I have had a nagging feeling for awhile that HR people are actually afraid of technology. I thought back on my last year of twitter conversations with my HR tweeps and could not think of any significant evidence of HR people talking about technology. In fact, many times during the monthly #HR_Tech chats, the participants bemoaned the lack of actual HR people participating in the chat. I spent some more time reading through the various blog posts written after the HR Technology conference and the Oracle OpenWorld conference. Unfortunately I only found a few HR bloggers that actually wrote about the technology at the HR Technology conference and could not find any HR bloggers who wrote about Oracle OpenWorld. Finally, I perused through my HR Blogs category in Google Reader and again could not find any significant evidence of HR bloggers writing about technology. When I say HR people are afraid of technology, I am not talking about people in HR IT, HRIS, HR Industry Analysts and HR consultants. I’m talking about HR generalists, managers and executives who own the HR function at a company.
From my exhaustive limited research, it looks to me like HR likes to talk about non-technology HR topics.
- Cover letters, resumes, personal development and inappropriate workplace behavior? Check.
- Getting a seat at the table, transforming HR processes and employee engagement? Check.
- Performance evaluations, interviewing techniques, leadership development and mentoring? Check.
We read story after story about how HR organizations purchase HR applications only to find out later that the application does not really meet their needs. Often times the application is purchased after watching a demo of the software but not after asking the vendor to run through real world scenarios or after digging into the technical architecture of the product. Maybe if HR organizations were not so afraid of technology they might be more inclined to ask more questions and dig deeper when evaluating HR applications. And then maybe, just maybe they might be happier in the long term with their HR applications.
I am hoping that I am just not reading the right blogs and am not following some HR tweeps on Twitter who post about HR Technology topics and are clearly NOT AFRAID OF TECHNOLOGY. So, leave a comment and tell me why I am totally full of “it”.
Really, seriously. I want to be proved wrong.
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Aww, Michael. You are making it too easy to say you are full of it.
The reason there is little discussion about HR technology from HR people on Twitter and blogs is because:
a. The majority of HR people are not on Twitter and don't write blogs. (They network on online forums and conferences.)
b. For HR people, technology is a means to an end. HR technologies are tools that they use (daily) to perform functions and solve specific challenges. Isn't it more interesting for an HR person to talk about the business functions and the challenges than it is about the tool? When you have an interesting telephone conversation, do you talk about the handset and the dial-tone? When you communicate via email to you chat about the SMTP server?
When HR professionals do talk about technology, it's usually to ask for a referrals from their peers on best technologies or to vent frustrations about some of the technologies they are currently using. There is also discussion on HR forums such as SHRM's HR Talk and Nobscot's HR forum about their wishes for HR technology that doesn't currently exist. (Yes, HR people are innovative too…)
But you are right – HR people do have some fears around technology:
1) The fear of receiving a mandate from the CEO or the CFO or the CTO that they must implement some inappropriate technology that has been selected for them. (Who wouldn't be afraid of spending long hours implementing a program that they know is not going to help the organization or their division?)
2) The fear of not being able to get the budget money to implement some useful, innovative new technologies that they have identified.
If you are referring to HR people being afraid of using technology the way my 101 year old grandmother is afraid of technology then I fear that not only are you way off-base you are also insulting the intelligence of an entire profession. Quick, someone call the SHRM PR squad!
Michael,
The root of this lies in the HR Education and trainings. How many times do you find HR technology as a subject? How many Universities offer HR technology as a subject (except books on HRMS or HRIS)? I hope not many.
Unless HR technology gets its place in HR academics, you will continue to get disappointed.
I would invite you to read my blog Talent Junction, where we often discuss technology as a business problem solver.
Michael – I think you do raise some interesting points on the lack of attention from mainstream HR writers and bloggers on Technology conferences. While I agree with Beth that the majority of HR professionals are not blogging or on Twitter, my sense is that there is a large enough sampling that do blog and network online that it is reasonable to assess some broad trends. In fact you could argue that HR folks that blog would be more tech savvy, and more inclined to think/write on tech topics.
I think there is some truth to the basic assumption that HR is afraid of Technology. In very small HR departments, the HR pro has so many things to worry about, that they tend to focus on their day-to-day tasks, and much less on the tools that they do use, or what ones could potentially be leveraged to support their processes more efficiently. And in many mid-size and large organizations, the HR Technology responsibility and decision making has been ceded (largely) to the IT department. I know that this is a sweeping generalization, but one I think has much truth to it.
I tend to agree with Gireesh, the long-term solution is education, whether formal in University, or informal via networking and corporate training.
Excellent post and a great discussion.
Well, it looks like your other comments have covered many of the reasons HR people aren't covering technology; it's a means to an end, lack of budget, they don't have time, and lack of education.
Let me make a comparison that illustrates that HR is not afraid of technology and not just for the other reasons mentioned: When you get sick, you go to your family doctor. He or she will examine you, use their medical knowledge of a vast array of ailments and symptoms, and ultimately come up with the diagnosis. Then, they treat you.
Now,let's say that your family doctor determines that you have gall stones and need your gall bladder removed. Is he going to do it? No. He is going to send you to a surgeon who specializes in that procedure. Has your family doctor studied the gall bladder and how to remove it? Yes. Do they understand what is involved with that procedure? Yes, they do. Are they qualified to do the procedure? Maybe. Will they do the procedure? No. They want to send you to someone that specializes in doing that on a daily basis.
To me, HR is no different. The generalists (like me) are the family doctor of the company. We hear all the stories and are on the front line of dealing with the employee and management's issues as they arise. We wear so many hats: benefits (check), compensation (check), employee relations (check), training and development (check), Performance management (check), vendor selection (check).
But, should we also be expected to have a specific, detailed understanding of each new technology? No. Not for a vast majority. That is why we look to people who specialize in HR IT, HRIS, and all the other technological disciplines. YOU'RE the surgeons. We make the general diagnosis and if it's out of our realm, we pass to you.
Other HR generalists may disagree with me, but in my experience working with many HR generalists, this is my experience.
There is certainly room for improvement in the level of technological understanding on the part of many HR pros. My challenge to you and the other HR techies is to HELP us. Post more about ways we can learn more about it. Help spread the word about conferences like The Human Resource Technology Conference. Once you get us there, we're all in!
Excellent post- thank goodness you're not totally "full of it".
In my experience, Michael, HR cares about technology when a current system goes bad; when they need to replace something; or when they need to buy something brand new.
I had that experience addressing the Wharton School's senior executive HR group on Talent Management some years ago. The room had 18 SVPs from major financial institutions, and the three who cared about what I said all met the criteria above.
That also plays out at the HR Technology Conference. Even though hundreds of people return year after year for the sessions, we've somehow become known as a "buyer's show," which all the exhibitors validate by swooning over how qualified the sales leads are that they meet.
We've always considered our mission to be education…to teach senior HR people how to get benefits out of technology whether or not they're in the market.
Don't plan to change that model.
I agree with Beth C.
I have ventured onto Twitter. Given that one must limit one's comments to sound-bite lengths Twitter is NOT conducive to meaningful discussions. I'd rather spend my time the professional fora Beth mentions.
We HR pros probably could do a better job with identifying how available technology would help us operate more effectively, but the reality many of us deal with is that HR is not a priority for most organizations when it comes to investing in technology. Companies focus their resources on systems that directly impact the delivery of goods and services to their customers.
Scared? Nah, I don't live it and breathe it so it tends to be overwhelming to me. That's why I look to techies like you to help me through the maze, find the solution that works for me and to make sure it works when I turn it on. Now, for the disclaimer, this is just me and not necessarily the views of the HR profession
I may agree somewhat with what you have to say but I think it's wrong to point the finger at HR people. What about participation from Finance and Operations groups within an organization and even sales to a certain degree. When you look at the backgrounds of the people working in any department within your organization unless you are talking about IT, most of your people were not raised on computers. People are inherintely resistant to change. You give them a new software application to help them better do their job and they don't want to take the time to learn it, are scared of what it can do, and really can't see the big picture. I work in HR, use twitter and other social media sites, and must admit that there is an evolution to what you take away from anything technology. In the begining the allure of Facebook is great you can connect with old and current friends. It's easy to see the big picture. Not so much with sites like twitter. Once you figure out the benefits you do it. The same can be said for any technology for any group within an organization with the exception of IT of course.
You are an IT Guy that sees nothing but the greatness in what technology brings us. I agree with all of the comments and would like to add.
For you technology is set it up and it all happens. For HR people, especially Generalists, it is the tedious task of setting it up and then it all happens. It's like getting out of bed to work out, you struggle to do it, but once you do, you forget about the struggle and can't live with out it.
And let’s not forget the "human" in Human Resources. People are not machines and as the IT person always says "it's a user issue".
Great post and discussion.
Beth: Good point about HR people using online forums and conferences but I think there are enough HR bloggers out there to get a general sense of things. I am not referring to HR people being afraid of using technology the way your 101 year old grandmother is afraid of using technology so you can call off the SHRM PR squad. I'm mostly referring to the lack of conversation I see from HR professionals about HR Applications so I think you are taking it too far if you think I was insulting the intelligence of an entire profession. This blog post was about asking a question before passing judgement and getting feedback and not to insult intelligence. Thanks for your comments.
Giresh: I absolutely believe that education (and a lack of) plays a big role here. As technology continues to become more integrated into how we do business in HR, we need to do a better job educating HR professionals about technology.
Steve: I agree with you about that there should be a large enough sampling of HR professionals who blog to see trends. Today, you might see an HR organization cede HR Technology decisions to IT but as SaaS applications become more prevalent, I think you will see HR take back control and lack of knowledge and education could lead to poor HR technology decisions.
Trish: Excellent example. See above regarding SaaS applications. We need to move to the center and have HR Technology decisions be made by both HR and IT working together. IT needs to educate HR about technology and HR need to educate IT on HR business process.
Bill: I totally agree with you. Education is THE theme here.
Cynthia: I understand about company priority. However, I am guessing that you probably use some sort of HR Technology at work. A core HR system and/or payroll system? Performance Management or self service? Are you happy with your technology? Was HR involved in the selection process?
Lisa: Back to education and working together. Yes, IT should work with HR to help find the right solution from both a functionality and technology perspective.
George: I'm not pointing the finger quite yet. That's why I wrote the blog post as a question so I could get feedback. So thanks for sharing your thoughts. Good points about needing to see the benefits of technology.
Anonymous: Sorry, I don't think your comment describes me at all. Would it surprise you to learn that in my past I used to teach PeopleSoft Payroll and have been the PeopleSoft Payroll Functional expert during several implementations? I know all about the pain and tediousness of setting up a system from both a technical AND functional perspective. Don't think for one minute that technology is as simple as you set it up and it happens. I've worked many 24 plus hour days when HR Technology fails so I don't fall into your definition of "an IT Guy that sees nothing but the greatness in what technology bring us". I believe the right technology can provide value to certain business processes but technology is not a be all or end all answer to everything.
Excellent, excellent feedback everyone. I really appreciate it. I'm not sure you have completely convinced me that HR is not afraid of Technology but it's clear from the comments that education play a big role in peoples comfort level with technology.