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Constant change has long been a given in business, but today, companies face an evolving landscape that is increasingly complicated and unpredictable. As the world of business and work evolves, the HR organization will need to rethink and adapt its mission and its operations.
There’s been a shift to renewed growth. But the path to growth is not always straightforward. Markets are often volatile, and competitors from around the globe move quickly to exploit opportunities.
Innovations appear at an accelerating pace. And customer expectations are constantly rising and shifting. The challenges facing each business vary, but to a great extent, the ability to meet those challenges comes down to a key factor—talent.
Technology is driving change and at the same time to help enable HR to keep up with that change—and ultimately bring order to a dynamic, fast changing environment. In developing strategies for using technology, HR executives need to think about five “technology imperatives” as they chart a course for their organizations.
The Future of HR—Five Technology Imperatives eBook
1. Take an integrated approach to talent management2. Use analytics to power HR decision making3. Extend HR and talent management out to the workforce4. Take advantage of advanced recruiting tools5. Leverage the cloud for efficiency and agility
Technology is opening new opportunities for HR: It can be an enabler of HR transformation and a potential driver of greater efficiency and effectiveness. It can also play an important role in letting HR get closer to the business. HR professionals often talk about HR getting a seat at the senior management table—but that’s not always the real issue.
HR gets to keep the seat at the table when it has value to add, and insights that help the business. Technology helps HR deliver those insights. At the same time, technology is not a panacea. Its effectiveness depends on designing, implementing and using it to meet a company’s specific needs—and doing so requires a close relationship between HR and IT.
To engage in that conversation, HR executives will need to have a solid grasp of the possibilities and limitations of technology, and be active participants in looking for opportunities to leverage it.
04 February 2014
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