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Getting HRIT Closer to the Business

Posted on 1. October 2012 by Jenny Keane
Sean Newcomb, a speaker at the marcus evans HR Technology Summit, on aligning the HRIT function with HR and business goals.

Interview with: Sean Newcomb, Global Head of HR MIS, Bank of America

Las Vegas, NV, September 28, 2012 – FOR IMMEDIATE RELEASE

Too often Human Resource (HR) technology executives fail because they do not invest the time needed to understand the business, instead just focusing on the technology components, Sean Newcomb, Global Head of HR Management Information Systems at Bank of America, highlighted. “They need to understand the business processes and policies the technology enables,” he elaborated.

A speaker at the upcoming marcus evans HR Technology Summit, in Las Vegas, Nevada, November 12-13, Newcomb shares his thoughts on mitigating technology related risk in the organization and driving the organization forward.

What should HR technology executives pay more attention to today?

They need to spend more time to understand the business of HR In today’s dynamic regulatory environment, where HR priorities and policies can shift quickly, they must be able to support that shift by aligning their resources to HR’s highest priority work.

What legal risks should HR Information Technology (IT) executives be aware of and pass on to the rest of the organization?

First and foremost is the safeguarding of employee data and ensuring compliance with privacy laws. There are also additional laws in the US, such as the Americans with Disabilities Act, so they have to consider the accessibility and usability of their online tools.

I would also highlight HR’s role in implementing the organization’s social media policy, which needs to be thoughtfully designed to address personnel risks. There must also be appropriate monitoring in place so that employees can be held accountable for what they say and do.

Social media is a reality of our everyday life. Some HR organizations are reluctant to embrace new technologies, probably because of the fear of the unknown rather than actual risks. Social media can enable dynamic employee interaction and be used as a learning tool for new employees. It can also be a real time feedback mechanism for the organization to see how employees feel about the company.

As more companies embrace mobile technologies, what advice would you have for HRIT executives?

Companies are very eager to embrace mobile technologies, as they really do help employees be more efficient and productive. However, they do raise new questions and risks. For example, what are the FLSA impacts related to employees leveraging a mobile device to respond to work emails after hours? How do you address end user authentication and ensure proper data protection protocols are in place?

Nevertheless, mobile technology is the world we live in today and if organizations do not enable that, it will hinder their ability to have a productive and ultimately happy workforce.

Any final thoughts?

HRIT should not operate in a vacuum where it deploys technology for the sake of technology. It must try to solve business problems with the appropriate application of technology.

Interview Conducted By: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Contact: Jenny Keane

Tel: 312-540-3000 x6515

Email: Jennyk@marcusevansch.com

About the HR Technology Summit 2012

This unique forum will take place at the Red Rock Casino, Resort & Spa, Las Vegas, Nevada, November 12-13, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit will include presentations on talent acquisition and development, innovations in HRIT, social media in the enterprise and connecting corporate initiatives through HRIT.

For more information please send an email to Jennyk@marcusevansch.com or visit the event website 

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About marcus evans Summits

HR Technology Summit 2012

Red Rock Casino, Resort & Spa, Las Vegas, Nevada, November 12-13, 2012

http://www.hrtechnology-summit.com/HRTechnology_SN_Interview

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings.

 

HR in Pakistan

Posted on 8. July 2008 by Just Another HR Lady

HR is progressing very fast. More and more companies are now looking for HR Managers to manage their human assets and their issues. More people are coming in the field. Institutes have also emerged from no where teaching different HR courses. All is good, for me at least. I chose the field five years back and here I am with a Masters degree, specialization in HR and four years experience. During this period I worked in two places and gained experience. At both of the places HR was a new born department. I faced resistance from old employees and from top management too. Resistance from top management as they do not understand the true nature of HR. Everyone has his own concept of Human Resource Management. At one place the top management used to forward every problem to HR whether it had a link with HR or not. Production is not up to the mark, problem comes to HR. Security cameras not working, and problem comes to HR. It was difficult to convince the people at the top that these problems were out of the scope of HR. At one place employees used to disregard HR and at first looked liked it would be impossible to create the HR department over there. In the absence of HR department, its responsibilities are shared by other departments. When HR is created people feel that HR is trying to reduce their authorities and as a result conflicts start rising. What they don’t know is that HR will actually benefit them. They would get an organized organizational structure with proper grading, proper pay structures, promotion plans and employee compensation and benefits plans etc. There is a need to increase awareness among employees in other departments, top people, owners and directors regarding HR.

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