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    Thursday
    Aug292013

    PODCAST - #HRHappyHour 171 - Workforce Reputation Management

    HR Happy Hour 171 - Workforce Reputation Management

    Recorded Friday August 23, 2013

    This week on the HR Happy Hour ShowSteve Boese and Trish McFarlane sat down with Mark BennettProduct Strategy Director for Oracle Social HCM Cloud, Fusion Profile Management, and Workforce Reputation Managementfor an interesting and informative conversation about how concepts like influence, reputation, and social connectedness between and among employees can help organizations better understand the capability of their workforces and help individuals better manage their careers.

    On the open web, the ideas of influence and reputation are not new, services like Klout and Kred have been attempting to understand, quantify, and provide insights as to who might be influential and in what areas do people have strong reputations. Taking these ideas and applying them inside organizations, and thinking more deeply about how people's interactions with one another, how they are evaluated by their peers, and what artifacts of their work reveal about their reputation and influence represent some of the most cutting-edge thinking about workplaces today.

    Mark is a long time friend and really interesting guy, and I think you will find the discussions challenging and interesting at the same time. And I encourage you to think about your own workplaces and how some of these ideas might help you in your HR and Talent challenges.

    You can listen to the show on the show page here, on iTunes, (just search in the podcasts section for 'HR HappyHour'), and using the widget player below, (email and RSS subscribers will need to click through). 

     

     

    It is a really informative and 'deep thoughts' kind of conversation that sheds some light on what new ideas and technolgies promise to deliver to workplaces in the very near future.

    Thanks to Mark for taking the time to share his insights!

    Tuesday
    Aug272013

    VIDEO: Unboxing the future

    The 'unboxing' video format, (essentially, a video of someone unboxing a new gadget like a computer or a smartphone and describing the contents and packaging), has enjoyed a run of popularity amongst the geeky set.  I mean who doesn't want to watch a choppy video with bad sound and lighting of a random 15 year-old kid unpacking a new Xbox?

    Yes, 'unboxing' videos are generally horrible, and it is with that horribleness in mind that I run the risk of alienating those readers that not only don't know or care about 'unboxing' but also are lacking my interest and fascination with advances in robotics.

    Check the video below, (email and RSS subscribers will need to click through), of a team at MIT receiving and unboxing its Atlas robot (built by Boston Dynamics) to use in the DARPA Robotics Challenge. I will have a couple of (probably nonsensical) comments after the jump.

     

    What is Atlas all about?  Here is a small description from the Boston Dynamics site:

    Atlas is a high mobility, humanoid robot designed to negotiate outdoor, rough terrain. Atlas can walk bipedally leaving the upper limbs free to lift, carry, and manipulate the environment. In extremely challenging terrain, Atlas is strong and coordinated enough to climb using hands and feet, to pick its way through congested spaces.

    The team at MIT will develop software to control and command Atlas to perform various actions in a disaster response situation - think things like defusing bombs, looking through tornado damage, potentially working in toxic waste spills, that kind of thing.

    Why should you as an HR/Talent pro care about something like Atlas, and its capability and potential?

    Because like lots of other technologies, these kinds of advanced robotics applications might start in research universities or government labs, but the best ones almost always become a part of the workplace.

    Because at some point you as an HR pro will get asked a question from the CEO something along the lines of, 'Can't we find a way to automate that, instead of opening another assembly plant?' or 'Can you get me a cost/benefit breakdown of buying 10 new Baxters vs. hiring 50 new assembly workers?'

    Because at some point someone you work for is going to see an 'unboxing' video like the one above from MIT and think, (perhaps erroneously, perhaps not), that pushing advanced automation further and farther into the business is getting easier and easier - not unlike how easy it is to set up that new Xbox.

    Maybe I am completely off-base on this, and the time when the average HR pro really needs to concern themself with this kind of thing is decades away.

    Or maybe I'm not wrong, and sooner than not you will have to add a 'person type' in your HRIS for new employees named Baxter or Atlas.

    Monday
    Aug262013

    The next evolution of corporate social media management

    Just might be something like Beatrix - a new 'advanced virtual social media assistant' that can assist organizations, (or individual 'thought leaders' as well I suppose) in their quests to become 'social media rockstars.'

    How does it work?

    Unlike more well-known social media management and scheduling tools like Buffer or HootSuite, both of which allow an organization to schedule and plan social media activity, Beatrix not only helps wth the scheduling of social media updates, it actually helps find and select the actual content as well.

    Let's say a local pizza shop wants to buff up its social media presence. The organization can then give Beatrix a few keywords to focus on - like 'pizza', 'wine', or 'sandwiches', and the Beatrix algorithm finds interesting content from around the web and sets it up to be shared on the company's social accounts.

    Here is what Beatrix says in her own words...

    The algorithm creates instant content plans for you. Stuck for things to say on social media? Beatrix will plan out your week. No time to post? Beatrix will post for you at times you specify. Beatrix does everything a social media intern does.

    Just like a real assistant, Beatrix emails you a new content plan every week. If you like it, Beatrix will post that content throughout the next week. Or tell Beatrix what's wrong and she'll create a new plan. Beatrix gets smarter the more you use her. And she never misses a deadline

    A 'smart' social media assistant that takes your input, seeks, finds, schedules, and shares interesting content related to your business, and keeps you abreast of the ongoing content plan? An automated service that not only decides for you when to post to social networks, but what to post in the first place?

    That sounds pretty awesome to me.  Of course maybe it is because I spend ridiculous amounts of time looking for good content to share, (and blog about).

    Sure, someone out there is likely to respond with a comment like - 'That's not what effective social media is all about. Companies need to be authentic or personable or real, or some such.'

    Maybe.  Or maybe most of us just really want our fans and followers to think we are on top of our industry, and are sharing relevant and interesting content about what they are interested in. 

    And if that is the case, then why wouldn't an algortihm be just as effective at that task as a social media intern who is counting the days before he or she can head back to school.

    Have a great week!

    Friday
    Aug232013

    PODCAST - #HRHappyHour 170 - Driving Performance with Technology

    HR Happy Hour 170 - Driving Performance with Technology

    Recorded Thursday August 15, 2013

    This week on the HR Happy Hour Show, Steve Boese sat down with Tom Porter, Director of Human Resources and Administration, Kawasaki Motors Corporation, U.S.A, and David Ludlow, Global Vice President of Product Marketing, HCM Solutions for SAP and SuccessFactors for an interesting and informative conversation about how HR Technology can help transform organizational performance, and impact and change the actual culture of the organization as well.

    At Kawasaki, Tom led an ambitious project to drive consistent performance management, goal setting and alignment, and more broadly - to get the organization much more focused on demonstrable and measurable performance measures.

    Tom shares some of the project drivers, the organizational imperatives, and perhaps most importantly some of the lessons learned and critical success criteria that need to be in place for any HR Technology projects to truly deliver on their promises.

    You can listen to the show on the show page here, on iTunes, (just search in the podcasts section for 'HR HappyHour'), and using the widget player below, (email and RSS subscribers will need to click through).

     

    I won't spoil it for you, but rest assured that openness, transparency, and true partnerships between customer and supplier are key, and both Tom and David offer some excellent pieces of advice for any organization on the path towards technology implementation and transformation.

    It is a really informative and 'front lines' kind of conversation that sheds some light on an organization that has done and continues to do what many others only aspire towards.

    Thanks to both Tom and David for taking the time to share their insights!

    Thursday
    Aug222013

    Every environment has too much information to process

    Most of the folks reading this will probably agree to both of the following statements:

    1. I am a frequent multi-tasker.

    2. I think I am pretty good at multi-tasking.

    Because we pretty much have to be, right?

    There is always too much going on, too much work to do, too many family and personal commitments (I bet someone is reading this post right now on their smartphone while 'watching' one of their kids play soccer or in a dance rehearsal), too many things to read, too many social networks that need attention - you get the idea.

    And the truth of it is that in just about every situation we encounter (save for any time spent in long-term solitary confinement), we are always juggling, choosing, focusing on some, and trying to eliminate other messages and stimuli in our environment. Think about the simple, everyday act of driving a car for example. You are simultaneously monitoring road conditions, gauges on the car's dash, the weather, traffic signals, other drivers, pedestrians, those idiots on their bicycles that give you dirty looks when they're the ones who are the menace, and more. 

    And some of you have become so good at it that you can add applying makeup or carrying on a Twitter chat (not recommended), while behind the wheel.

    But I think the driving example is a perfect illustration of how we trick ourselves into thinking we are actually much, much better at multi-tasking that we really are. We get deluded into thinking we are good at it, or we simply accept the fact as a given that we have to be good at it, and continue onward in fruitless quest to be great, (or at least pretty good), at everything at all times.

    And now there is new research that suggests that not only are we not as good at multi-tasking as we think we are, that prolonged multi-tasking actually makes us worse at multi-tasking itself - kind of a counter-intuitive spin on 'practice makes perfect.'

    Check this excerpt from the Priceonomics blog - a look at some recent Stanford University research into multi-tasking and it's effect on task completion and task juggling.

    People generally recognize that multitasking involves a trade-off - we attend to more things but our performance at each suffers. But in their study “Cognitive Control in Media Multitaskers,” Professors Ophira, Nass, and Wagner of Stanford ask whether chronic multitasking affects your concentration when not explicitly multitasking. In effect, they ask whether multitasking is a trait and not just a state.

    To do so, they recruited Stanford students who they identified as either heavy or light “media multitaskers” based on a survey that asked how often they used multiple streams of information (such as texting, YouTube, music, instant messaging, and email) at the same time. They then put them through a series of tests that looked at how they process information.

    People generally get better at activities they do often. But that may not be true of multitasking. Since heavy multitaskers often switch between research and emails or Facebook chats and work, we'd expect them to outperform the light multitaskers at switching back and forth between the two tasks. But they actually performed worse as their delta was higher than that of the light multitaskers.

    The professors conclude that frequent multitaskers seem to “have greater difficulty filtering out irrelevant stimuli from their environment, [be] less likely to ignore irrelevant representations in memory, and are less effective in suppressing the activation of irrelevant task sets (task-switching).” More colloquially, the multitaskers were more easily distracted from a single task and worse at switching between tasks.

    Let that sink in - we get worse and worse at multitasking the more we do it.

    If the conclusions from this study are at all accurate, then that does not bode too well for those of us that have conditioned ourselves to be constantly hopping from one thing to the next. And technology, it seems to me, isn't really helping in this regard. Rather than trying to exploit technology to make things simpler, more clear-cut, and maybe more efficient, I think most of us are simply using it to consume more, interact more, do more, and attempt to be (virtually) in five places at once.

    So let's re-visit the two statements that led off this post and re-word them a little.

    1. I am a frequent multi-tasker. (ok that one will probably still be valid for a while)

    2. I think I am pretty good terrible at multi-tasking, and the more I do it the worse I get.

    What tips or ideas do you have to combat the seemingly overwhelming urge to multi-task?