How global IT platforms can influence on HR role and help to achieve strategic outcomes.
In our fast-growing world, the organizations should be innovative and flexible, but stable at the same time. That demands from HR professionals to understand new trends and look for alternative ways vs. of “standard” approach, complete comfortable with rapidly emerging markets, to be open mind with the fresh thinking on business processes.
Information technologies are the essential part of our personal and professional life. With the help of IT organizations regulate procedures, standards of work, and communication model, which depends on the employees, internal and external environment, market conditions, etc. IT is affecting on all business in general and its functions in particular.
HR function is changing rapidly – from support and administration activities to strategic management approach. Without IT support HR professionals couldn’t provide expanded services or higher quality of work, IT assists on all the levels: strategic, operational, and service delivery (Hendrickson, A. R., 2003).
HR functions and aims may vary depending on the size of the organization. However, the strategy is the same in all types of the companies.
HR leader ensures engagement employees oriented on the company aims values, provides people management, right communication and supports top management, quality assurance (Barratt-Pugh, 2015).
Innovation Technologies constantly effect on HR and transform a traditional process to digital. It is especially expressed in IT companies and consulting. (Hendrickson, A. R., 2003).
The importance of using innovation and multifunctional IT system in the company is linked with a diversity employees – intercultural specifics, languages, local labor rules, relocation and migration issues, environment and infrastructure.
The other challenge, which also belongs to Human Resource competence, is a large number of contractors vs managers involving the interaction with temporary staff. Their priority is centralized contractors’ efficiency management, including the engagement to the organization values, and to apply customer-oriented approach on all levels for all the employees. The specialized training platforms, which helps to use internal training materials, general information about the organization and various manuals.
The Global Platforms make possible to engage suppliers, small-enterprises or contractors worldwide with global clients under our control and management. They make a chance for small suppliers to be involved in global projects. Moreover, they allow automating the documents, control payroll, and payments, to access all available recourses and information about costs and budgeting.
Multifunctional platforms help to achieve strategic goals, operational support, knowledge base, it contains training materials, special evaluation tool and to apply to all employees and contractors employed in connection with the performance of the services. Sharing the global platform helps to evaluate cross-functional service and follows other units’ activities and tasks execution as well as customized it due to the rapid market changes.
Today we have some good examples of the popular platforms oriented to the professional community where everybody, including HRs, can post articles, create groups and share opinions between each other. I mean professional networks like LinkedIn, XING, Indeed, etc. There are many progressive-minded people are interested in a future of IT in general and the Internet community in particular. They create communities and share ideas and opinions, discuss new products, and post educational materials.
This leads HR to the sophisticated understanding of networks – ability to create strong relationships, form positive employer brand and organize environment for the future talent pull where professionals would like to contribute to the success of the enterprise (Ericson, 2016).