What shaped 2009 in HR Technology?

As part of their year-end special report, Mary Ellen Slayter at SmartBrief on Workforce asked some of the members of their Advisory Board to write a post about a workforce trend that shaped 2009.

Since I believe I am the only 'Technology' person on the Board, I think it makes sense for me to look at the request from that angle, and try to uncover the primary trend or trends that impacted workforce technology in 2009.

I think the primary trend that affected HR and workplace technology in 2009 is the growing importance of so-called 'social' technologies in the workplace, and in enterprise systems. This trend has manifested itself in several ways in 2009.

Recruiting has gone social

In 2009, we saw the emergence in a major way of the idea of 'social recruiting', a relationship-based, high-touch, and heavily technology dependent approach to recruiting.  Social recruiting, which some argue is really no different that traditional and successful recruiting, has substantion technology components, and for HR folks, a basic understanding of these tools is really necessary to effect a successful social recruiting strategy.

The Applicant Tracking Systems (and related recruiting technologies) that got the most buzz in 2009 were JobVite and Jobs2Web, two solutions that at the center of their value proposition is there embedded integration with external social networks, and the ability of organizations to leverage the personal networks of employees and candidates to support the organizational recruiting process. And towards the end of the year, we have seen several posts advocating empowering the entire organization to support social recruiting, largely via the careful leveraging of technology and networks.

Employees are Networking

Growth for the 'big three' social networking sites, (Facebook, LinkedIn, and Twitter) continued relentlessly in 2009.  Most organizations and HR departments finally realized in 2009 that social networking was a significant societal and workplace trend, and began to confront and address the appropriate relationship between the organization and the employee use of these networks.

Whether the response was defining a corporate social media policy, upping your efforts to actively block employee use of social networks, or actively seeking ways to leverage these networks and employee connections on them the topic was on the radar of most all HR departments in 2009. HR's response to this trend has varied of course, but it has become almost impossible to ignore.

Enterprise Systems getting more social

Later in 2009,  a fairly steady stream of announcements from classic HR Technology enterprise vendors touted either integration with external social networks and services, or the inclusion of Facebook or Twitter-like 'feed' functionality inside their systems.  Learning Management Systems integrating with Facebook, performance systems linking with Google, or core HRIS connecting to LinkedIn, there were examples of all of these in 2009, and I think it is just the start of an emerging aspect of the overall 'social' trend in HR Technology.

Other vendors moved to incorporate concepts from the popular external 'status feeds' to help illuminate HR processes, a great example is the Activity Tracker from Talent Management systems vendor Halogen Software. The merging/blending/mashup of process with social interaction and communication inside of traditional enterprise technologies is one of the most important developments in 2009.

Innovation, collaboration, connection

In 2009 a slew of tools and technologies that support employee collaboration, information discovery, and internal expertise location were either released or enhanced.  From wikis like Socialtext and PBWorks, activity stream platforms like Socialcast, or more robust internal networking technologies like Cubetree or Jive Social Business Software, it seemed that almost every week in 2009 saw a new product or some new capability added to an existing product. This week, Salesforce.com, the leading provider of enterprise SaaS solutions for Customer Relationship Management (CRM) announced the upcoming 2010 release of Chatter, an internal employee networking application that will allow employees make status updates similar to Facebook and Twitter.

HR professionals that really want to have input and impact into the future design and implementation of collaborative computing and the continuing 'socialization' of work need to start spending more time understanding how collaboration is and needs to work in their business, and then must be able to intelligently assess and recommend the appropriate technology to support those objectives.

A look ahead

I think in 2010, we will certainly see more of this trend, and it will likely manifest itself in new and perhaps surprising ways.  Before the end of the year, I will take a shot at some more detailed projections.

What do you think, what was the big news in HR Tech in 2009? Notice I did not even mention Oracle Fusion, as I decided an announcement and a short demo in 2009 really does not count as a 'trend'.

Hit me up in the comments.

Five Ways for HR to Discover Technology

Yesterday, Tim Sackett guest posted here with a clever, and I think mostly accurate view on why HR professionals have traditionally been slow to embrace, and at times have difficulty understanding technology.Flickr - iLoveButter

Since Tim made some great points, I thought I would run a quick follow-up, with just a few ideas and resources for the HR professional that wants to open up and really start to embrace technology.  So in no particular order, here goes:

Blogs - There are several excellent HR Technology focused blogs that I recommend. Systematic HR, The Knowledge Infuser, InfoBox, InFullBloom, the Human Capitalist, and the HR Technologist should all be on your reading list.  All of these blogs have unique approaches, objectives, and audiences but they all deserve a place on your Google Reader. And as technology continues to grow in importance to 'mainsteam' HR, more and more blogs will focus on technology themed topics.

Conferences - Are you an HR pro that makes the annual trek to the SHRM National Conference?  While you may be able to talk with lots of HR Technology vendors there, if you really want to get more 'tech' out of your conference dollars, consider trying the annual HR Technology Conference.  It is truly the only event that matters in the HR Technology world.  This three day extravaganza of all things HR Tech is attended by all the significant technology vendors, offers dozens of sessions presented by experts, analysts, and vendors, and is really the place to learn and network in the HR Technology industry.

Webcasts - Almost all the major HR technology vendors sponsor and/or produce their own free webcasts on general HR Technology topics as well as product-specific discussions and demonstrations.  For more 'vendor-neutral' content, check out the Human Capital Institute or HR.com.  On the vendor side, take a look at Workday who not only produce regular product specific presentations, but also partner with industry experts like Naomi Bloom for more 'strategic' presentations. Here I will shamelessly plug an upcoming HCI webcast I will be on, Transforming the Employment Lifecycle with a Hiring Management System,  December 2 at 1:00PM EST.

Social Networks - There are the beginnings of some very lively and informative discussions on HR Technology topics on social networks. On Twitter, start by following the #HR_Tech hash tag. There is a monthly HR Technology themed Twitter chat using the #HR_Tech tag, and typically throughout the month many interesting comments, links, and blog posts are tagged with #HR_Tech.  Take a look at the Twitter folks that have added themselves to the #HR_Tech Twibe.  I also think there is plenty of opportunity for someone to leverage a LinkedIn group or perhaps a Ning network for HR and HR Technology folks to gather and share content and network.

Spy on your Kids - No I don't really mean to literally spy on them, but I suppose you could. I mean that is really between you and your conscience. What I mean is to observe and talk to them about how they interact with technology.  What sites, devices, methods, user interface features do they value and gravitate towards?  There is a growing tendency for technologies that begin to take hold in the consumer space (and are often initially championed by young people) to encroach into the enterprise.  Think about it, the folks that were among the first to sense the myriad business applications for social networks, mobile, and consumer sites like Ebay had a major early mover advantage.  Stay on top of what your kids are up to with technology, and it just may give you ideas you can use today, and a leg up for tomorrow.

What do you say, what other ways are there for HR pros to start getting more tech savvy?  What has worked for you?

Five Reasons why Technology is Lost on HR

Note: Today's post is from Tim Sackett, Executive Vice President of HRU Technical Resources in Lansing, MI. Tim can often be seen as a regular contributor to the Fistful of Talent blog (when he is not holding out for better terms and working conditions). Take it away Tim:

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I’ve spent a number of years in the Corporate HR world in a number of large companies, across multiple industries – and in every stop I was amazed at how 90% of HR Pros just didn’t get technology and how it could help them do their job.  In my experiences, I saw individuals who only wanted enough technology to help streamline some frustrating processes, but not enough where it would even come close to making them more efficient. Why? Because fLICKR - TOM CONGERefficiency equals possible job cuts, which means technology at its core is the enemy of most HR folks.  This concept gets lost on most HR Pros who are following blogs, using social media (even newbies), have their work email on their Blackberry or iPhone, etc.   This small 5-10% of the HR population knows the other side exists, but believes it probably is much smaller than reality.
 
This being said – I wanted to give you all a little refresher of how the other 90% are living today, and why technology just might be the anti-Christ to the majority of the HR World:
 
1. First and foremost – we don’t have an HRIS Dept. or an HRIS person (which is most companies in the world), so we have to rely on IT, which puts us usually down on the “When Hell Freezes Over” priority list.
 
2. We are a cost center (at least that’s what we’ve been told since forever) and don’t understand how to build the business case to add the expense of the next greatest technology tool to help us perform our job functions better.
 
3. We are the gatekeepers of employee communication and HIPPA which means paper files, signed forms and scrolls of birch bark.  In no way could we do anything differently – it worked for our grandparents, and it works for us!
 
4. Social Media?  No, no, no…I can’t trust that my employees can use Facebook, LinkedIn or even email appropriately for proper work purposes.  Twitter? What’s that?  Look – we struggle with giving them access to a phone – do you even know how many personal calls they make!
 
5. Our employees get all the communication they need through our Intranet site and their managers – I mean we update our intranet site each Year with our benefit updates! 

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Editor's Note : Tim Sackett, SPHR is the Executive Vice President of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition, and believes every corporate recruitment department in America can and must get better.  He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side.

H1N1, Twitter, and Apologies

Some folks that know me, or follow me on Twitter, know that I have been sick for about 11 or 12 days with H1N1 followed by an opportunistic infection that has proven very difficult to take out.  Day 7 of antibiotics and I am just now feeling sort of normal.

This was the sickest I can ever remember feeling, and the duration of the illness is still stunning to me.

I beg you, go get your H1N1 vaccination, you do not want to pick up this bug.

Yesterday I took my son to a locally sponsored, free H1N1 vaccination clinic for so-called 'Phase I' patients, little kids, elderly, and folks in various at-risk groups.  Naturally, there was significantly high demand for the the vaccine, we arrived at 10:00 am, and based on the volume we were staring at a four hour wait time.

Rather than have hundreds, if not thousands of people standing in a massive line on a cold, gray day, the clinic used a 'virtual line'. You took a number then simply had to return to the door when your range of numbers was called.  So due to some smart, and forward-thinking by the Town of Penfield, NY, we waited it out from the family room instead of in the car, or in a lawn chair outside.

How?

Because in addition to on-site announcements, a low power FM radio station, and a web site, the town also provided updates as to the progress of the virtual line via Twitter updates, (see townofpenfield on Twitter). 

What a great idea, and so simple.  I was able to pop the Town into my 'Friends' tweetdeck column and easily follow the 'line' and return to the site of the clinic (about a 15 minute drive) at just about exactly the right time.  Maybe this isn't really revolutionary, but it was convenient, smart, and at least for me a fantastic example of a municipality 'getting it' and providing value on Twitter.

Lastly, I want to apologize to the numerous folks that I let down, that I owe a response e-mail, guest post, or follow-up phone call.  I am digging out slowly from this illness, and I ask your patience for a few more days while I get back to 'normal'.

Get your shots!

HR Technology as a Training Ground

Last week on the HR Happy Hour show in between some bombs being dropped (certain HR types being described as 'secretaries' or 'blue-hairs') one really interesting technology related point was made. 

Specifically, experience working in one of the leading HR Technology vendors, perhaps one that focuses on Talent Management technology like a Halogen or SuccessFactors, provides an excellent knowledge base for future success in an HR organization, and that an HR leader in search of talent should consider HR Technology companies as a great source. 

Traditionally software companies have looked to recruit from customer organizations (I was recruited by Oracle many years ago in this way). It was an interesting, and I think correct observation. The best technology implementers possess the following attributes, all of which would benefit the internal HR organization.

Problem Solving

No two HR technology projects are ever the same.  Even if the consultant has spent a few years implementing the same solution, each project haFlickr- raptortheangels a unique set of requirements, demands, personalities, and pressures to make each one unique.  Solving new problems is a critical component for success, and one that the best consultants can master. In particular, being adaptable to varying levels of support from clients, and knowing when to take decisions and when to get help are skills that come easier to experiences tech consultants than to some others.

Results focus

Lots of technology vendors hold their consultants to extremely challenging target for utilization, revenue and profitability.  It can be, at some companies, a high-stress, high-reward type environment. To be a successful technology implementer you have to be able to deliver under pressure, managing multiple and sometimes conflicting demands and expectation.  A good, experienced tech consultant will be cool under pressure and probably be able to teach the rest of the HR staff a thing or two about successful project delivery.

Customer driven

Delivering successful technology projects requires relentless customer focus.  Tech consultants certainly operate under parameters and constraints, but the best ones know how to navigate these and maintain focus on the best possible customer outcomes.  During an engagement, a good consultant learns the customer's motivations, concerns, and weaknesses and incorporates this knowledge into the overall solution delivery. A mindset that continually places customer success first will benefit any internal or traditional 'support' organization.

Breadth of experience

Most technology consultants will have worked on a wide range of projects, across different industries, regions, and market sizes.  The number and variety of these experiences typically affords a good consultant a great range of direct experiences as well as a large network of contacts from which to draw from.  It may have been competency modeling for an accounting firm, performance management at a University, or compensation planning at a professional services firm, a good consultant carries all the learning from these engagements to your HR department.

Technology skills

Certainly if you recruit a new resource from a technology company you'd expect a high level of technical knowledge.  But this knowledge is exactly the kind most HR departments lack, specific ability to assess technology and apply it to help solve HR and business issues.  This is the hardest tech skill for most HR groups to acquire, and it will become more and more important in the future.  If you think your HR shop has enough tech skills today, you are probably wrong, since technology moves so fast, and has become so critical, beefing up your strength in this area is a necessity.

What do you think? Should you source your next key spot in the HR department from one of the HR Technology vendors?  Or am I way too biased as to the importance of Tech in HR?