The Partnership Between HR and IT
Mon Jun 10, 2002 - Tue Jun 11, 2002
Private and public sector organizations continue to address the impact of the economic downturn of
the U.S. and worldwide economy and the war on terrorism. It will take a joint, productive effort of IT
and HR management to successfully implement the changes necessary to respond to these forces.
This collaboration is essential to the design of timely and effective policies, programs and action
plans. Their execution is vital to ensuring the requisite IT management and technology skills are in
place to support business goals on a continuing basis and provide both IT and HR value.
The purpose of this meeting is to hear about and discuss experiences organizations are having as
they meet the challenges of moving through these uncertain economic times. Topics to be addressed
include:
The Value Add of IT HR - What services can IT HR provide IT that bring the most value? How and
when are they delivered and to what segment of the IT workforce? What expertise does IT HR need
on its staff and how does it acquire the remainder? How can these services be measured by IT and
what are the specific measurements?
The HR and IT Relationship - Providing HR support and services in IT requires support from IT in
finding and deploying automated tools and processes. What can IT do to help the HR department
attain its objectives? What are the ground rules for a working relationship between IT and HR?
Keeping the IT Workforce Current - In an environment of budget restraints, what are the best
approaches to fulfilling today's skill needs? How can we provide the foundation of skills that will
enable innovation and growth once restraints are lifted? What effect is the recession having on the IT
and HR staffs, for example, in workload, span of managerial and professional responsibilities,
organization, recruiting and retention, and compensation.
Managing a Diversified Workforce - Recognizing and valuing the diversity of workforce culture,
thinking and background will help IT and HR maximize the talents of every individual in the
organization. What types of programs are companies planning and using to bring more diversity to
the workforce and to benefit from it? What have they learned? How have they integrated diversity into
HR processes?
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