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Article
HR Transformation - Can Technology Help?
courtesy www.humanlinks.com
For quite some time now the HR intelligentsia has been talking about
changing HR role from traditional record keeping, personnel
administrivia, system policing to that of a strategic business
partner.
Although it is becoming increasingly clear that business innovation
can
be helped by forward thinking human resources function there is a
reluctance on the part of top management in many progressive
organizations to allow HR assume strategic partnership role.
'These HR guys talk about strategic role, e-learning and e-recruitment
but they really don't want to do this stuff. They would rather read
about it in the quiet of their offices or sit passively in an audience
while other people talk about doing it. I have my doubts about their
understanding of our business goals'What can HR do to change this
perception? The answer lies in HR transformation and HR technology can
help.
COST CENTRE TO VALUE CENTRE
HR should draw lessons from marketing department on how to position
and
"productivize" its services amongst its valuable customers-top
management(including the skeptical CEO who pays lip service to HR),
internal customers (employees and the HR team members) and the
external
customers ( candidates and clients). Its all about branding and
marketing strategy. If you come up with an attractive selling
proposition like 'we have listened to you, we understand your
requirement, we will give it to you using the best technology
available
in the market', you will transform the image of your HR Department
from
backward thinking record keepers to inspirational, creative, strategic
and forward thinkingHR department capable of creating value and
helping
the organization achieve its business goals. The entire HR Team should
be sold on adopting a mind-set for marketing its services effectively.
TECHNOLOGY SAVVY HR
We all know that the pace of technological innovation will continue to
accelerate. HR can take advantage of these changes by automating HR
processes and becoming more effective in communicating with its
internal
customers. More importantly, by absorbing latest technology, HR can
project a forward looking image which will help it earn the respect of
skeptical colleagues. Lets talk about e-HR strategy, e-HR
transformation
and e-HR enablement.
APPLICATION SERVICE PROVIDERS (ASPs)
As the web is becoming more reliable, organizations are increasingly
turning to ASPs to host software and manage it from remote computers.
Through this technology outsourcing many companies can avoid up front
capital costs associated with buying systems When managed well there
is
no performance loss. These ASPs are aware of the security concerns of
their clients and have taken effective steps to allay such fears. Most
major HR software products including SAP, Peoplesoft. Lawson Software,
Infinium and interlynx are available through ASPs. It is estimated
that
the ASP market will grow to $7.8 billion in 2004 from a mere $296
million in 1999.
WEB PORTALS
Web portals offer tremendous advantage in learning and knowledge
management support, business process support and employee self-service
opportunities. The web has revolutionized the way HR services are
offered to employees. Internet and Intranet enabled HR services has
facilitated data capture and retrieval and freed HR executives from
shackles of personnel administration triivia allowing them to
concentrate more an HR strategy and employee well being.
Through web enabled HR services an organization can move rapidly
towards
a paper less office where Personal Files , Leave Forms, Appraisal
Forms
will become a thing of the past.
THE MOBILE WEB
As Personal Data Assistants (PDAs) and digital phones become a fixture
in corporate world the next step in the evolution of devices is
wireless
access to news, personal information and corporate data. In USA
progressive organizations are already offering HR services through
hand
held Palmtops. For example. before walking in for a doctor's
appointment
an employee can browse through his company's HR web site for a list of
service providers (medical practitioners) and also refresh his memory
regarding his medical coverage-all on his handheld Personal Data
Assistant! 3G which stands for third generation wireless communication
technology will raise speed of communication from 9.5K to 2M bit/sec.
HR
professionals can leverage this 'death of distance' phenomenon
sweeping
the world by offering HR services on a virtual mode.
BLUETOOTH TECHNOLOGY
Bluetooth named after a 10th century king who united Denmark and
Norway
is poised for widespread roll out later this year. Imagine carrying
your
mobile phone into office and while it is sitting in your pocket,
having
it automatically exchange data with your PDA and desktop PC or setting
your mobile phone down next to your PDA and checking e-mails without
cords or wires. That is the goal of Bluetooth- a wireless
synchronization technology invented by cellular phone manufacturer
Ericsson. Bluetooth works automatically within a certain radius, is
relatively inexpensive and provides users with a simple way to manage
all their devices.
DESKTOP VIDEO STREAMING
With the introduction video streaming technology, the HR Manager has a
powerful communication tool in his possession. He can stop shuffling
video tapes and trying to gather employees in front of the TV for
CEO's
monthly address. He can beam it to the PCs making it easier for
employees to view video without leaving their desk. It is a useful
tool
for employee communication and training. In combination with
webcasting
tools, it is also possible to include an array of interactive
capabilities, including chat, polling, graphics, and Q & As.
INTERNET NETWORK MONITORING
The media is flooded with articles on internet security and internet
misuse. Many organizations are installing sophisticated software to
track down web sites an employee is accessing. The HR Manager has to
formulate an E-Policy and give it widespread publicity. There are
issues
related to discipline, corporate ethics that might come up due to
increased use of internet and networking technology. The HR Manager
has
a crucial role to play in formulating and implementing internet
policy.
How does transformation differ from change? Although essentially the
approach is same, transformation is about starting over from an
entirely
new perspective. It requires, first and foremost, a change in mindset
followed by change in processes, and finally a change in services.
HR is being challenged to transform in order to:
. Provide flexible alternatives to previously restrictive HR
processes
. Visibly demonstrate value addition to the accomplishment of
organization mission
. Improve individual and organizational productivity
. Provide change management strategies
. Partner with operational units to achieve goals and
measurable success
To grapple with these challenges in future, HR technology can help..
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