HR professionals need tech skills to diagnose and solve a company’s problems
Recently, at a doctor’s appointment for my father, I was impressed not only by the level of his knowledge about my father’s condition, but also by the technology he used to make his diagnosis.
When I commented on this, he said that it wasn’t enough to know the human body any more. In this day and age, doctors need to know what technological tools are available and how to use them to diagnose and treat patients.
I often meet HR professionals who are true experts in their field of knowledge. But in this day and age, it is not enough to know HR management. To be an effective HR professional you need to know what tools are available and how to implement technology.
A human resource information system (HRIS) is a tool that supports the HR management function and assists managers in managing their human resources more effectively.
Yet, many HR professionals do not know how to deploy the tools available to diagnose and solve a company’s problems.
Project management skills important in HR tech field
For HR professionals technology experience often comes in the form of HRIS implementations and project management duties.
The abilities to assemble an appropriate team, set goals and objectives, plan and implement the project effectively and evaluate the effort are vital. But there’s more to it than that. Knowing an effective project management process and how to manage the project team and other stakeholders is an area in which HR professionals need to sharpen their skills.
Understanding the financial implications of a decision and measuring the cost/benefit of different HR initiatives can enhance HR’s credibility. Deciding which system to purchase, whether to continue analysis, and which module will give the best return-on-investment are just a few of the considerations made during a project.
Technology skills
At a minimum, HR professionals need an understanding of the basics of how computers work. Knowing the difference between a stand-alone system, a client server network and a fully integrated system will help the HR professional evaluate the cost/benefit of an appropriately sized system and the future needs of the organization.
How to connect various modules and what content should be included in each module will be enhanced by file and database management skills. For instance, you may want the performance management module to connect to the compensation and payroll module and the training and development module into the occupational health and safety module. How is this done? How will you link each field of information? What will be the relationships of the different fields of information? Will each module populate the respectively linked module? Will this happen automatically, or in a batched file, or will there need to be an electronic signature of approval at some point?
Database management skills help the HR professional understand what data is to be stored and why and how that data can be manipulated to develop reports for decision-making purposes.
Processes
Just because a task has always been done a certain way does not mean that it is the best way. Technology changes processes and employment relationships.
Flow diagram skills and process mapping skills will enable the HR professional to visually present the changing nature of the employment relationship in all of its complexity. HR professionals need to recognize the cross-functionality within the HR management function and how HR’s functions influence the rest of the company’s processes.
The ability to map current processes and ideal processes, and identify the gap between the two enables the HR professional to not only see where there are bottlenecks in the current system but also to concentrate on the specific changes that need to be made as new technology is introduced. As well, the ability to recognize the rippling business implications of filling that process gap will ensure the rest of the business is not adversely affected. For instance, to decrease the amount of time to process an employee application, all new applicants must fill in an online application. If many applicants traditionally are walk-ins, what effect will this have on reception?
Many times, a new system is purchased because of the “best of breed” processes and “best practices” that come along with it. Trying to fit current processes to the new and improved processes can be tricky both from the standpoint of the user and in terms of how the new processes connect with the business overall.
Handling HRIS data
When creating reports from HRIS data, understanding how information moves from one part of the system to another can help eliminate duplication and decrease errors.
Redundant or too much information can cloud issues, whereas incomplete and improperly sourced information can lead to poor decisions.
Communication systems techniques include not only knowing how to maximize the use of technology available, but also, developing a communications strategy to enhance the distribution of accurate information. Distribution includes understanding who needs what information to make which decisions. The goal here is to get information into the hands of the people who need to make decisions. The information needs to be structured in such a way as to minimize interpretation time.
Procedures
Security is an important issue to consider since the information in an HRIS is very confidential in nature. This means HR technology professionals have to understand both mechanisms to safeguard information, as well as legislative requirements to protect privacy rights.
Having protected data requires a thorough analysis of system procedures. What good is a system if every transaction requires an override? How robust is the information you are using if anyone can change how information is inputted and processed? Developing standards and procedures ensures the integrity of the data in the system as well as the accuracy of the information used for decision-making. Stringent parameters in this instance can lead to the success or failure of an information system in general.
Standardized procedures also make it easier to train people to use the system. If there is a different way to do everything, how do you train anyone to do anything?
One method for training new users is to identify a number of champions who receive a “train-the-trainer” type of training on the system. Then assign each champion five trainees for whom they are responsible. The trainees get one-on-one training if possible, but more importantly, each trainee has a mentor to consult. This can greatly reduce anxiety about a new system. As well, any new initiatives need only be taught to the champions who will filter it to their charges accordingly.
Entering old data into the new system is a methodology to use for practicing. Prior to the go-live date, during the audit and parallel run of the new system, have contests to see who can devise transactions to “stump” the system. In this way, the system can be tested to extremes.
You expect your doctor to use the latest tools to diagnose and develop treatment to your health concerns. HR professionals need to learn to implement and use the latest HR tools to diagnose and develop solutions to business issues. The new HR professional not only needs to understand HR management, but also have system analysis and business analysis skills, as well as project management skills. The ability to map current processes and ideal processes and identify the gap between the two, to recognize the rippling business implications of filling that gap and to consistently lead HR via project management skills into the new technology will distinguish the new HR professional.
Anna Bortolon has her own HR Consulting Business — Avelife Inc. She teaches HR management courses at Mohawk College in Hamilton and Kitchener, Ont.-based Conestoga College. She can be reached at (519) 763-0650.
When I commented on this, he said that it wasn’t enough to know the human body any more. In this day and age, doctors need to know what technological tools are available and how to use them to diagnose and treat patients.
I often meet HR professionals who are true experts in their field of knowledge. But in this day and age, it is not enough to know HR management. To be an effective HR professional you need to know what tools are available and how to implement technology.
A human resource information system (HRIS) is a tool that supports the HR management function and assists managers in managing their human resources more effectively.
Yet, many HR professionals do not know how to deploy the tools available to diagnose and solve a company’s problems.
Project management skills important in HR tech field
For HR professionals technology experience often comes in the form of HRIS implementations and project management duties.
The abilities to assemble an appropriate team, set goals and objectives, plan and implement the project effectively and evaluate the effort are vital. But there’s more to it than that. Knowing an effective project management process and how to manage the project team and other stakeholders is an area in which HR professionals need to sharpen their skills.
Understanding the financial implications of a decision and measuring the cost/benefit of different HR initiatives can enhance HR’s credibility. Deciding which system to purchase, whether to continue analysis, and which module will give the best return-on-investment are just a few of the considerations made during a project.
Technology skills
At a minimum, HR professionals need an understanding of the basics of how computers work. Knowing the difference between a stand-alone system, a client server network and a fully integrated system will help the HR professional evaluate the cost/benefit of an appropriately sized system and the future needs of the organization.
How to connect various modules and what content should be included in each module will be enhanced by file and database management skills. For instance, you may want the performance management module to connect to the compensation and payroll module and the training and development module into the occupational health and safety module. How is this done? How will you link each field of information? What will be the relationships of the different fields of information? Will each module populate the respectively linked module? Will this happen automatically, or in a batched file, or will there need to be an electronic signature of approval at some point?
Database management skills help the HR professional understand what data is to be stored and why and how that data can be manipulated to develop reports for decision-making purposes.
Processes
Just because a task has always been done a certain way does not mean that it is the best way. Technology changes processes and employment relationships.
Flow diagram skills and process mapping skills will enable the HR professional to visually present the changing nature of the employment relationship in all of its complexity. HR professionals need to recognize the cross-functionality within the HR management function and how HR’s functions influence the rest of the company’s processes.
The ability to map current processes and ideal processes, and identify the gap between the two enables the HR professional to not only see where there are bottlenecks in the current system but also to concentrate on the specific changes that need to be made as new technology is introduced. As well, the ability to recognize the rippling business implications of filling that process gap will ensure the rest of the business is not adversely affected. For instance, to decrease the amount of time to process an employee application, all new applicants must fill in an online application. If many applicants traditionally are walk-ins, what effect will this have on reception?
Many times, a new system is purchased because of the “best of breed” processes and “best practices” that come along with it. Trying to fit current processes to the new and improved processes can be tricky both from the standpoint of the user and in terms of how the new processes connect with the business overall.
Handling HRIS data
When creating reports from HRIS data, understanding how information moves from one part of the system to another can help eliminate duplication and decrease errors.
Redundant or too much information can cloud issues, whereas incomplete and improperly sourced information can lead to poor decisions.
Communication systems techniques include not only knowing how to maximize the use of technology available, but also, developing a communications strategy to enhance the distribution of accurate information. Distribution includes understanding who needs what information to make which decisions. The goal here is to get information into the hands of the people who need to make decisions. The information needs to be structured in such a way as to minimize interpretation time.
Procedures
Security is an important issue to consider since the information in an HRIS is very confidential in nature. This means HR technology professionals have to understand both mechanisms to safeguard information, as well as legislative requirements to protect privacy rights.
Having protected data requires a thorough analysis of system procedures. What good is a system if every transaction requires an override? How robust is the information you are using if anyone can change how information is inputted and processed? Developing standards and procedures ensures the integrity of the data in the system as well as the accuracy of the information used for decision-making. Stringent parameters in this instance can lead to the success or failure of an information system in general.
Standardized procedures also make it easier to train people to use the system. If there is a different way to do everything, how do you train anyone to do anything?
One method for training new users is to identify a number of champions who receive a “train-the-trainer” type of training on the system. Then assign each champion five trainees for whom they are responsible. The trainees get one-on-one training if possible, but more importantly, each trainee has a mentor to consult. This can greatly reduce anxiety about a new system. As well, any new initiatives need only be taught to the champions who will filter it to their charges accordingly.
Entering old data into the new system is a methodology to use for practicing. Prior to the go-live date, during the audit and parallel run of the new system, have contests to see who can devise transactions to “stump” the system. In this way, the system can be tested to extremes.
You expect your doctor to use the latest tools to diagnose and develop treatment to your health concerns. HR professionals need to learn to implement and use the latest HR tools to diagnose and develop solutions to business issues. The new HR professional not only needs to understand HR management, but also have system analysis and business analysis skills, as well as project management skills. The ability to map current processes and ideal processes and identify the gap between the two, to recognize the rippling business implications of filling that gap and to consistently lead HR via project management skills into the new technology will distinguish the new HR professional.
Anna Bortolon has her own HR Consulting Business — Avelife Inc. She teaches HR management courses at Mohawk College in Hamilton and Kitchener, Ont.-based Conestoga College. She can be reached at (519) 763-0650.
| HRIS skill set HRIS project management team members need the following competencies: •project management skills; •financial management skills; •basic system logic skills and file and database management skills; •flow diagram skills and process mapping skills; •system analysis techniques; •report layout techniques and form designs skills; •communication system techniques and distributed systems management, knowledge; •standards and procedures development skills; •training techniques; and •above all, patience, understanding, dedication and optimism. |
