Readiness Assessment: Leveraging Technology To Reposition Human Resources

April 26, 2013
Written by Gary Watkins
Published in articles351-400

Readiness Assessment: Leveraging Technology To Reposition Human Resources

This tool is a first step toward leveraging technology to reposition and transform HR as a business partner. Your responses will provide an understanding of how well positioned you are to capitalise on the promise of digital HR for the New Economy, and whether any gaps should be narrowed, or closed to maximise your opportunity for success. They will also provide an indication of how you should prioritise your digital HR investments.

The questionnaire measures three priority areas: Culture, Human Resources and Technology.

Culture: Your organization's culture including factors such as managing change and empowering employees can make or break new initiatives. The cultural attributes that influence your opportunity for Digital HR success are measured in the Culture Scan.

Human Resources: HR skill sets and organization must evolve to be effective in the digital world. There is also a great need to focus digital efforts on functions that are critical to business results. The HR Scan will address and measure these important topics.

Technology: Do your employees have access to the right technology to capitalize on the promise of Digital HR? The Technology Scan will measure key elements of your technology infrastructure.

Business and Investment: Your business strategy must align with your HR strategy. The process you use to make investment decisions should apply to HR investments. These informational questions will provide context to enable us to work with you more effectively.

Use a rating scale of 0 - 4 for each question where, 0 = totally absent/no process, 1 = low, and 4 = advanced, with 2 = basic, and 3 = intermediate (2 and 3 are the in-between scores).

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CULTURE SCAN
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A. Change Management Process

1: How effective is the assignment of accountability and ownership in your change management process?

2: How effective is communication planning in your change management process?

3: How effective is work activity planning in your change management process?

4: How effective is risk assessment in your change management process?

5: How effective is leadership support in your change management process?

B. Measurement and Results

6: How effective is the reporting of actual versus expected results for HR investments?

7: How effective is the assignment and measurement of accountability for realizing expected results for HR investments?

8: How effectively are individual or team financial incentives tied to meeting or exceeding expected results for HR investments?

C. Technology Change

9: How comfortable are employees about learning to use new technologies?

10: How effective is HR at implementing technological change?

11: How well do training programmes support the introduction of new technology?

12: How willing is the company and/or HR to invest in additional technology infrastructure to expand employee access to the Internet/intranet.

D. Communication and Information Flow

13: To what degree do employees receive the business information they need to do their jobs?

14: To what extent does the organization uses the Internet/intranet effectively to communicate human resources information?

15: How comfortable would employees be to conductself service transactions on a secure web site for various HR transactions?

16: How comfortable would managers be would be to conduct self-service transactions on a secure web site for various HR transactions?

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HUMAN RESOURCES SCAN
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A. Human Resources: General

1: To what extent does HR have the needed competencies to effectively provide HR services?

2: How much of HR’s time is spent on strategic HR planning?

3: How much of HR’s time is spent on internal consultation?

4: How much of HR’s time is spent on administrative/execution oriented functions?

5: How effective would you rate HR overall at performing its most important functions?

B. Human Resources: Importance / Effectiveness of HR Services

6: How important is overall HR service to your organization?

7: How effective is overall HR service in your organization?

8: How important is the IR/employee relations function to your organization?

9: How effective is the IR/employee relations function in your organization?

10: How important is the recruitment/selection/placement function to your organization?

11: How effective is the recruitment/selection/placement function in your organization?

12: How important is the training function to your organization?

13: How effective is the training function in your organization?

14: How important is the HR record-keeping (HRIS) function to your organization?

15: How effective is the HR record-keeping (HRIS) function in your organization?

16: How important is the payroll function to your organization?

17: How effective is the payroll function in your organization?

18: How important is the employee benefits(medical aid and pension) delivery function to your organization?

19: How effective is the employee benefits delivery (medical aid and pension) function in your organization?

C. Technology Support for HR Services

20: How well does your existing technology support overall HR service?

21: How well does your existing technology support IR/employee relations?

22: How well does your existing technology support recruitment/selection/placement?

23: How well does your existing technology support training?

24: How well does your existing technology support HR record-keeping (HRIS)?

25: How well does your existing technology support payroll?

26: How well does your existing technology support employee benefits administration(medical aid and pension)?

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TECHNOLOGY SCAN
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A. Technology infrastructure

1: How well can your current/existing technology infrastructure support digital applications?

2: How would you rate the overall security of your Internet/intranet/extranet/data access?

3: How effective is your process for maintaining HR applications?

4: To what extent does your workforce have access to the Web via a PC at work?

5. How would you rate the current bandwidth available for HR applications (intranet, extranet, or internet)?

B. Technology staff support

5: How would you rate the expertise of the HRIT (Human Resource Information technology) support staff?

6: How sufficient is the number of support staff?

7: How accessible to HR are data sources for analysis and reporting purposes?

8: How accessable to line managers are data sources for analysis and reporting purposes?

9: How complete is your data for each employee (e.g. basic census data, dependent data, benefit data, performance data, training data)?

10: How accurate is your employee data?

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BUSINESS INVESTMENT
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A. Business Investment In Technology (for business and/or HR strategy)

1: To what extent does the internet play a role in meeting your business objectives?

2: How important is it for those employees who are most key to your business to be technology and Internet savvy?

B. Investment Decision Process

3: To what dgree is there a disciplined approach with defined criteria that is followed to make decisions about HR investments?

4: To what extent does IT play a role in making decisions about HR investments with a technology component?

5: To what extent does the CEO CFO and/or COO need to approve HR investment decisions?

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