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    Entries in HR (479)

    Thursday
    Jul192018

    PODCAST: #HRHappyHour 330 - Why is Hiring Still So Hard? (and How to Make it Easier)

    HR Happy Hour 330 - Why is Hiring Still So Hard? (And How to Make it Easier)

    Host: Steve Boese

    Guest: Frida Polli, CEO and Co-Founder of Pymetrics

    Sponsored by Virgin Pulse

    Listen to the show HERE

    This week on the HR Happy Hour Show, Steve is joined by Frida Polli, CEO and Co-Founder of Pymetrics, a company using neuroscience and AI to help match candidate with jobs. On the show, Frida shared her path from earning her PhD in Neuroscience to taking on the problem of hiring - and trying to solve or at least improve and modernize the traditional hiring process.

    Frida shared how traditional approaches to hiring - resumes that become the first screening tool, common methods of interviewing - 'Tell me about a time when...', and relying on homogenous internal networks and referrals to fill roles are not the most effective, fair, and optimal ways to best match candidates with jobs. The first year failure rates of candidates being so high bears this out. 

    Pymetrics have taken on this problem with a modern, science-based and technology-driven approach that helps both organizations and candidates find their best fit and match. Rather than rely on traditional tools and methods like personality and cognitive tests, they use a different way of tapping into these traits by looking at behaviors, and leveraging modern technology - machine learning and AI - in order to help match the traits of high-performing incumbent employees with candidates by putting both groups through the same tests and comparing the results. The bottom line: technology is advancing and helping to make hiring easier after all.

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    This was a really interesting conversation - thanks so much to Frida for joining us.

    Remember to subscribe to the HR Happy Hour wherever you get your podcasts.

    Wednesday
    Jul182018

    Succeeding with HR Tech, Five, Make it Six Things HR Needs to Know

    I did a Human Resource Executive Webinar on Tuesday titled 'Suceeding with HR Technology, Five Six Things HR Leaders Need to Know (and an HR Technology Conference Preview), and while it would be hard to share the information shared in webinar in full, I thought I would pull out the FiveSix 'Remember This' kinds of takeaway slides to share here, along with a little of the pithy commentary I dished out on the live Webinar.

    Also, if you head over to www.hrtechconference.com, you can probably access a recorded copy of the webinar when it posts in a day or two.

    (Email and RSS subscribers may need to click through to see the images)

    Number One: In the Pre-Contract stage of the project, here's my one thing you need to know/remember:

    Always. Be. Negotiating. Don't fall in love with the first demo you see or with the vendor that takes you out to the swankiest dinner at HR Tech. Play the long game if you can. You have just about all of the power before the contract is signed.

    Number Two: In the Planning stage of the project, here's my one thing you need to know/remember:

    We, all of us, humans primarily, are terrible at estimating how complex most undertakings actually are, and how long they will take to complete. Planning for HR tech projects is not immune to this phenomenon. Take your time, find some experienced implementers, challenge your assumptions, and be realistic about your organization's willingness, capability, and capacity for change when you set goals and milestones down. And it might not hurt to add another 15% for 'you never knows'.

    Number Three: In the Teambuilding stage of the project, here's my one thing you need to know/remember:

    One of the surest ways to limit your success with HR tech projects is to fail to devote the necessary resources for the needed time to the project, and get them some relief from their normal, day jobs. Almost every large project struggles with this to some extent. Getting a resource for 10 hrs/week does not automatically free that resource up from their normal duties, and you just may have added 20% workload to a key person you are counting on for the project.

    Number Four: In the Managing Relationships stage of the project, here's my one thing you need to know/remember:

    Your HR Tech project team will likely consist of a slew of different groups and organizations - core team, project sponsors, vendor staff, external consultants or SIs, and maybe even independent contractors. Managing the ownership, accountability, and communication across and among these different groups is so important, and a skillful and savvy project manager spends a ton of his or her time in this area.

    Number Five: In the Technical Considerations stage of the project, here's my one thing you need to know/remember:

    While many of the technical tasks have migrated from customer-owned to vendor-managed in the HR Cloud environment, most medium to large scale HR Tech projects have important technical considerations, chief among these are the integration needs from cloud solutions from different vendors, as well as the integrations from HR cloud solutions to legacy and sometimes on-premise downstream or upstream systems. And be mindful of the Planning Fallacy from a few steps ago when planning, scoping, and finding resources for your integration tasks.

    Number Six: In the User Adoption stage of the project, here's my one thing you need to know/remember:

    Most people don't like change. We like what we know, but maybe would not mind it if things were just a little bit better or faster or easier or more enjoyable. A good approach to user adoption is to couch and describe the change you are creating as the beginning of a movement towards something better, not necessarily a complete overhaul of systems, processes, and the way people work. We like 'better'. We don't always like 'different'. It's a subtle difference but maybe one that will make user adoption efforts and results more effective.

    Ok, that's it for my Top 6 things to remember. If I would have had more time on the Webinar I could have come up with more, but these are a decent starting point. We will be hitting all of these topics in much more detail at the HR Technology Conference in September - use my code STEVE300 to get $300 off the best rate available when you register here.

     

    Tuesday
    Jul102018

    HR Executive Column: Thinking about Design Thinking in HR

    I have been a little slack in posting links back to my monthly column over at HR Executive Online but fear not gentle readers, I have not abandoned this essential public service.

    So without further delay, here is the link to my latest Inside HR Tech piece at HR Executive - How to Make Design Thinking Work for HR.

    From the piece:

    Why are so many HR leaders talking about design thinking?

    Longtime readers might know that I founded and co-host with Trish McFarlane the popular HR Happy Hour Show, a podcast covering HR, HR tech, HR leadership and more. In the last several months, a number of the show’s guests—HR leaders from Red Hat, T-Mobile, General Motors and NBCUniversal, for example—have brought up a phrase that, even as recently as last year, I don’t recall hearing.

    That phrase is “design thinking,” and while you probably have heard the term, you might not have considered it from an HR or HR-technology point of view. Design thinking has been described as an iterative process that tries to understand a business problem, as well as who and what it is impacting. Those using this strategy challenge existing assumptions and approaches to solving a problem, and ask questions to identify alternative solutions that might not be readily apparent. Design thinking is a solution-based approach and usually prescribes a series of specific phases, stages and methods to help designers and business teams arrive at improved, user-focused solutions.

    Since I’ve been hearing so much lately about this idea, I thought it would be a good topic to explore for this column.  I’ll look at each of the typical stages of a design-thinking process, their application, and how we can leverage these ideas as we evaluate, deploy and manage the HR technologies.

    Empathize

    The first stage in the design-thinking process is gaining an understanding of the business or people problem you are trying to solve. This is different than trying to determine the list of detailed technical requirements for a new HR system or the specific elements that need to be included in a new course for first-time managers in the organization. Design thinking suggests that the designer or the project leader thinks deeply about the people who will be impacted by a new solution or process, engage and spend time with them to better understand their motivations and challenges, as well as develop a deep appreciation for any physical or environmental characteristics that are important to the solution. But the key to making this information-gathering stage successful is empathy, which can help designers and leaders to get past their own assumptions and gain insight into users and their needs.

    Read the rest of the piece over at HR Executive Online...

    And remember to subscribe to get my monthly Inside HR Tech column via email on the subscription sign-up page here. The first 25 new subscribers get a new set of steak knives. Well, maybe. 

    Thanks and have a great day!

    Friday
    Jul062018

    PODCAST: #HRHappyHour 328 - SHRM Annual Recap with My Daughter

    HR Happy Hour 328- SHRM Annual Recap with My Daughter

    Sponsored by Virgin Pulse - www.virginpulse.com

    Hosts: Trish McFarlane

    Guest: Carleigh McFarlane, Trish's daughter

    Listen to the show HERE

    This week on the HR Happy Hour Show, host Trish McFarlane is joined by Carleigh McFarlane.  Trish and Carleigh attended the SHRM Annual conference, with Carleigh being a junior blogging ambassador.  As a high school freshman, Carleigh's perception of what is happening in the work world is quite unique.  

    Carleigh attended sessions, participated in her first vendor product demo, walked an Expo floor for the first time, and much more!  Tune in to hear how the upcoming generation feels about the workplaces they will be joining in a few years.  This was a really engaging and interesting conversation with a student who is interested in the future of work - thanks to Carleigh for joining Trish.

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    Remember to subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, Google Podcast, or your favorite podcast app - just search for 'HR Happy Hour'. 

    Have a great weekend!

    Monday
    Jul022018

    PODCAST: #HRHappyHour 327 - Business and HR Transformation at General Motors

    HR Happy Hour 327 - Business and HR Transformation at General Motors

    Sponsored by Virgin Pulse - www.virginpulse.com

    Hosts: Steve BoeseTrish McFarlane

    Guest: Michael Arena, Chief Talent Officer, General Motors

    Listen HERE

    This week on the HR Happy Hour Show, hosts Steve Boese and Trish McFarlane are joined by General Motors Chief Talent Officer Michael Arena to talk about GM's business and HR transformation efforts, a program called 'GM2020'. On the show Michael shared how GM's business has had to undergo pretty significant, rapid, and cultural change in response to some dramatic changes and challenges in the automotive industry. 

    Michael shared how GM's HR and Talent organizations have had to help the organization meet these challenges by becoming more agile, developing and acquiring new skills and capabilities, and learning where and when to support, foster, and encourage new, innovative ways of thinking - leading to the development and launch of the next generation of great automotive solutions.

    We also talked Cadillacs, Corvettes, Buicks, and Chevy Trucks - because c'mon, who doesn't love those?

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    This was a really engaging and interesting conversation with an HR leader at one of America's most famous and successful companies - thanks to Michael for joining us.

    Remember to subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, Google Podcasts, or your favorite podcast app - just search for 'HR Happy Hour'.