HR vs IT
Steve Boese led a very interesting topic of discussion at HRevolution. His talk revolved around the processes of integrating technology into business, specifically human resources. A resident expert on the subject, Steve is a professor at the Rochester Institute of Technology where he spreads the gospel of all things holy technology. He also writes a great blog: Steve Boese’s HR Technology.
After Steve’s session we had a sidebar discussion relating to interactions among technical employees and human resource employees in addition to the paranoia of technology. The most obvious issues identified dealt with the huge communication barrier between these two groups, especially when focused on a project.
Where do the problems lie? In a lot of cases I believe the problems begin with the identification of candidates for a project team. Just because an individual may be extremely proficient in the technical aspects of their job does not mean they will be able to communicate. Same goes for the human resources side. Not all human resource professionals are able to communicate effectively. Without identifying key components of communication abilities in one’s personality you set yourself up for failure. Once you have your team in place, if you do not recognize any inconsistencies in the understanding of the scope and intent of the project from any team members, fail again.
Where do you begin? Do you train a “techy” on human resource concepts so they understand your view point and overall intent of a process or project? Or, do you attempt to teach an HR professional how to program?
In my opinion, I believe the most beneficial scenario would be a little of both. Identify an employee/team member who is technically adept and has a good foundation in human resources. They do not need to know how to physically program but by understanding the language and procedures, they have a better chance to encourage effective communication. They can be your liaison between the two groups. The idea is to find individuals who are able to transcend the stereotypical behaviors of “techies” and human resource professionals.
What do you think? What is the best way for human resource departments to acquire the technical skills to make us effective? Train existing HR professionals on the technologies or bring in more technically skilled workers in to HR?
Stephen is the 2009 President of Big Bend SHRM and the founder/creator of HR Gumbo. He is an operations and people manager with a passion for social media and relationship development. As a proud member of Generation Y, Stephen has worked diligently to bring Big Bend SHRM to the next level – one of the most progressive SHRM chapters in the state of Florida. He is currently an HR Specialist in higher education in Tallahassee, Florida. @stevemgharrison
5 comments
Comment by Lorne Pike on November 17, 2009 at 7:18 pm
In my experience, it is much easier to teach technical skills than people skills. Far more people get dismissed or fired due to personality or interpersonal issues than issues with their technical expertise. Therefore, while admittedly oversimplifying the answer, I recommend finding the best HR professionals you can find, and just make sure they do not have the Luddite channel in their satellite TV package. You will have far more “luck” trying to train those people technically — and they will better respect your efforts in trying to do so — than you will have trying to teach a technical person HR skills that he or she does not yet have.
Comment by Paul Smith on November 17, 2009 at 8:55 pm
I see this happening in my organization with myself. I don’t how to program. But I am becoming more adept at understanding the language and procedures behind IT. It is actually a easy fit for me. I am already seeing the benefits of this enhancing communications between HR & IT.
I recently came upon an online conversation about combining the IHRIM and HRCI certification. I don’t have an opinion on how that would pan out, because I don’t know enough about IHRIM. I
What is the opinion about IHRIM? Would they would be a helpful key?
Comment by Steve Boese on November 19, 2009 at 9:23 am
I tend to agree with Lorne on this, it would be my preference to try and imbue an understanding and appreciation of the technology and the potential of technology on some (if not all) of my best HR people. The latest trends in enterprise technology are serving to make the application of technology, and the selection of technology a much less ‘IT-centric’ process. Having HR professionals and leaders adept in the capabilities and latest developments in HR technology is one important approach to developing and demonstrating higher value added contribution to the organization.
Comment by Dan Pontefract on November 21, 2009 at 7:19 pm
Any medium to large organization these days should be thinking about the introduction of a Chief Collaboration Officer. (CCO) He/she could sit anywhere, but act as a true liaison between various business units (in particular HR and IT) to help drive the culture of engagement and collaboration through the introduction and transformation of Enterprise 2.0
We are moving (if we haven’t moved already) to a networked organizational model (call it wirearchy, call it heterarchy, call it a matrix mesh – I don’t care) and when rolling out any project, we should be thinking about the most logical cross-functional team that gets the job done satisfactorily.
HR and IT need to unite in their thinking rather than pointing fingers and saying “you’re too fluffy” or “you’re too techie”. Engage and Explore together – learn from one another through the process, and stop the insanity of 1950′s thinking.
Working together, collaboratively, is the new black.
Comment by HRMS on May 7, 2011 at 6:35 am
Great post. You have explained the differences between HR and Information technology. Nice points to share with friends. Thanks for giving helpful notes.