As organizations navigate digital transformation, former BlackRock Global HR head Jeff Smith emphasizes the critical role of technology and data analytics in modern HR practices. In recent industry discussions, Smith identifies HR Technology and Data Analytics as one of the top priorities for HR in 2024.
“It is critical to have exceptional technology to make processes better and more efficient, for culture and risk management and to help provide data and insight to make decisions,” Smith explains. His experience, detailed in his professional background, includes overseeing major technological transformations during his tenure at BlackRock.
Smith’s approach to HR technology, as documented in industry analyses, emphasizes careful evaluation over simply following industry trends. “The technology landscape has never been more complicated, so it is not enough to just go with one of the established players without evaluation,” he notes.
During his time at BlackRock, as highlighted in business profiles, Smith led the transformation of the HR function to support business growth through both organic expansion and multiple acquisitions. His professional expertise in implementing data-driven HR practices has become increasingly relevant as organizations face new challenges in talent management.
Regarding artificial intelligence, Smith maintains a balanced perspective. “AI should augment human abilities,” he states, while acknowledging that “jobs will be displaced for sure.” He emphasizes that the ethical and social considerations of AI implementation need thorough consideration.
The move toward data analytics represents a significant shift in HR capabilities. Smith identifies this as a key challenge, noting that “the HR function needs to be data literate but also figure out how to build that capability across an enterprise.” He emphasizes that data and analytics around the right metrics are crucial for modern HR operations.
However, Smith also acknowledges the complexities of measuring human characteristics and HR outcomes. While emphasizing the importance of employee surveys and metrics for hiring and retention, he notes that some faith in HR practices is necessary due to imperfect measurement capabilities.
Looking ahead, Smith sees technology playing an increasingly important role in areas such as remote work management and talent acquisition. His perspective suggests that successful HR departments will need to balance technological capabilities with human insight, ensuring that data and analytics serve to enhance rather than replace human decision-making in talent management.
