Challenges in technology to meet enterprise needs in 2013 and expectations
Focus on creating networks internally to share best practices across business and regional lines. Looking at colleague engagement as a measure of how our programs and leaders are doing. Having HR play a courageous role in challenging the status quo across multiple dimensions. The importance of culture-building and values as a differentiator of performance.
Using HR solutions to improve effectiveness
Striking the right balance between standard and customized solutions. Getting systems to talk to each other so that data is insightful and that HR can spend its time on different things. Creating platforms that allow internal users (colleagues and leaders) to contribute meaningful information- where it needs to go, when it needs to be there, and how it is best structured. Putting more of the responsibility for information where it originates- through simple, understandable technology.
The areas in business environment where solutions do not yet exist or not up to the mark, and which if existed, would've made job easier
Need to improve the accuracy, accessibility, and impact of the vast amount of HR data that we have in our organizations. How can enterprise dashboards be succinct and digestible while staying data-rich and insightful? Performance management and L&D systems need to be more targeted, simplified, adaptable, and user-friendly. As technology evolves, we are seeing amazing things being created around the world - many of these trends are now appearing in how we capture and interact with colleagues and data through solutions.
Technology trends impacting enterprise business environment
HR needs to be a champion and an enabler, not the traditional "police" of corporate social media. HR has a role to play in encouraging the adoption of new technology. It's the way the world works. How we communicate with colleagues, how leaders absorb information and expectations around the timeliness and quality of data are all evolving. My roles and responsibilities as a CHRO Growth of knowledge industries where people- their skills, their relationships, their performance, and their potential- are the critical driver of growth and innovation means a heightened role for Human Resources. Senior leaders and Corporate Boards increasingly rely on the HR function, through the CHRO, to deliver programs that drive profit and not just savings.