I recently read The Evolving Workplace: Expert Insights, part of a global project commissioned by Dell and Intel. For the study, TNS Global is exploring key future trends and themes pertaining to the workplace and workforce, with a specific focus on understanding the role that technology has played in its evolution
There is some fascinating information in Report #1 as the researchers outline seven trends and their accompanying hypotheses. Among these trends are Productivity (measured in outputs, not hours), Employee-led Innovation, and a revised view of Employee-Employer trust – labeled ‘Values versus Rules’ by TNS Global. We’ve been discussing these trends in the HR sphere for some time now but it’s interesting to read about them from the side of the IT professionals.
One of the interesting trends identified is one called “Many hats of the IT Manager.” The researchers state that as employee aspirations shift and people seek greater fulfillment and happiness at work, the role of the IT Manager will increasingly align with that of the HR Manager. Their hypothesis further states: “Workplace IT of the future will not merely be a tool to accomplish tasks, but constitute a means of recruiting and retaining staff, of managing well- being, and of facilitating personal and professional development.”
There are some global comparisons noted; the perception of the IT role will vary depending upon whether it is based in the East, West or someplace else, but in any event, the authors believe, IT managers will become increasingly responsible for satisfying the needs of employees.
The authors point out that the IT department has often been viewed as a barrier; implementing and enforcing policies and putting in place regulations that block employee development – rather than assisting or encouraging access to technologies that increase employee efficiency or provide satisfaction.
Our friends in IT are warned that if, for example, they don’t offer choice of device or access to software, tools and technologies desired by employees or applicants the organization will lose in the long run; engagement, talent attraction, retention…you name it.
I wonder how this makes the folks working in IT feel?
Let’s face it; if you work in HR, depending upon your organizational experience, you’ve either been best buddies with your IT manager or viewed him/her as the very embodiment of Satan. Over the last several years, more and more IT Managers have come face to face with empowered HR gals and guys who have pushed for the previously unthinkable.
“She wants a cloud-based HR solution? Let employees bring their iPhone when all we’ve ever supported are corporate issued Blackberrys? Unblock Facebook and YouTube and all those social sites? Has my HR lady lost her mind?” thought Joe the IT Manager.
The skirmishes continue. Within the last several weeks an HR leader told me “I would really like to implement xyz, but our IT Department won’t let me.”
Time and budget constraints? Lack of clarity or understanding regarding the business strategies on both sides? Territorial pissing matches?
Undoubtedly all of the above.
But you know what? If you work in HR and are in need of getting some alignment and cooperation from your IT group start with a discussion around these seven trends. Approach the conversation from their perspective. That SHRM Research report you’ve quoted before isn’t going to sway their thinking…but something like this TNS Global report might.
Just gloss over the fact that your IT manager is going to have to start thinking like an HR strategist; that might start a feud akin to the Hatfields & McCoys.
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