Chances are if you’re an HR professional, you’re dealing with information technology on a daily basis – from databases, spreadsheets and online forms to far more complicated software. Staying up-to-date in the face of rapidly changing technology can be a constant challenge, writes Lynnette Hoffman
Chances are if you’re an HR professional, you’re dealing with information technology on a daily basis – from databases, spreadsheets and online forms to far more complicated software. Staying up-to-date in the face of rapidly changing technology can be a constant challenge, writes Lynnette Hoffman
It’s no secret that HR professionals are busy people, so providing applications for training and on the job learning that can be done between other tasks is a good way to make sure they can find the time to learn new technology that will almost certainly save them time in the future, says Dennis Furini, CEO of the Australian Computer Society.
“Many of the major vendor software systems have training modules. SAP, for example, has training modules for all its software systems so that when they are installed within a company, the staff can do training in their own time at their own pace,” Furini says. Education institutions also provide similar opportunities for over-stretched people to keep their skills up-to-date. Many have online learning facilities where students can access information and learning modules, and sometimes even complete assessments whenever it’s most convenient for them, he says.
It’s also important for organisations to recognise that some people are more comfortable and confident with computers than others, so varying levels of training may be necessary to accommodate those who are more intimidated by new technology as well as those who embrace it whole-heartedly.
Less computer-savvy HR professionals can take basic courses to familiarise themselves with a program, such as an “International Computer Driving License” course to get up to speed on the basics of using most commercial software programs. But to get the most out of the technology available more advanced training is often helpful, Furini says.
“Sandwich courses that combine disciplines, such as organisational development and information and communications technology (ICT), commerce and ICT, or engineering and systems development, for example, are becoming increasingly popular,” he says. “They recognise the synergies in many disciplines, and that often in working in one area, you need knowledge of another.”
“ICT is the great enabler, and now underpins pretty much every other sector of the economy. In addition, ICT systems are the largest expense for most firms after labour. To be a good manager, regardless of which area they work in, managers need to know about ICT systems – costs, how they work, what they can deliver and productivity benefits. So in terms of benefits, sandwich degrees can set people up for their careers better than single discipline degrees by giving them a broader knowledge base,” Furini says.
And the need for IT knowledge is becoming more pronounced as new wireless technologies are merging office and home environments, he says. “It’s leading to expanded e-commerce and e-government services and so it will change the current business model and have a profound impact on employment conditions. HR professionals will need to be across these changes if they are to manage their firms workforce requirements effectively.”
In some cases, rapidly changing technology may seem too difficult to keep up with so some organisations may not give it the priority it needs, especially if it’s not considered part of the core business. To combat that position, organisations ought to include staff development and IT engagement in their strategic plans. But once senior management have committed to providing IT training for staff, they also have to follow it though. That can include committing to a proper implementation plan once a new software program has been adopted, and allowing sufficient resources to test a system before it goes live.
On a smaller scale, HR professionals can stay up to date by participating in professional societies, networking and attending discussion and information sessions. “Relevant short courses or additional study that integrates HR and technology are also good ways in which to keep abreast of technology and increase your value to your firm,” Furini says.
