Quantcast
Subscribe!

 

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
    « Netflix ratings and what they might mean for your real-time feedback program | Main | National restaurant chains, ranked »
    Tuesday
    Jan192016

    HRE Column: What's in store for HR tech in 2016

    Here is my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech and that archives of which can be found here.

    As usual, the Inside HR Tech column is about, well, HR Tech, (sort of like I used to write about all the time on this blog), and it was inspired by the many calls and conversations I have been having at the start of the new year.  For me, the planning process for the October HR Technology Conference really gets going in January with plenty of speaking inquiries and submissions coming in, and lots of HR tech industry companies sharing with me what they think are the important HR, technology, and workplace issues and trends for the coming year.

    Since the primary question I get this time of year is some version of 'What do you think will be the big themes for the Conference this year?', I thought I would share some thoughts about what I am hearing and thinking about for HR and HR technology as the year gets underway on the latest Inside HR Tech column.

    I once again kind of liked this month's column, (I suppose I like all of them, after all I wrote them), but felt like sharing this one on the blog because it touches upon what has been in the past a pretty popular topic with HR leaders today - how to understand UX and how to evaluate UX to make the most of their HR technology investments.

    Here is an excerpt from the HRE column, 'What's in Store in 2016': (Note, the title of the column is a statement, not a question. Kind of like the classic Marvin Gaye song, 'What's going on'. Think about it..

    From HR Executive...

    I have started the planning process for the 19th Annual HR Technology Conference and Exposition® (Oct. 4 through 7, 2016, at McCormick Place in Chicago), and the most common question I get from people and organizations that have interest in the conference is: What will be the main themes of the event this year?

    It is a pretty sensible question, I think. Each year, the event covers such a wide range of technologies and topics and, over time, many of the primary challenges facing HR and business leaders have changed and evolved as well. So the main themes of an event focusing on HR and organizational success enabled and supported by modern technologies should naturally evolve along with these business challenges and opportunities.

    But let's get back to the question, the one I have literally been asked at least 20 times in the last few weeks. I am going to take an early shot at answering it, and, since the HR Tech conference is meant to reflect and track overall HR and business challenges, these are also the themes and issues that I think will dominate the general human-capital-management agenda in the coming year.

    Rethinking Performance Management

    In 2015, we saw a number of announcements from leading organizations such as Deloitte, Adobe and PwC suggesting a move away from "traditional" annual performance reviews and management and to more flexible, frequent and coaching-based approaches to employee-performance management. It seems likely that this trend will continue in 2016, with more organizations looking to revamp performance management processes and seeking to adapt existing technology solutions or acquire new ones that support this new direction.

    The Evolution of Employee Engagement

    Since 1879 (I am joking, but only a little), many organizations have struggled trying to improve persistent and consistent low levels of employee engagement. I expect this struggle to continue in 2016, but I think more organizations will move past focusing on the "end result," i.e., the engagement score, and look to more directly impact the key drivers of the employee experience that ultimately drive engagement...

    Read the rest over at HR Executive...

    Good stuff, right? Humor me...

    If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and take your dog out for a walk or dig your car out of the snow if you do sign up for the monthly email.

    Have a great day and rest of the week!

    PrintView Printer Friendly Version

    EmailEmail Article to Friend

    Reader Comments

    There are no comments for this journal entry. To create a new comment, use the form below.

    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):
    Post:
     
    Some HTML allowed: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <code> <em> <i> <strike> <strong>