IT and technological changes are not the wave of the future, they are the drivers of our current, present state and will continue to influence how we all work on a day-to-day basis. This is most evident in the re-shaping of tactical Human Resource functions that can (and should be!) done more efficiently and effectively by automated systems. Tactical functions include things like payroll processes and attendance tracking which are typically reliant on high volume effort but have very low value result. It does not mean that these types of functions are not necessary; It does mean that a human person does not necessarily need to do them.
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Does this mean we, as HR Professionals, should be concerned about our careers?
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If the only value an HR department brings to an organization is one that is based on pushing processes then, of course, our positions will disappear. However, HR should be, and is, much more than just the process pushers or the compliance police.
We need to move out of tactics and into ensuring organizational transformation through strategic leadership and people management. The value that HR brings to any organization must be measured through strategic outcomes and big picture deliverables. HR is the wave of the future that must lead organizations by focusing on ethical stewardship and corporate social responsibility.
So let’s not worry about losing those low value tactical functions. This will gives us, as HR Professionals, more opportunity to build valuable organizational strength through powerful creativity and passion for the Human Resources profession.
Discussion Questions:
- Identify the differences in value between tactical and strategic HR functions.
- What does Corporate Social Responsibility mean to you?
- In your current work environment, identify three processes that should be automated through the use of technology and the resulting impact of those changes.
- Identify three specific strategic functions that HR should be doing in order to be perceived as bringing value to the organization.