Digital IQ Snapshot: Talent Strategy, the missing link to the connected workforce

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08/26/2013 by Advisory services
Digital IQ Snapshot: Talent Strategy, the missing link to the connected workforce

At a glance

The Digital IQ survey shows that within top performing companies, the CIO and other C-suite executives consistently talk about how technology can power strategic business goals. Ongoing “digital conversations” among the C-suite should also focus on the talent strategies needed to harness those technologies—and include the CHRO, who is often missing from these C-suite conversations.

Given the power of social, mobile and analytics technologies to fuel innovation and collaboration among employees, technology investments are soaring—particularly among top performing companies. But arming employees with technology isn’t enough to cultivate impassioned, high-performing teams. C-suites need to align their business goals and technology investments with their talent strategies to achieve a truly “connected workforce.” The Chief Human Resource Officer (CHRO) should play a pivotal role in helping to maximize these investments. Otherwise, organizations will not achieve their desired return on investment.

The Digital IQ survey shows that within top performing companies, the CIO and other C-suite executives consistently talk about how technology can power strategic business goals. Ongoing “digital conversations” among the C-suite should also focus on the talent strategies needed to harness those technologies—and include the CHRO, who is often missing from these C-suite conversations. This Snapshot suggests the following strategies:

  • Shift the culture to harness technology: Why do some companies extract more value from their technology investments than others? These companies acknowledge and invest in the cultural shifts needed to adopt new tools and new ways of working.
  • Leverage the CHRO to address the growing talent gap: While emerging technologies are ushering in powerful new capabilities, they are also ushering in a massive talent gap given the new skills needed to harness social, mobile and analytics tools. As HR plays an integral role in acquiring new capabilities, their early and ongoing involvement in C-suite “digital conversations” is more important than ever.
  • Address the generational technology gap: New technologies may seem daunting to many employees, while “digital natives”—those who have grown up with technology as an integral part of their lives—are more comfortable. The gap between the incoming “digital natives” and departing Baby Boomers is growing quickly. HR can facilitate cross-generational coaching to help reduce and possibly even eliminate this gap.

The adoption of emerging technologies presents HR with an exceptional opportunity to transform its role so that it not only helps increase the value of talent, but also helps create a truly connected workforce that supports business objectives. If the CHRO and other C-suite executives partner to discuss how to integrate technical, business and human capital strategies, organizations are likely to see not only more engaged and productive employees, but a stronger bottom line too.