Each day in the work we do at Knowledge Infusion, there is constant discussion around the role the HR function should play in ownership of technology to supports its goals and missions and the role that IT (Information Technology) should play. In most organizations, it is a constant struggle between deciphering the needs of HR (does HR really know what it needs to meet its strategy) and determining whether IT can truly understand and support those needs.
The HR/IT relationship has changed — probably forever. Organizations are grappling with a post-recession budget
while simultaneously jockeying for more IT support around specific applications that drive their “competitive advantage.” They are navigating a world where Software as a Service (SaaS) applications have dramatically changed the profile of someone in IT.
Here’s what we’re hearing from most of the IT organizations we talk to daily:
We look to support HR as much as possible but can’t burn resources customizing applications, writing custom reports or designing one off interfaces from application to application
We are asked to focus our resources on “mission critical, competitive advantage” applications such as point of sale, patient systems, merchandising, and true “business” analytics vs. back office applications
We see no reason why HR can’t change processes and leverage the functionality of a SaaS application out of the box
We can support integrations, but not heavy interfaces that don’t leverage true web service. We only promote enterprise integrations that drive towards a master data management “MDM” model
Where does this leave HR? It leaves HR with some interesting questions to answer it evaluates its long term technology portfolio:
What do I really want to be my “signature” as a HR department?
Where do I desire transformation vs. merely performance?
How do I move towards a model that gives me more control over my technology portfolio without the heavy dependence on IT.?
What HR processes stand alone and which truly need integration to other HR and enterprise functions?
The world of HR and IT will continue to change beyond what we’ve already seen in 2010/11. Has your HR technology strategy changed too? Has your relationship with your IT department? Have you changed the skill-set and competencies of your HRIS department?
If the answer to the above questions is not YES, it’s time to put a heavy focus on your strategy and action plan as you build out budgets for 2012.
Another infusion of knowledge…