JacquelineKuhn:feb08
12/11/08
15:50
Page 64
IT has the potential to transform HR into a genuine strategic business partner. But only if those involved stand up and make their voices heard, says Jacqueline Kuhn.
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echnology is affecting every aspect of business and HR is no exception. Here the central role is in helping HR understand what the workforce is, what they're doing, and being able to better leverage and manage that. We have gone beyond the basic of just tracking who the people are. Talent management is everywhere and applications are doing everything from screening people with assessments to tracking all their current and former job history. People are doing very thorough performance assessments and technology is allowing them to store it all in one place and report on it and get a really good picture of talent. Probably the biggest change is just how technology is helping HR manage the people assets of a company, which are the most valuable assets it has. Recruitment, performance management and compensation management are the three key areas being reshaped by IT. Web-based, self-service manager/employee access analytics are really on the forefront in HR. Not just pulling out reports, but really giving HR the tools to be able to analyze and create the kinds of charts and graphs and information that senior man-
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agement is looking for. It's gone beyond just the report list of who you are and what job code you have. Technology aside, HR still has some way to go before it gets the kind of respect form management that other areas of the business command. It's getting better and the HR leaders that can talk business language are
“Too many HR people are doing things for HR’s sake, not for the business’ sake” definitely being seen as more bottom line. But unfortunately I don't think that HR overall really has a business mindset. Too many HR people are doing things for HR's sake, not for the business' sake. For example if you're looking at implementing a performance management technology, too many HR leaders are trying to justify implementing the technology because it will help them manage the performance process. It would be far better to ap-