RebuildHR manifesto is a call for action to the HR community to lead every technological change that involves people and use it to improve employee’s life & productivity, directly impact the company’s goals and help the workers’ world at large. Traditionally employee records administration makes up HR technology. My point of view is that HR technology should include all technology that impact people like smartphones, social media, crowdsourcing, etc… When a new technology effecting people comes to the market, HR should lead experimenting and implementing it in close partnership with their IT people. HR is like a car driver. They doesn’t need to know how the carburetor works but they chose and drive to the destination. HR has to become skilled at finding and initiating the use of new technology in the organization.
Let’s talk about social media. Business leaders like Sir Richard Branson and Elon Musk are skillfully using social media, like twitter, to engage people with their thoughts and ideas. Common people effectively used social media during ‘Arab Spring revolution’ as it unfolded. In this broad spectrum of users who wield influence, I looked but couldn’t find HR visionaries and authors actively engaged! Even if I might have overlooked or missed some of them, I still see a gap between how people have started to view and accept technology and how HR leaders and practitioners see it. I am not saying if it’s good or bad, but definitely the road of yellow brick for HR is technology. HR has to start baking today’s popular culture and effective tools like smartphones and social media, into organizational culture and systems. HR also has to start looking at the next technological wave as many of these technologies are going to impact their most important customer and benefactor, the employee.
In the book, The Dude and the Zen Master, Bernie the Zen teacher, says ‘New shit will always come to light, but it’s hard to welcome something new because we have no idea what it will look like or where it’s going to take us. It’s not easy, but it’s always growth’
Sometimes I wonder what HR, managing people-asset, needs to do to have similar clout as Finance, managing ‘just’ money.
In later blogs, my goal is to redesign HR processes leveraging crowdsourcing, enterprise tweeting, Facebook, Google Glass, kickstarter.com, etc… and finding numbers that help build an HR balance sheet.