HRE Column: Three Lessons Learned Programming the #HRTechConf
SteveHere 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 that can be found here.
This month, I took a look back at what I learned, or have think I have learned, from the last four years of programming the upcoming HR Technology Conference, and tried to tease out some of the trends and themes that are important for HR and business leaders to keep in mind as they consider their current and future HR technology programs.
I came up with three big lessons from all this thinking about and seeing HR Tech solutions that I tried to describe in my HR Executive column. From the HRE piece:
The last four years I've spent as the co-chair of the HR Technology Conference and Exposition® (Oct. 4 through 7 in Chicago) have provided me with a unique perspective and view of HR-technology innovation, insight into the major trends and shifts in HR-technology solutions, and a better understanding of how the most successful organizations are applying these solutions in their enterprises to achieve superior business results. The last four years have been spent taking software demonstrations from hundreds of innovative HR-technology start-ups, meeting with and attending customer conferences and analyst meetings with many of the industry's leading solution providers, and perhaps most importantly, talking with HR and business leaders who have presented at the conference about their challenges and successes. These experiences have given me a large data set to consider when I think about how I would approach HR and workforce technology if I were back in the role of selecting, implementing and supporting such solutions for an enterprise.
With this year's conference just about a week away, I thought it would be interesting and hopefully informative for HR leaders if I shared what I think are (at least some of) the most important pieces of advice about the HR-technology market and how HR leaders can best increase their chances of success with their investments and programs. These are not in any particular order of priority or importance, just a few things that come to mind as I think back on all the technology I have seen and people I have learned from these last four years.
Lesson One: If the HR solutions in your organization can't communicate with each other, they are probably less valuable by half.
There's been a big trend these last two years, in particular, for many of the leading HR-technology solution providers to create application marketplaces that are more open and easier for HR and HRIT leaders to use to better integrate different solutions from different providers. These marketplaces -- from providers such as ADP, CornerstoneOnDemand and iCIMS, among others -- are explicitly designed to make supporting and complementary solutions work more seamlessly with the "core" HR solutions such as payroll and applicant tracking, to name just two. This trend toward openness and easier integration is likely to continue as HR leaders recognize the additional value and cost savings of simpler, faster services supported and backed by the providers themselves, not just the customer's own IT resources.
Lesson Two: Analytics may not have taken over HR, but what is coming in the next evolution of analytics just might.
At previous HR Tech conferences, we devoted considerable time and attention to HR analytics. But even in 2016, it still seems that the organizations presenting their analytics success stories at the conference are still in the decided minority, and that most organizations have yet to embrace and implement many, if any, of these analytics-heavy technologies. But I actually think the next phase of innovation in this area will...
Read the rest of the HR Exec column here
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 rake your leaves car or clean out your gutters for you if you do sign up for the monthly email.
Also, if you are interested in the HR Technology Conference that will be held next week, (October 4- 7 in Chicago), you can learn more, see the full agenda, and still register to attend at the HR Tech website - www.hrtechconference.com.
One final note: With the Conference next week the blog will be quiet for a little bit, I hope to get back to it the week of October 10.
Have a great weekend and hope to see many blog readers at HR Tech!
Reader Comments (5)
Absolutely correct. Both Big Data and communication across the solutions is coming to HR world. The evolution of API has made it extremely easy for different software packages to communicate and transmit data. For example, at KunbaHR - an online HR Management solutions provider (www.kunbaHR.com) we focused on developing REST based APIs to make it easy to communicate with other software packages that an organization may have and would like to integrate with.
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You can train machines by learning to code, which also teaches you abstract reasoning and problem-solving skills.
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