Lessons to be learnt

The ability of HR to play a more strategic role in the business can be enhanced through technology. With new technological innovations, especially HRIS's, HR now has access to real time and accurate (or at least one hopes) data which reflects the business, its operations and also its human capital assets. The potential of HRIS, some authors even argue can be the mechanism and driver of change for HR and the HR function. The evolution of HR can become a reality through HRIS.

With such a strong view of the potential relationship between HR and HRIS, and recognising other debates about SHRM, what lessons can we learn as individuals interested in HR, that can be implemented in the workplace? What specific actions, or assumptions can we change now in order to enhance the reputation and role of HR in our organisations?

The need to make good decisions happen

Last week we were fortunate enough to hear from Dick Sibbernsen (ex- VP HR of Bell South and AT&T) who has had a wealth of practical experience with the use of human resource information systems. Dick is considered to be an individual who recognises the strategic role and application of HRIS. One of the issues that I found interesting was his acknowledgement that HR professionals and practitioners need to not only be able to make good business decisions, but they must be able to make these good business decisions happen. HR must be able to generate the outcomes desired by the organisation in a manner that supports the business strategy. However in order to generate the desired outcomes and performance, the organisation, it's management and more specifically HR needs to consider the 'people' issues and implications.

Considering the essential linkages between human capital and an organisations business strategy, to what extent do you think that HR professional are currently able to make good decisions happen? Do you believe that the HR function of your organisations is playing this role?