#hrwins Trend Report: Will HR Become the Business of Getting Work Done?

Looking at more than 120 technology vendors in a short time frame provides an interesting perspective.  There are a lot of vendors working with their blinders on, developing solutions across several categories, that they compartmentalized into the classic HR Tech segments (talent acquisition, learning, performance, etc.).  What these vendors seemingly don’t realize is that they are all chipping around the idea of an emerging segment, Work Management.

Work Management is a fairly new trend.  I first blogged about it this time last year.  Work Management solutions promise to Engage non-HR users across the Enterprise to manage their work, connect with their peers and managers, gain internal and external knowledge, etc.   Input and output from these systems would encompass collaboration, performance, project management, talent management, HR Analytics, compensation, and more.

Implemented properly, the enterprise (all staff) would engage with these systems because the system actually helps you get work done and do your job better.  The data harnessed from these systems would be more powerful than anything we’ve seen in HR Tech before.  Making direct ties to business performance and giving businesses something they struggle with constantly:  predictability of results.

There is a HUGE opportunity for Human Resources to be the leader of this change in the enterprise.   It would be huge for this space to start to deliver on the decades-old vision of empowering the workforce.  If HR doesn’t do it, some other function will and HR will be left integrating into it, instead of driving the change.

Several of the #hrwins 2012 HR Companies To Watch provide solutions that drive value in their own right while contributing to the concept of Work Management.   We’ll be sure to highlight that as we announce the winners in the coming weeks.

What do you think?  Is this HR’s big opportunity?  Can HR drive a change like this?

 

 

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About glarocque

George LaRocque is the leading strategist and go-to-market consultant for HR-related technology and the human capital management (HCM) marketplace. He has personally launched market-leading HR technology brands to profitability, funding or both. He is the president of LAROCQUE, a go-to-market consultancy, the operator and organizer of the InfluenceHR Conference, and the publisher of the #hrwins reports on Innovation in HR Technology.

One Response to “#hrwins Trend Report: Will HR Become the Business of Getting Work Done?”

  1. David Arella 10/05/2012 at 6:17 pm #

    George, I could not agree more. I have also written on this topic recently. See my article “Work Management 2.0″ in the April/May issue of IHRIMs’ Workforce Solutions Review. I conclude the article with the same question you pose…Will HR lead change or follow?

    Excerpt from the article: “Technology advances going on now are enabling a fundamental shift in how works gets done that may be as significant as the arrival of the electronic office 30 years ago. Evolutionary leaps are beginning to affect the enterprise’s culture at the ‘cellular’ level, actually guiding how employees interrelate and communicate. Focus is moving from managing the workforce as a whole to managing work, how people actually get ‘stuff’ done, how they execute.
    Huge opportunities are unfolding in this space. HR is the only corporate function with the total corporate overview and the appropriate domain expertise to intervene.
    But here’s the thing, new technologies are coming along with or without us.
    Business line managers are already selecting new tools that they expect will advance productivity, improve collaboration, and boost employee engagement. These technology choices both encourage and limit a certain set of behaviors and practices that may or may not promote the goals around accountability, privacy, trust, transparency, engagement, and work norms. Furthermore, as each separate department selects its own work management technology, all opportunities for corporate-wide metrics and analysis are curtailed.

    HR has a narrowing opportunity window to lead or influence the evolution shaping work management for the foreseeable future. It’s happening…with or without us is the question.” I’d be happy to provide a copy of the article to anyone who is not an IHRIM member.

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