MBA-H4040 HUMAN RESOURCE INFORMATION SYSTEM
IT focused on lower-level, administrative functions. Respondents saidthat payroll and employee administration (68%) and evaluation andmanagement reporting (53%) were adequately supported by IT.However, more strategic HR initiatives such as performancemanagement (28%), leadership development and planning (25%) andstrategic workforce planning (25%) were not well supported.
Inadequate data and technology systems obstructed workforcemanagement. Just 29% of respondents felt that they had sufficientsystems in place to gain a clear picture of existing employee skills.
The HR function was striving to become more strategic. 63% of respondents cited talent management (including recruitment) as asignificant priority in the year ahead.Taleo Research Vice President, Alice Snell said:"The gap between the support of administrative functions and strategicHR responsibilities needs to be addressed in order for HR directors to deliverresults to the Board. When HR directors can assess the workforce changesneeded by the business, acquire and develop the talent needed to optimise theworkforce, and then measure the results, their true value can be realised.""Findings of this study clearly show that HR is evolving to play a morestrategic role in supporting fundamental business objectives, but the systemsbeing used by HR functions are not keeping up," added Neil Hudspith, SeniorVice President, International Operations, Taleo. "It's clear that talentmanagement and other strategic initiatives are being recognised as essentialfunctions by ambitious companies that want to retain and recruit the best people,but organisations need to arm their HR directors with the tools and technology