HR and IT Executives Working Together
Strategy to enhance Collaboration
The strategy, which will be implemented in improving the collaboration between the HR and IT teams, includes the alignment of talent management alongside strategic institutional objectives and goals. Aligning the effective employee management programs with the different institutional objectives and measures will improve collaboration. The company a closer looks at HR function and their ability to make them more profitable through contribution towards the growth of business and achieving major organizational goals (Robb, 2014). To achieve these objectives, Human resource function needs to have a strategic direction through collaboration with IT professionals to form invaluable partners for executing corporate strategy. As a result, the HR team needs to have a strategic performance partners with IT professional and training for value addition.
In improving the alignment with the strategic goals, the HR team must understand, and be present in the IT strategies and overall IT department goals. The article will focus on developing a strategy for HR professionals and IT professionals working together through enabling an integrated solution supporting the HR capability and related strategic business processes. To enable a smooth implementation of the core HR system, the organization should have a collaborative effort and partnership with IT professionals (Annika & Sverker, 2013). It is because transforming processes including recruiting and hiring processes, performance management and analytics of workforce are effectively implemented with technology. Therefore, this requires the adoption of series of processes in forging HR to IT.
The two functions need to understand how the company is transforming processes work, its need to do to increase revenue as well as value addition activities. The two teams understand their separate goals as well as the overall goals and processes of the company, and then they communicate and translate them to their teams (Belal, 2014). Fundamentally, the HR team must respond to the strategic needs of helping managers in other functions and employees succeed in the increasingly complex and dynamic workplace to working together in attracting, developing and retaining a qualified, diverse, and high-performing workforce.
The organization should embark on increased investment in HR technology by redirecting resources from operational activities to delivering tangible benefits. These includes streamlining the recruiting process, nurturing and allowing more access to effective workforce development programs, and providing more accurate and reliable HR information as well as higher quality support (Robb, 2014). The HR needs to understand what the technology can do for its processes such as addressing workforce recruitment, globalization, and shifts. Upon understanding technology, the HR team will gain value through involving the IT team. Notably, by involving the IT professionals will be a head start in establishing HR system that adds invaluable value to the company.
The IT team is highly conversant with the business operations such as monitoring the HR-specific information, salary variance, and effective time-to-hire rates. It helps solve one of the key challenges of HR team. Both the HR team and It team need to have a strategic approach to work together. Since the similar mission and objectives guide them, they should forge them in developing Human Resource System. The HR and IT executives should understand the full implication of involvement cost. These costs emanate from adoption or change of HR system. Notably, the two teams need to understand that these costs are key to company’s decisions.
Changes to Improve Employees’ Collaboration
As a human resource professional, some of the changes I would implement in the organization to encourage the HR personnel work to collaborate with the IT professionals include improving the integration of technology into the HR programs and engagement strategy within the organization. The integration of technology is important in supporting the overall HR roles and functions, which are assists in ensuring that the employees in both departments work together (Senoo, & Magnier-Watanabe, 2010). Apart from the integration of technology into the HR roles, implementing flexible and collaborative working schedules would also be critical. Since flexibility and collaboration within the organization will allow employees from the different departments to communicate and share information easily.
Developing a shared vision and mission among the departments will be critical in developing a collaborative process within the organization. The mission and vision will help in expanding the individual and team productivity and long-term performance. The managers will ensure that the workers understand the contributions of the objectives and goals of the team. The shared goals of the departments will be critical in improving the collaboration of the workers to meet their organizational goals (Senoo & Magnier-Watanabe, 2010). Under this change, the organization will invest their finances and time in nursing effective building blocks including improved trust, which develops an effective organizational culture. Thus, the creation of a common goal and objectives will be important in reducing the conflict and improved the performance of both departmental employees.
Most importantly, I would embark on installing a campaign, which focuses on training the HR professionals on the importance and benefits accruing from working with IT professionals. It also includes assigning the HR resources in support of their forging with IT team. Most importantly, I would encourage the HR personnel to create focused employees behaviors (Robb, 2014). It involves describing and coming up with target training programs that address current IT-oriented issues as well as department’s performance management. The company should deliver training that forces behaviors to desired results. It should be related to the company’s strategic goals as well as focusing on the employee’s career development and growth. Changing the employee focus strategy is critical in improving the overall performance of the employees.
The provisions of additional training encourage collaborative skills within the departments. The training offered is important in enhancing trust, communication as well as supporting a shared vision within the organization. The collaborative skills include expansion of the employee development programs and activities (Belal, 2014). The examples of collaborative skills include the embracing of change, understanding the input from other employees, ability to share information as well as the skill of constructive feedback. Therefore, the adjustments of the training are important in enhancing collaborative between the different departments’ employees.
Various training will be provided to improve the motivation in both departments to enhance collective work within the organization. Career development training will also be critical in motivating the employees from the both departments. The HR and IT departments will offer guideline and skills needed for the personnel to develop their careers. Such an opportunity for advancement will motivate the employees and thus increasing employee performance and retention (Robb, 2014). The career development training will also expose the employees to high-level managerial experiences and skills, which are important. Alongside motivation, career development is critical in supporting employee retention within the departments. The creation of a talent management strategy will be important in improving the collaboration of the organizational goals and objectives. The detailed talent management policies and programs will be critical in improving tracking metrics, which improves compliance.
Online management training is also important in encouraging the employees from both departments to put more efforts in meeting the organizational objectives. The online training programs can educate the personnel about the nature of selecting talented employees as well as integrating IT programs (Annika & Sverker, 2013). The objectives of the online training are improving working environment, which also supports employee motivation. Other training, which could improve the motivation of the employees, includes the interpersonal interactions and communication training that are important.
Annika, S., & Sverker, A. (2013). A corporate system for continuous innovation: the case of Google Inc. European Journal of Innovation Management, 16(2), 243 – 264. Retrieved from the Trident Online Library.
Belal, A K. (2014). A millennial in IT management: A conversation with Michael Sabado. Journal of Applied Management and Entrepreneurship, 19(1), 102-109. Retrieved from the Trident Online Library.
Robb, D. (2014). How CHROS can partner with CIOS: when HR and IT executives work together, HR technology wins. SHRM Journal, 59(3), 51-53. Retrieved from http://www.shrm.org/publications/hrmagazine/editorialcontent/2014/0314/pages/0314-cio-chro-partnership.aspx.
Senoo, D., & Magnier-Watanabe, R. (2010). Shaping knowledge management: Organization and national culture. Journal of Knowledge Management, 14(2), 214 – 227.
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