Blogs by Marc S. Miller


In my humble opinion, many companies don’t appreciate, know, utilize or understand what their Human Resources function can do if given the right support, direction, tools, underlying technology and the correct mindset. 

We all can agree and recognize the burden of regulations, legislation, policies and procedures put on the administrative responsibilities that HR is typically charged with accomplishing. It will not go away, and yes, someone has to do it. 

More importantly, most companies have some kind of HR technology – either specific modules that focus on a few key functions such as Recruitment and Talent Management, or more comprehensive HRMS/HRIS or even HCMS. 

And yet, some of these companies still have entrenched procedures and policies that might bring a nod of self-recognition to the cartoon shown here. 

Another frequent situation is organizations who are seeking new or upgraded HR technology in support of specific functions or a general replacement of an older HRIS, seek solutions based on what they are currently doing. They know how to drag a box to move things through the sand. But they are myopic, of a singular vision and do not seek to see new potential pathways or use new or available tools. 

This will lead to the same result – shown above. 

The answer, visualize what CAN be done. Not what has to be done.
Take advantage of the delivered and well thought out workflows provided by the HRMS software. Take advantage of the vendors’ knowledge of best practices and workflows. Look at the tools that you will have, or already have that are being underutilized. 

Insist that the end result of any new implementation, or of any new program using technology provides actionable value. 

And that Value can be shown, proven and provides a new path for progress. There can be, and will be, metrics to make your point. After metrics, workforce analytics come to the forefront, to gain insight from the metrics. If HR can find and prove the first few instances of value, then its reputation, visibility and importance will continue to grow. Well beyond being needed to do administration and recordkeeping. This can only happen if you visualize and stretch the capabilities within your existing HRMS or seek out the improved solutions that are provided by many of the HRMS providers, yes, as some sales person would say, with “out of the box” functionality – getting HR out of their cave and into the world around them.

Marc S. Miller
Feb 22, 2016

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