Summary of the CIPD Research Into Practice Report
This is the final written output from a year-long project on HR and Technology, undertaken on behalf of the CIPD by a team of researchers led by Professor Shaun Tyson and Doctor Emma Parry from the Human Resource Research Centre, Cranfield School of Management. This publication is available to purchase online – please visit our bookstore for more information and to find out how to order.
As technology improves, organisations are using HR information systems to support and manage an increasing number of HR processes and functions. Where e-HR was at one time simply a tool used for administrative and recording processes, it can now encompass a variety of applications, for example recruitment and selection, e-learning, flexible benefits. It also supports integrated call centres, shared services and self-service environments. It can be an important aspect of any changes to the structural design and operation of the HR function.
The research has involved a comprehensive review of the literature in this area and ten in-depth case study reviews with a range of stakeholders in a variety of organisations within the private, public and not-for-profit sectors, including Nortel, BskyB, Crown Prosecution Service, Cancer Research UK.
There is no doubt that the implementation of IT within HR is a complex matter and the implications and impact will differ according to the nature of both the organisation and the technology. However, there are a number of principles that hold true across organisations and technological solutions.
The focus of the research project has been on the use and impact of technology on three main areas:
- the efficient delivery and support of HR activity and processes
- employee communications and engagement
- the changing role and skills of HR and other managers.
In addition to the three main areas of focus highlighted above, issues discussed in the report include:
- the use of technology in HRM
- planning for an e-HRM system
- obtaining stakeholder buy-in.
Implications for HR practitioners are also addressed including the need for a new set of capabilities within the HR function. These might include a set of skills around project management and change management, as well as IT itself. Changes in the roles within HR may also lead to a wider range of skills in areas such as consultancy, customer service and data analysis.
PARRY, E., TYSON, S., SELBIE, D., and LEIGHTON, R. (2007) HR and technology: impact and advantages. Research into Practice report. London: CIPD.