HR technology has come a long way in the last few years, as HR professionals demand user-friendly tools that provide great insights.Dreaming of digital HR Era of the thinking machineMoving beyond gimmicksGiven the current ubiquity of online jobs platforms, and software like SAP and Oracle, it might be difficult to fathom the “olden days” when office technology mostly meant typewriters and calculators. But in fact, it was not so long ago – less than two decades, in fact – that classified advertising in newspapers and trade publications were a HR manager’s main tools for recruitment, while payday still meant hauling out the cheque writing machine.Considering the rapid speed of technology change we’ve witnessed since the turn of the millennium, HR professionals today can safely expect their successors to boggle at the technology used today, thinking it quaint and maybe even antiquated by their not too distant future standards.It’s a prospect that HR professionals themselves seem to be happily preparing for – the Global Human Capital Trends report from Deloitte last year noted that 74% of executives identified digital HR as a top priority.

Source: HR in the age of technology | hrmasia

Jayesh Menon, HR Director, Moet Hennessy Asia-Pacific Singapore, shares six ways in which HR can create a value-added culture.About the authorJayesh Menon, HR Director, Moet Hennessy Asia-PacificMenon has over 15 years’ HR experience, and has been hands-on in setting up new locations and global shared services across multiple countries in the Asia-Pacific region.He has also been instrumental in staffing leadership teams from scratch, to managing HR operations for about 80,000 employees, and leading a team of about 197 HR team members in several Fortune 500 companies.Just before I started writing this article, I came across an apology from the chairman of a US$13 billion company for the way they fired an employee as part of “cost optimisation”.The employee who was let go had secretly recorded the conversation and uploaded it, which created a backlash against the company. While it was a generous offer from the chairman of the group, I felt terrible for the HR person who was heard on the call and was at the receiving end of the backlash against the entire process.Though I can’t be 100% sure, I will take a calculated bet that this was not an HR decision alone and that it was a company culture that was driven by the senior leadership, and which just happened to be executed by the HR person in the spotlight!Once again, in this case or any case where HR issues come to light, thanks to social media causing extreme embarrassments to the company leadership – even contributing to the forced resignations of CEOs – HR can help take the front seat in driving a cultural change that would add a lot of value to the company and its standing in the world.Peter Drucker famously said: “Culture eats strategy for breakfast”. The truth is that in today’s social media-savvy workforce and generation, who and what consumed this “breakfast” are all laid threadbare for everyone to have an opinion and impression.

Source: How HR leaders can help drive company culture | hrmasia