As more organizations expand their remote work policies, the need to talk about technology capabilities increases. Not just what a technology is capable of doing and the value it can generate for the organization. We as individuals need to be familiar and conversant about technology.
Organizations and employees are going to demand that everyone in the organization have an understanding of technology, even the technologies that offer human-like features such as artificial intelligence and machine learning.
Using technologies such as artificial intelligence and machine learning doesn’t mean that HR departments will become irrelevant and be outsourced. In fact, organizations will need knowledgeable HR business partners to assist with selection, implementation, evaluation, and maintenance. But HR needs to be ready to assume that responsibility.
Now is the time for HR departments to get ready for this digital transformation. They should be asking themselves questions such as “How do we continue to provide value?” and “How do we continue to stay relevant?” Frankly, as an aside, organizations should be asking themselves those the same questions because technology is changing the way we buy and consume products and services. It only makes sense for the rest of the organization to do the same.
Specifically, when it comes to technology and human resources, there are many approaches that are both effective and efficient. It comes down to what makes the most sense for the business. In discussing your organization’s technology strategy, here are three things to consider:
- INDUSTRY – Some industries are known for being early adopters and others, not so much. Industries might have general best practices in terms of how they structure human resources (i.e. centralized versus decentralized, HR roles and responsibilities) and that can drive whether companies outsource. It could also determine whether they hire specialists or generalists.
- TECHNOLOGY – Often the decision about whether or not to use technology is based on what technology is available. This might sound very elementary, but the point is that mainstream technologies change the business operation. A new technology might need to prove itself first.
- LEADERSHIP – People decide how much technology they’re going to have in their lives. They also decide when they have too much. Organizations are going to make technology decisions based on their personal experiences with tech. Love tech? Then maybe the organization is more open to adding it. Hate tech? Well, maybe not so much.
It’s very difficult to predict what’s going to happen with HR departments and technology. One of the best things about being in HR is that it’s always changing. Technology could be one of those things that helps to transform human resources. It’s already done that in some ways, and it will be exciting to see what the future brings!
Sharlyn Lauby is an author, writer, speaker and consultant. She is president of ITM Group Inc., a consulting firm which focuses on developing training solutions that engage and retain talent in the workplace. She's previously served as a member of SHRM’s Membership Advisory Committee (MAC) and Ethics and Corporate Social Responsibility special expertise panel.
She is equally well-known for her work on HR Bartender, a friendly place to talk about workplace issues. The site has been recognized as one of the “Top 5 Blogs HR Pros Love to Read” by the Society for Human Resource Management (SHRM). Sharlyn is the author of two best-selling books published by SHRM: “Manager Onboarding: 5 Steps for Setting New Leaders Up for Success” and “The Recruiter’s Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent”, which are available on Amazon.
Her personal goal in life is to find the best cheeseburger on the planet.
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