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HR Meets Technology Asking the Right Questions

Sanjay Sathe
Tuesday, June 1, 2010
Sanjay Sathe
Effective management knows that people are the lifeblood of any business; talented employees are by far a company’s most valuable asset. Due to today’s dynamic workplace and the fast pace of ever-changing business processes, employers are increasingly turning to technology and vendors to assist in meeting the demands of outplacement and recruitment. But as with any vendor relationship, third parties you choose to do business with must have clear objectives, defined direction, and accountability. Never is this more important than when they are dealing with the very heart of your organization - your employees.

As an example, I would like to discuss here how technology can and should be leveraged in both outplacement and recruitment to allow the management of a company’s human resources to be as measurable and accountable as any other business initiative.

State of the Outplacement Industry

You may be aware of a recent Hollywood hit movie, Up in the Air, which tackled a topic companies in general don’t like to discuss: outplacement. This is an industry that grew out of a need to take care of employees even after business climate forced layoffs.

While many HR practitioners were excited about the prospect of George Clooney portraying a member of their profession, they largely have been disappointed upon seeing the film’s take on corporate layoffs and outplacement consultants. If you believe the Hollywood version, ‘transition consultants’ offer little more than glib pep talks and thin ‘packets’ of dubious value to laid-off workers.

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