartner 2013) HR 2.0 HR practices used to be based on historical ways of managing people. As HR becomes a disruptive force, HR 2.0 is about more open, democratic and social ways of working.
  • 4. A new way of competing Businesses have evolved how they gain competitive advantage – and the opportunities for HR and IT to make an impact are increasing. External Strategic Positioning Internal Core Competences People and Culture HR and technology disruption is similar to the evolution of the high jump The development of the crash mat was what made the ‘Fosbury Flop’ possible, allowing athletes to jump unprecedented heights.
  • 5. HR &Yang How value IT provides HR Yin and IT introduces the technologies that allow people to work in new ways. HR shapes new opportunities to manage people to get the best out of technology. Create Value IT for people management People management for IT Maintain Value Add Value
  • 6. How can HR & IT provide joint value? “ It’s not enough for HR to simply hand over a functional specification for IT to deliver – the two departments must work collaboratively. ” IT HR Maintain Value • Administer HR operations • A single system of record • Seek efficiency through shared services or outsourcing • HR reporting and visibility Add Value • Focus on business strategy • Talent Management • Enable capability to perform now • Integration across HR functional areas • Ensure effectiveness and alignment • Self-service reporting & KPIs for line managers Create Value • Build capability for the future • Self-service employee access to data • Drive business strategy • Knowledge management • Embrace innovation • eLearning
  • 7. “ Employee Integrating the agenda empowerment The best way to enable employees is to liberate them rather than control them. That means offering intuitive, self-service tools and more social means of collaboration and knowledge transfer. ” HR and IT need to treat costs as investments in the business. Key priorities are integrated talent management, HR analytics, mobile and social. The gender divide in IT and HR teams can be turned into an advantage for the company if dealt with correctly. #20mmc HR needs people who are interested in data and technology as well as people. #20mmc
  • 8. Together, HR & IT CAN advance the Business solutions to address your challenges: • Workforce analytics • Learning • Workforce planning • Performance and goals • Social collaboration • Compensation People make all the difference in an organisation. With the right people working on the right tasks, a business can unlock its full potential. But poor, unfocused execution means too few employees ever achieve their full capabilities or perform work that advances your business strategy. • Recruiting • Succession & development Working together, HR and IT can identify the right systems, processes and tools to transform the business. It’s about more than just process efficiency and transactional cost savings. You can align your workforce to your business goals, optimise performance by finding the right people and making them great, and accelerate business results through truly innovative ways of working. Call: +44 (0) 8450 742990 business strategy • Onboarding To find out more about the tools and technologies that can help you readily apply these approaches to your own business: Email: cloudinfo@successfactors.com Carry on the conversation: LinkedIn bit.ly/20mmc Twitter #20mmc