Entries should explain what changes have taken place, why they were necessary and how the technology has helped. Evidence should be provided of the full impact technology has had on meeting strategic objectives in the business or organisation.
“Human resource professionals were not often involved in the first and second generations of business computing,” comments Clive Holtham, professor of information management at City University, and judge of the award. “Often this was because the people running IT, including accountants like myself, had no grasp of the central importance of human resources as the source of creativity and knowledge.”
Holtham argues that business change today requires a real blending of strategy, marketing, IT and human relations, with HR contributing expertise throughout the whole lifecycle of systems development.
“The importance of HR in obvious technology-led change such as e-commerce should not obscure its equal importance in more conventional change,” he adds. “Speaking as an outsider, it is vital that models of good HR team practice are celebrated through these awards, since there is some risk that business managers will come to believe they can manage change without HR professionals.”
Entry is pertinent to any HR team that uses technology as a tool and wields it to underpin their strategies and deliver organisational objectives, according to the award sponsor, PWA.
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“The award is important as it recognises how HR teams can lead organisational performance through strategic initiatives underpinned by technology,” says Kellie-Ann Williams, head of marketing.
“The aim is to highlight those companies experiencing the benefits of technology within HR, such as improved communications, more informed decision making, streamlined processing of administrative tasks, and an accurate understanding of organisational skillset.”
