Enterprise systems packages have long been associated with process change. However, it was assumed that most organizations would simultaneously design and implement process change while implementing the systems. A survey of 163 organizations and detailed interviews with 28 more suggests that enterprise systems were still being implemented even among early adopters of the technology, and that process change was being undertaken on an ongoing basis. After the prerequisites of time, critical mass of functionality, and significant expenditures were taken care of, the factors most associated with achieving value from enterprise systems were integration, process optimization, and use of enterprise‐systems data in decision making.

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PurposeMore and more, the leaders of business functions are turning for competitive insights to the massive data they can now capture. But to date, human resources departments have lagged behind the efforts of marketing, IT, CRM and other functions. The purpose of this article is to show how executives can start using data to measure and improve HR's contributions to business performance.Design/methodology/approachThe article identifies six analytical tools that HR can use to connect HR efforts to business performance. Survey results underscore the value of an analytical approach while revealing that many HR departments are heavily focused on internal measures rather than business outcomes. Each analytical tool is exemplified through case studies. A model is presented to suggest how executives can get started by focusing on five key areas.FindingsLeading companies are using six analytical tools to improve the connection between HR investments and business returns: employee databases; segmentation of talent; targeted investments; customization of the employee value proposition; long‐term workforce planning; and talent supply chains.Originality/valueAs the case studies reveal, the tools identified here can help HR leaders actively shape their organization's future – managing talent and directing programs toward the long‐term needs of the business. Survey data shows that most companies increasingly seek to use analytics for long‐term advantage, and the model presented here can help HR executives take the first critical steps.

Leveraging the IT innovation capabilities of employees is becoming increasingly feasible in the era of IT consumerization. Consumer IT tools, in form of tablets, smartphones, or social media, are entering organizations and are changing the way employees use technology for work. In this article, the authors decipher the term IT consumerization in more detail by providing a framework that illustrates the various perspectives of the phenomenon. They then apply the various perspectives in order to propose an IT consumerization framework that juxtaposes consumer IT with enterprise IT in its ability to lead to individual IT innovation behaviors. Using data from 486 European employees that work for large-sized companies, they are able to infer that consumer IT and the permission to use privately owned IT exert positive effects on employees' innovation behaviors. An examination of the various perspectives supports the assumption of science and practice that BYOD strategies and the diffusion of consumer IT within organizations are beneficial for innovation. The results provide a first step in theorizing about the innovative power of IT consumerization.