1. HR is a strategic partner in companies. How, specifically, has technology created this strategic partnership? Share an example. What values have resulted from this strategic partnership?
2. One of the challenges with HRIS and Strategic Partnership is how do we continue to justify and gain support from management in HRIS when programs and technology change so fast? In other words, how do we justify the cost? When the change benefits a cost center, linked to directly to production, management can account for these changes and costs, but how do we justify this in a system that is largely seen as overhead and support?