As long as I have been in and around human resources, I have listened to HR leadership and practitioners talk about the same thing – getting a “seat at the table”.
Once at this table, they would have the ability to impact budgets and corporate strategy. This magical table, was the key to their professional validation, organizational success, happiness and apparently, by the attention it warrants, world peace
No other googleable industry combination came back with as many articles, blog posts & words of wisdom. Why?
In the rest of business, you don’t sit around talking about seats at the table, you just sit down.
And you sit down because you can prove what you say has merit, is backed up by numbers & will effect the corporate strategy one way or the other. The rapid rise in CRM and Supply Chain technology in the early 2000’s gave organizations a business case for everything it thought was important – Sales, Distribution, Product Management. But all of the products really missed the mark for HR and talent.
Early Applicant Tracking and Talent Management technology make a huge leap providing some basic metrics around hiring and retention – but it was still very elementary compared to what our sales and operations counterparts were able to offer up.
Then, somewhere in the mix of mobile apps and integrated platforms and “seat at the table” talk over the last 24 months – something amazing happened….
HR technology vendors realized that an integrated platform being sold into an executive team required more than just a great user experience and feature checklist. RFP’s were asking about ROI and validating their beliefs around their talent. And a number of vendors were popping onto the scene (Aquire, Visier & Wanted Analytics) showing just how valuable numbers for HR can be.
And at this years HR Technology Conference I saw everything I expected – a gazillion social recruiting apps, a billion talent community platforms, a surprising number of people claiming to have the “first mobile app” and a handful of really innovative companies talking (loudly) about and highlighting HR Analytics (and not just for recruiting).
You are officially at the table, HR.
Now, can we move on and sit down?