Estimated reading time: 3 minutes
I saw this article a couple of months ago about how organizations are merging their human resources and technology departments. It’s an interesting read worth checking out. I’m sure there will be people who will feel that merging HR and technology isn’t good for the profession, very similar to a recent conversation about HR reporting to the CFO.
But the article reminded me of my start in human resources. Not only did HR report to the CFO, but part of my role was to work with the technology department in developing and maintaining the company’s HRIS (human resources information system). The organization had built their own HRIS, and users would contact me if they had suggestions for improving the system. I would put together those suggestions and pitch them to the technology department.
Then, the technology department would develop the new features and ask me to test them out. It was great fun trying to “break” what the technology team had put together. And I mean that in the nicest way possible. It was my job to find the weaknesses. Once the system was tested, we would write instructions and send it out to users.
Looking back on the experience, I think working with technology so early in my career gave me an appreciation for what technology could do. I learned what to look for in technology demos. It also helped me learn how to ask good questions. I’d like to think it helped the technology team as well to understand directly from users what was important to them.
Here are a few articles that speak to the connection between human resources and technology.
HR Professionals Play a Key Role in Technology Strategy
I know there’s a lot of talk about keeping the “human” in human resources. Knowing technology isn’t about removing the human part. Knowing technology is about creating a work environment where technology does what it does best. That way, the rest of our time is spent focusing on the human part.
Your Technology Strategy Needs to Include Building the Perfect Tech Stack
Organizations need to have strategies. Common ones include a business strategy, workforce strategy, and a technology strategy. To me, a technology strategy is the plan that outlines how technology will help the organization – and the employees working in it – accomplish their goals.
Jakub Ficner on Managing Ethical Risk with Technology
In this episode of The HR Bartender Show, Case IQ’s Jakub Ficner talks about the relationship between HR, ethics, and technology. What technology does well is collect data. And that’s where we can use technology to reduce ethical risk. Organizations can examine their ethics complaints and investigations to look for trends. And understanding those trends allows the organization to take steps to reduce risk.
Use Technology to Improve Performance Gaps
Using technology to improve performance does mean that organizations need to set performance expectations, provide employees with the proper training and tools, and coach employees along the way. Organizations want high performing employees and teams. Give people what they need to be successful.
I’ve said before that human resources is the architect of work. Well, creating the future of work includes technology. And HR pros play a key role in developing the strategy. Maybe some of the changes we’re reading about like merging HR and technology are designed to break down organizational silos and encourage more collaboration.
Image captured by Sharlyn Lauby at the HR Technology Conference in Las Vegas, NV
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