It is fascinating to watch the advance of information technology in Human Resources. I remember a time when the term ‘Human Resource Information System’ (HRIS) seemed more a mixture of oil and water than the next big trend. However, as we are seeing, synthesizing people management, data analysis and business strategy is a natural evolution – and an inevitable progression for business success.

IT is driving change in every area of HR

Not long ago, the biggest trend in HR was transcending this mostly administrative function into a front line business partner. As a result, HR is helping to drive profitability through selective talent acquisition and management and strategic alignment with company goals. Bringing HR into the executive suite brought a new approach to longstanding HR functions and made it an agile and responsive driver of culture and champion of change.

Enterprise technologies and advanced processes are enablers now used to gather, analyze and act on data for strategic talent recruitment, compensation and benefits administration, training and development, employee relations, policy development, compliance and far beyond. Every area of HR is being driven by technology and shared services that blend the initiatives of HR service centers (HRSC), centers of excellence (COE), business intelligence and overall corporate strategy. Employers are even hiring HR shared services analysts and data and reporting analysts to interpret large amounts of data critical to the business as a whole.

The implications? Get on board or get left behind.

The digital transformation of HR is a ringing call to action for executives and hiring managers, and for HR professionals eyeing a career move. In my Human Resources recruitment practice, I see the implications every day, from every perspective:

  • HR leaders are using data analysis to justify needs, measure and improve job satisfaction, track performance and show tangible value to their organizations.
  • Hiring Managers are using advanced tools, systems and processes to attract and onboard the best available talent.
  • Job candidates are prioritizing exposure to and experience with IT on résumés, because they know it’s the only way to get a foot in the door with progressive companies.

It’s never too late to course correct. For companies, adopting strategic technologies and software can be a phased approach, with the addition of new modules over time. For job seekers, there are resources that provide relevant HR IT training and certifications.

I highly recommend attending the annual HR Technology Conference & Exposition to stay on top of rapidly evolving trends. The 2019 conference is October 1-4 in Las Vegas. Here are just a few items on the agenda to show you how IT continues to transform the industry:

  • How HR Technologies Empower Candidate and Employee Experience
  • Using People Analytics to Drive Business Performance
  • Using People Data Analytics for Retention and Business Growth
  • How HR Leaders Are Using AI to Transform the Employee Experience
  • Why Virtual Reality Is the Future of Learning & Development

I’m particularly interested in this agenda item:

  • Sink or Swim – Activating the Digital Organization: Hear the HR drivers that can activate the digital organization, how to develop your digital DNA, reimagine and redesign work, drive work through network-based teams, and build an open talent workforce to help you create a simply irresistible employee experience.

This is where the HR industry is headed. Are you ready?