In this business environment of digital disruption, organizations that are agile far outpace their competition. Constant change can be a challenge, but as Workday CFO Robynne Sisco has said, “Having the ability to adapt and respond—whether it’s your mindset, the way you plan, or the technology you use—will help ready you and your organization for the road ahead, wherever it may lead.”
Forward-thinking HR leaders agree. ”By 2025, half of midmarket and large enterprises worldwide will have invested in a cloud-deployed human capital management (HCM) suite for administrative HR and talent management,” according to the recent “Gartner 2019-2021 Strategic Roadmap for HCM Technology Investments.”
Technology has already created vast strides in changing the face of the modern HR department over the past few decades. HR technology has cleared the decks of the traditional work to make way for a more streamlined HR department. Human resources professionals are now better able to focus on front-burner and face-to-face tasks. Instead of shuffling through stacks of paperwork to find a single piece of critical information, HR staff members can use innovative solutions to access information quickly and easily.
Many have started calling this recent period of technological shifts within the business ecosystem as the fourth industrial revolution and the effects are for everyone to see. Today, technologies like AI, automation, robotics, and digitalization have redefined the existing parameters of operation and, in addition to lowering costs, have made processes more data-driven and efficient. This shift has not only improved how a company delivers its products but also how it operates from within, an aspect to which the modern-day HR function is no exception.
Microsoft has over 130,000 employees, so it’s not at all surprising that there are bad employees in that bunch. Most companies have them. But, Quartz says they have an email chain from “dozens of women” detailing incidents where they felt discriminated against or that someone sexually harassed them and HR dropped the ball.
As I’ve said before, bad HR is why we can’t have nice things. While it’s true that HR is never the final decision maker, it’s also true that finance is never the final decision maker either, but we expect that the CFO has enough power to make her decisions stick and that the CEO listens to her. Why does HR get overridden so often? Why does HR not stand up for (at a bare minimum) following the law?
Ginni Rometty is CEO, president and chairman of IBM. She has held the top job since 2012.
When she joined the company in 1981, total headcount across IBM was roughly 350,000. By 1994, under the direction of CEO Lou Gerstner, headcount dropped to around 225,000.
When she took over as CEO from Sam Palmisano—who had enjoyed a ten-year run as IBM’s top dog—the global employee population at the company had swollen to nearly 450,000 people. Some of it was organic. A lot of it was by acquisition.
Managing HR is an important function for any business. But small businesses often rely on spreadsheets and outdated processes. Cloud system BambooHR aims to fix this problem.
In addition to the company’s solutions, they also promote a culture of freedom and work-life balance. Read more about the unique team environment in this week’s Small Business Spotlight.
The human resources departments of different organizations have a lot of information and people to manage. The best way to do it effectively would be to use technology.
Several softwares and algorithms have proven to be appreciable aids for HR professionals. Six of them are: