For quite some time now the HR intelligentsia has been talking about changing HR role from traditional record keeping, personnel administrivia, system policing to that of a strategic business partner. Although it is becoming increasingly clear that business innovation can be helped by forward thinking human resources function there is a reluctance on the part of top management in many progressive organizations to allow HR assume strategic partnership role.



‘These HR guys talk about strategic role, e-learning and e-recruitment but they really don’t want to do this stuff. They would rather read about it in the quiet of their offices or sit passively in an audience while other people talk about doing it. I have my doubts about their understanding of our business goals’



What can HR do to change this perception? The answer lies in HR transformation and HR technology can help.



COST CENTRE TO VALUE CENTRE



HR should draw lessons from marketing department on how to position and “productivize” its services amongst its valuable customers—top management(including the skeptical CEO who pays lip service to HR), internal customers (employees and the HR team members) and the external customers ( candidates and clients). Its all about branding and marketing strategy. If you come up with an attractive selling proposition like ‘we have listened to you, we understand your requirement, we will give it to you using the best technology available in the market’, you will transform the image of your HR Department from backward thinking record keepers to inspirational, creative, strategic and forward thinking



HR department capable of creating value and helping the organization achieve its business goals. The entire HR Team should be sold on adopting a mind-set for marketing its services effectively.



TECHNOLOGY SAVVY HR



We all know that the pace of technological innovation will continue to accelerate. HR can take advantage of these changes by automating HR processes and becoming more effective in communicating with its internal customers. More importantly, by absorbing latest technology, HR can project a forward looking image which will help it earn the respect of skeptical colleagues. Lets talk about e-HR strategy, e-HR transformation and e-HR enablement.



1. APPLICATION SERVICE PROVIDERS (ASPs)



As the web is becoming more reliable, organizations are increasingly turning to ASPs to host software and manage it from remote computers. Through this technology outsourcing many companies can avoid up front capital costs associated with buying systems When managed well there is no performance loss. These ASPs are aware of the security concerns of their clients and have taken effective steps to allay such fears. Most major HR software products including SAP, Peoplesoft. Lawson Software, Infinium and interlynx are available through ASPs. It is estimated that the ASP market will grow to $7.8 billion in 2004 from a mere $296 million in 1999.



2. WEB PORTALS



Web portals offer tremendous advantage in learning and knowledge management support, business process support and employee self-service opportunities. The web has revolutionized the way HR services are offered to employees. Internet and Intranet enabled HR services has facilitated data capture and retrieval and freed HR executives from shackles of personnel administration triivia allowing them to concentrate more an HR strategy and employee well being.



Through web enabled HR services an organization can move rapidly towards a paper less office where Personal Files , Leave Forms, Appraisal Forms will become a thing of the past.



3. THE MOBILE WEB



As Personal Data Assistants (PDAs) and digital phones become a fixture in corporate world the next step in the evolution of devices is wireless access to news, personal information and corporate data. In USA progressive organizations are already offering HR services through hand held Palmtops. For example. before walking in for a doctor’s appointment an employee can browse through his company’s HR web site for a list of service providers (medical practitioners) and also refresh his memory regarding his medical coverage—all on his handheld Personal Data Assistant! 3G which stands for third generation wireless communication technology will raise speed of communication from 9.5K to 2M bit/sec. HR professionals can leverage this ‘death of distance’ phenomenon sweeping the world by offering HR services on a virtual mode.



4. BLUETOOTH TECHNOLOGY



Bluetooth named after a 10th century king who united Denmark and Norway is poised for widespread roll out later this year. Imagine carrying your mobile phone into office and while it is sitting in your pocket, having it automatically exchange data with your PDA and desktop PC or setting your mobile phone down next to your PDA and checking e-mails without cords or wires. That is the goal of Bluetooth- a wireless synchronization technology invented by cellular phone manufacturer Ericsson. Bluetooth works automatically within a certain radius, is relatively inexpensive and provides users with a simple way to manage all their devices.



5. DESKTOP VIDEO STREAMING



With the introduction video streaming technology, the HR Manager has a powerful communication tool in his possession. He can stop shuffling video tapes and trying to gather employees in front of the TV for CEO’s monthly address. He can beam it to the PCs making it easier for employees to view video without leaving their desk. It is a useful tool for employee communication and training. In combination with webcasting tools, it is also possible to include an array of interactive capabilities, including chat, polling, graphics, and Q & As.



6. INTERNET NETWORK MONITORING



The media is flooded with articles on internet security and internet misuse. Many organizations are installing sophisticated software to track down web sites an employee is accessing. The HR Manager has to formulate an E-Policy and give it widespread publicity. There are issues related to discipline, corporate ethics that might come up due to increased use of internet and networking technology. The HR Manager has a crucial role to play in formulating and implementing internet policy.



How does transformation differ from change? Although essentially the approach is same, transformation is about starting over from an entirely new perspective. It requires, first and foremost, a change in mindset followed by change in processes, and finally a change in services.



HR is being challenged to transform in order to:



· Provide flexible alternatives to previously restrictive HR processes



· Visibly demonstrate value addition to the accomplishment of organization mission



· Improve individual and organizational productivity



· Provide change management strategies



· Partner with operational units to achieve goals and measurable success



To grapple with these challenges in future, HR technology can help.



Courtesy:http://www.humanlinks.com/manres/articles/hr_transformation.htm