So, how does the technology actually work? I have worked in many technology projects within HR, and this is the most frequently asked question by HR practitioners before and after new technology is implemented in an HR department. HR practitioners are usually more interested to know how new technology will work in practice, in their HR processes and working practices. And they will often expect the new technology to be adapted to meet their needs and expectations.
I would also add that the HR and technology professions do not naturally go together. By this I mean, HR as an ‘intelligent customer’ is a developing capability and for good reason. Historically, the HR profession’s role and expertise has not included technology. However, things are changing. The role of the HR profession has widened to include an understanding of the impact of technology on people at work. HR data analysts are now one of the most sought-after skills in technology-driven HR departments.
The technology profession, on the other hand, typically does not speak the language of HR and therefore, HR practitioners do not always fully understand how technology can drive their service. Building a bridge between HR and technology practitioner ‘speak’ is perhaps one of the greatest challenges in successfully implementing HR technology.
It often takes somebody who has straddled both professions, for example, an HR practitioner who has worked in an HR operational environment and within an HR technology team, to build the bridge and leverage the functionality of technology to enable HR to have a greater focus on using data to generate business insight and support organizational decision-making.
In my latest #JungianBitsOfInformation collaboration blog with Ingentis I look at a practical example of how to use the Ingentis org.manager tool in a global organisation redesign process.
You can read the full blog here
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