Enter your email address:

Delivered by FeedBurner


E-mail Steve
This form does not yet contain any fields.
    Listen to internet radio with Steve Boese on Blog Talk Radio

    free counters

    Twitter Feed
    « Technology in 1969 | Main | Bikini Girl Followers »

    HR Technology 2.0 - Help outline a new class

    Regular readers of this blog may know that I have had an ongoing debate and discussion on whether or not I should 'split' my HR Technology class into two distinct classes, one focused on 'core' processes  and the fundamentals of HR Technology, and a new class dedicated to so-called the implications of 'new' technology on Human Resources.  You know, Facebook, LinkedIn, Twitter, enterprise social networking, and blogs, wikis, RSS etc.

    A survey of past students indicated 100% positive interest in taking a class completely devoted to new HR Tech, talks with one or two other professors were positive, and an informal Twitter poll also showed strong support and agreement for the need for the new class.

    So, students, colleagues, and peers all think it is a good idea, now what?

    Now I need an outline and proposal to the curriculum committee.  And here is where I am asking the community for help. 

    What topics, technologies, processes, and innovations should be a part of this new HR 2.0 class? 

    What should be emphasized?

    What should the background reading assignments be?

    What activities and assignments should be developed to help the students understand and demonstrate HR 2.0?

    Of course I have my ideas on this, and I can write up and submit the proposal without 'community' feedback, but I certainly think the course will be richer, fuller, and have a much better chance of being accepted if I can include insight and expertise from the vast knowledge base of the HR community.

    So, help me with my class would you?  What goes in an HR Technology 2.0 class? What would you like to teach, or to learn?  What should the modern HR leader know about Technology 2.0?

    Leave a comment, send me an e-mail, or an @sbjet reply on Twitter.

    Thanks in advance.

    PrintView Printer Friendly Version

    EmailEmail Article to Friend

    Reader Comments (6)

    I hate to be the obvious guy but certainly results focused (with source tracking is essential for any advanced HR tech training. I get great results from some very old school forums depending on the type of talent I am seeking. I think people automatically assume and go for LinkedIn, Facebook and Twitter.

    Another thing you might want to cover are developing relationships using online methods. I think this is something you've done very well. You bring your voice to the table, you create items of interest for your audience and you interact instinctively with good authenticity. Maybe this is a hard thing to teach but I think it is super important in web 2.0.

    I love the idea though.

    March 9, 2009 | Unregistered CommenterLance Haun

    Thanks Lance for the perspective and comments. I agree that it can be really easy and 'cool' right now to want to focus only on the very latest tools, social sites, and gadgets, but there is still quite a bit of 'old-school' approaches that are important and effective.

    As the one of the 'favorites' in the FOT blog contest, I really appreciate your feedback.

    March 9, 2009 | Registered CommenterSteve

    I agree with Lance, talent management (source tracking) is key. Not nearly as exciting but of value, would be a session on tools to get the work done more collaboratively so I like the mention made of wikis. There will be some organizations, like mine, that do not yet have access to the latest and greatest (and block Twitter apps :) but want (NEED) to move away from Excel spreadsheets and shared network drives - what are some resources available to these orgs?

    March 11, 2009 | Unregistered CommenterLisa Rosendahl

    Thanks Lisa for the comments, and excellent points. I totally agree, that despite the almost constant discussion of the latest '2.0' style tools, that many, many organizations have yet to even start to experiment with them, much less figure out how to deploy them effectively in the organization. I have a special interest in the small and medium size market, that has long been underserved by vendors and consultants alike. Thanks for reading and your great 'HR Thoughts'.

    March 11, 2009 | Registered CommenterSteve

    Steve great post. Coming from someone who has designed and implemented HCM apps for lots of years now, and am currently chewing on the best way to incorporate the new social networking trend into the offering, I would just caution to not give up on the "dinosours" just yet. If microsoft delivers on some of the rumors that are out there, then the future of Excel may be in the "Clouds". Google has made great strides here, but while they have a deliverd a pretty slick product, it is not excel.

    Perhaps something to chew on for students would be to come up with ways to take existing processes utilizing technology (Excel) that is closes to obsolescence and re-inventing it or at least how it is used. I would pay to see the results of a study like that!

    March 13, 2009 | Unregistered CommenterScott Farran

    Scott - Thanks for reading and taking the time to leave a comment. I think you are right on to suggest that we don't lose sight of the 'classic' or embedded technologies that support so many processes in organizations today. The temptation to want to discuss and test the latest and greatest flashy tools is strong, and that is one of the main reasons I think I would like to 'split' the course into a Part A and Part B.

    March 13, 2009 | Registered CommenterSteve

    PostPost a New Comment

    Enter your information below to add a new comment.

    My response is on my own website »
    Author Email (optional):
    Author URL (optional):
    Some HTML allowed: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <code> <em> <i> <strike> <strong>