Human Resource departments today face three fundamental challenges: (1) how to identify (and court) the highest quality talent in the marketplace; (2) how to make sure the right person to do a job is in the right place at the right time; and (3) how to coordinate with IT operations departments to make sure that the right person, in the right place, has access to the right tools they need to get the job done.

An organization’s ability to execute on the above depends in large part on its commitment to integrating social, mobile, analytics, and cloud (“SMAC”) technologies into daily operations.

Consider the first challenge: How to identify and court the highest quality talent. This capability hinges on an HR department’s capability to make informed decisions about which combinations of skills result in the best outcomes for the company, and which perks inside the company attract the best candidates. Early last year, Forbes released an article showing that making such decisions without leveraging the power of big data analytics is like bringing a skateboard to a drag race. Organizations who have developed the capability to crunch data and collect insights from performance and hiring activities will have a leg up when seeking top talent.

Once talent is in the door, the crucial next step is to know when and where resources should be distributed. HR departments must keep a finger on the pulse of their organizations at all times, which becomes increasingly more difficult as workforces expand to all reaches of the globe. Here, a collaboration-rich internal social network can be invaluable, enabling human resource managers to connect in real-time with project leads and understand who is doing what at a given time and location, and what talent gaps need to be filled. Project leads, in turn, can communicate to the entire organization their needs for a particular skillset, and can likely expect more than one lead in return.

Finally, making sure that an organization’s people have access to the right tools no matter where the job is in the world depends upon its mobile-readiness and service orientation. Browser-based applications (“Software as a Service”), mobile tools for communication, collaboration and reporting on the go, as well as cloud infrastructure that facilitates the geographical movement of information resources, are essential factors in equipping an increasingly global workforce with the resources needed to fulfill all manner of job responsibilities.

The tools exist today to help enterprises achieve organizational agility. However, such capabilities come only with a commitment to crafting an enterprise that is social, mobile-ready, and analytics-driven, supported by cloud-based infrastructure that is scalable, globally connected, and cost effective.