ROB SCOTT — DECEMBER 2, 2015
HR should consider 40 key elements that will enhance business value in choosing a potential HR technology solution, writes Rob Scott
Contrary to recent media rumblings suggesting the low value-add of HR and its relative simplicity, the reality for many HR professionals is the continuing need to juggle a significant number of distinct yet interrelated specialist activities to create effective, people-centric work environments.
Non-HR audiences are often taken aback by how diverse and complex HR really is. This is particularly true when I share my “HR periodic table” graphic of the top 40 HR elements and explain the importance of identifying which of these elements provide the greatest business value, and which offer little or low value or could even destroy value when building people strategies or selecting HR technologies.
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