Some find it in the Talmud, and some in the Koran; others turn to traditional Christianity in its many permutations and denominations. Still more turn to the East and immerse themselves in Buddhism, the Tao, Hinduism and the like. Meditation, yoga, Zen and all the rest of New Age teachings appear to bring those who practice them closer. The spiritual omnivore might try a little bit of all of the above, and the spiritual observer looks at the experiences of many and concludes that many paths lead to perceived enlightenment. But how many paths lead to alignment?
No, not alignment of the chakras, but how many paths will lead an organization to alignment of HR objectives and functions with the cares and desires of the C-suite? And how do HR and talent management align with the rest of the organization? What roles do HR and recruiting technologies play in supporting and accelerating all of that?
These are the issues we'll be tackling during this week's #HRTechChat. Large organizations' HR departments, for instance, see implementing software tools as a priority in 2012, according to a McLean & Company study, titled HR Trends & Priorities for 2012, of nearly 300 respondents across a broad section of job titles and industries. Concurrently, business managers and executives think HR should train additional focus on workforce planning, succession planning and employee development. #HRTechChat wants to know how HR departments intend to align their activities with their organizations' executives' demands, and with what technology.
Alignment of HR, talent management and recruiting with the rest of the organization is one of those large issues that can apply to almost any aspect of the employee lifecycle. But let's look at performance management: "It is the lynchpin that enables an organization to align the workforce with its goals and make sure they are being met through other talent management activities such as development or compensation," according to the "CedarCrestone 2011–2012HR Systems Survey: HR Technologies, Deployment Approaches, Value, and Metrics, 14th Annual Edition." Its employees' performance indeed exacts a palpable, direct impact on an organization's performance, and performance management is chief among the components in the most adopted integrated talent management technology suites currently, finds CedarCrestone.
It can't possibly be just or mostly performance management that helps HR to align with the rest of the organization. Or can it?
Join Us for #HRTechChat on Friday 2/3 at 2pm ET / 11am PT
Readers will note that TMT has covered alignment a good deal this past year. Go here, here and here for useful insight as we prepare for Friday, Feb. 3. On that day, join us at 2pm ET / 11am PT, when #HRTechChat will look at the many paths that HR, talent management and recruiting can take to align themselves with the vision of the C-suite and with the organization overall. As much alignment of human capital with as many non-HR-related business processes as possible creates an enlightened organization, after all.
Following are this Friday's questions:
Q1: What first step can HR et al. take with #hrtech to align with business leaders' expectations? #HRTechChat #TChat
Q2: What aspects of technology are slowing HR's efforts to align with the rest of the organization? #HRTechChat
Q3: What #hrtech would best assist HR in helping to fulfill the C-suite's vision? #HRTechChat
Q4: What are some cool technologies that help HR departments deliver value in the eyes of executives? #HRTechChat
Q5: As it strives to align itself with the rest of the organization, is HR placing too much faith in #hrtech? #HRTechChat
BONUS QUESTION: According to Hindu teachings, how many chakras does every human have? #HRTechChat