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    Entries in HR (340)

    Thursday
    Jun222017

    HRE Column: An HR Technology Conference Preview #HRTechConf

    Once again, I offer 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, as I have been wrapping up the program development for the upcoming HR Technology Conference that will be held at in October, I take a look at some of the more interesting trends and themes in HR tech that have emerged from reviewing about 450 proposals and talking with dozens of HR leaders and technology service providers. These issues demand continuing focus for HR leaders and the spotlight will be placed on them at the Conference this fall.

    So in this month's HR Executive column I examine a a few of these technologies and trends that are continuing to be top of mind for HR leaders and HRIT leaders and that will be on display at the Conference in October. There are of course a few other themes and trends that are important, but I could not fit them all into the HRE piece. I will probably touch upon some of them in next month's column.

    I am super excited of what is in store at the event and plan to share as many of the big ideas that will be showcased there in the next few months both at HRE and here on the blog as well as the HR Happy Hour Show.

    Here's a taste of the HRE piece:

    As I write this article, I'm in the process of putting the finishing touches on the program for the 20th Annual HR Technology Conference & Exposition®, which will be held from Oct. 10 through Oct. 13, 2017 at the Venetian Las Vegas. Creating the program for the HR Tech Conference is always a challenging but rewarding process, as working through literally hundreds of speaking proposals, participating in dozens of phone calls, and attending numerous events and conferences provides me with a valuable, interesting and, I think, unique perspective on the most pressing HR, HR technology and workforce challenges facing organizations today.

    Looking back on my five years working on the conference, and a little bit further back to the conference's founding 20 years ago, I can't help but notice the incredible change and innovation that's taken place. The power and promise of HR technology have never been greater.

    I've written before that we have entered the "Golden Age" of HR technology, with the capability, availability and affordability of HR technology solutions advancing in unison. Innovative start-ups, large enterprise providers continuing to improve their technologies, and the pressures of increased competition have all combined to create new and better tools for HR and organizational leaders. Nowhere is this "Golden Age" more completely on display than at the HR Tech Conference.

    Specifically, I'd like to focus here on three important HR technology areas and how they will be addressed at this year's event.

    Employee Engagement

    Consistently, or perhaps persistently, aggregate employee-engagement levels or scores have hovered at around "30 percent engaged" for years. The stubbornness of the engagement problem is surprising, given the time spent and investments made (largely in the form of annual employee surveys and subsequent analysis of survey results) to better understand and successfully address the employee-engagement problem. Despite these investments, it seems as if HR often falls short of the mark. Something has to give.

    Fortunately, in the past several years, two things have happened in concert that offer renewed promise that the employee-engagement conundrum can actually be cracked. The first is that progressive HR leaders have begun to think about the engagement challenge more broadly, moving past singular scores or levels on an engagement survey and framing the conversation around the overall employee experience.

    The employee experience encompasses all the interactions between the employee and the organization. By assessing and evaluating the touchpoints of the employee experience (including those occurring in recruiting, onboarding, training, benefits and compensation), HR leaders can identify targeted opportunities for improvement, and make sure that HR interventions and investments can actually positively impact the employee experience -- eventually driving greater engagement.

    Naturally, when HR and organizational leaders identify a new area of focus, such as the employee experience, new and innovative technologies are developed to help. Many of these, of course, will be showcased at this year's HR Tech Conference.

    The employee experience will be explored at the conference in several ways. First, there will be a panel, moderated by employee-engagement expert Jason Lauritsen, featuring executives from some of the leading solution providers in diverse areas such as wellness/well-being, performance and talent management, total compensation and rewards, and employee feedback and recognition. They will address the fundamental question, "Can HR technology drive improved employee engagement?" This conversation will be an important one, as it will set the stage for additional content and discussions about how specific technologies and strategies are impacting engagement in today's organization. 

    Read the rest at HRE Online...

    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 re-surface your driveway, take your dog for a walk, or help you weed the garden.

    Finally, I hope to see many readers out at HR Tech this October. You can save $200 off the current registration rates when you sign up HERE use offer code STEVE200. See, I am looking out for you!

    Friday
    Jun162017

    n = 1

    1. Three trips to China in the last three years and I am pretty sure it is the most fascinating place I've ever been and may ever get to. HR Tech China was amazing. Shanghai is probably the best city I've visited. I didn't get to see this when we were there, but check out this self-driving convenience store (yes, you read that correctly), coming soon to Shanghai.

    2. One of the harder things for independent consultants, contract workers, or other 'gig' economy types to manage is time out of the (home or otherwise) office. Unlike our corporate colleagues, there is often no one to delegate responsibility for work or even just responses to inquiries to when a gig workers is on vacation or traveling. Consequently, stuff piles up even more than usual. Once I dig out and some of the dust settles, I am going to figure out once and for all an email management system that can work for me. Until then, you can re-send if you are waiting for something from me.

    3. Due to above-mentioned travel, I missed 85% of the recently concluded NBA Finals series between the Warriors and Cavs. What a letdown. I probably watch (at least parts of), 400 NBA games each season. To miss the conclusion was kind of a drag. Thanks to the Delta Sky Club in MSP for having the game on this past Monday night while I was waiting out a 3.5 hour flight delay. 

    4. But now that NBA season is over, I am officially going to join the ranks of 'cord cutters'. Spectrum, look out for a call from me this weekend. In a related note, in the US, Netflix now has more subscribers than 'normal' Cable TV providers have.

    5. If you haven't yet, have a look at the latest shows on the HR Happy Hour Podcast Network. We've been producing some great content lately on HR Tech, Employee Wellbeing, Employee Engagement and more. 

    6. I am a huge fan (as a consumer/user) of Uber. But with each passing week we hear more and more of what a disaster of a company culture that has been allowed to develop over there. But yet, I still am compelled to call an Uber when I need a ride to the airport in Phoenix. I am not sure how to feel about all that. Have you dropped Uber the more you have learned about their culture?

    7. Speaking of Uber, in one of their 'healing' meetings recently, their new HR head asked employees to stand up and hug each other. This is a terrible idea on every level. Mark me down on the side of 'no hugging at work ever' policy. In fact, I am not that big a fan of hugging in real life outside of work as well. I think Jerry has it right in this clip (email and RSS subscribers click through)

     

     

    8. This is a really interesting longer read on corporate branding and logos from Fortune. I didn't know that the Bass Ale 'red triangle' logo is generally considered the first corporate logo, dating back to 1870. 

    9. Which companies generate the most revenue per employee? If your guesses start with Apple or Amazon, keep guessing. Some fascinating data from Visual Capitalist. If you could pick just one metric for the condition of your business, revenue per employee would probably be the smartest choice.

    10. I gave myself exactly 23 minutes to write this post, and I am at minute 22. So it ends here. Have a great weekend all!

    Wednesday
    Jun142017

    CHART OF THE DAY: The Aging Global Population

    I am just back from an extended trip that included stops in China for HR Tech China as well as Japan - two places, Japan in particular, who are dealing with the economic and social challenges of an aging population.

    Usually the 'aging' statistics of a country's people is represented by two statistics. One, the percentage of the population age 65 or older. And two, the ratio of people aged 18-64, (and expected, mostly, to be in the workforce), to people 65 and up, (who, mostly, are no longer in the workforce). This ratio is called the 'dependency ratio' and reflects about how many workers and contributors to a country's social insurance schemes are there for each possibly retired person, many of who need income support from these social programs. 

    Said differently, the higher the ratio, the more workers for each older person, the easier it is for a country to keep their social insurance programs funded and solvent.

    With all that said, I was thinking about this more lately after spending time in Japan, where this challenge is especially acute. But as the data below shows, this challenge of an aging population is more widespread than you might think - and, in time, will surface here in the US as well.

    Take a look at the data below on the dependency ratio worldwide, courtesy of Visual Capitalist, then some FREE comments from me after the chart:

    While many countries face obstacles with aging populations, for some the problem is becoming severe.

    A dependency ratio below 5.0 is generally considered to be the mark by which a country has an 'aging' challenge. Countries like Japan, Italy, Germany, Canada, France, and the United Kingdom all fall below this level.  The United States sits in a slightly better situation with about 27.9% of its population expected to hit 65 or higher by the 2050 – and a dependency ratio of about 9, but in time the US (and the 2nd largest global economy, China), will both face looming demographic issues.

    What does this mean or suggest for organizations and for HR pros?

    Well, depending on the location, industry, and global nature of your business, chances are pretty good that the average age of the workforce is trending up. And it is also likely that since your competitors will be facing these same kinds of challenges that the competition for newer/younger workers to replace retirees or folks transitioningto fewer working hours will become more intense. Lastly, you may sooner than later be forced into thinking about and implementing changes to work practices, structures, and technologies that can better support an older workforce.

    It is an interesting time for sure. I am feeling a little older each day. Good to know it is not just me.

    Have a great day!

    Monday
    Jun052017

    PODCAST - #HRHappyHour 287 - The Business Value of Employee Wellbeing

    HR Happy Hour 287 - The Business Value of Employee Wellbeing

    Hosts: Steve BoeseTrish McFarlane

    Guest: Dr. Rajiv Kumar, Chief Medical Officer, Virgin Pulse

    Listen HERE

    This week on the HR Happy Hour show, Steve and Trish are live at the Virgin Pulse Thrive Summit and are joined by Dr. Rajiv Kumar, Chief Medical Officer of Virgin Pulse to talk about employee experience, wellbeing, and the business value of investing in employee wellbeing.

    Virgin Pulse has now become the leading provider of employee wellbeing solutions, and their commitment to the overall employee experience, the central role that employee wellbeing plays in shaping that experience is evidenced by their approach to creating engaging solutions that focus on the employee and their health.

    Rajiv shared his thoughts on how wellbeing initiatives not only drive benefits like increased retention, decreased absenteeism, and reduced employer health care costs, but also have been shown to lead to positive business outcomes - sales, productivity, market capitalization and more. He also offered some ideas to help HR and business leaders make the business case for investing in employee wellbeing programs.

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

    Treat your employees right and they will treat your customers right - that idea is at the core of what Virgin Pulse is all about.

    This was a fun show and many thanks to Virgin Pulse for having us at Thrive, and for supporting the HR Happy Hour Show.

    Subscribe wherever you get your podcasts - just search for 'HR Happy Hour'.

    Tuesday
    May302017

    CHART OF THE DAY: Which matters more, Google or Facebook?

    Apologies for not being more clear on the question in the post title, a better way to phrase it would be this:

    Which source send the most/best referral traffic to your online content - Google or Facebook?

    The answer, and the consultant in me loves this, is really 'It depends.'

    And what it depends on is the kind/type of content you are publishing, and is the subject of today's Chart of the Day.

    As always, and by popular demand, first the data, then some pithy, wise, and FREE comments from me:

    Here goes...

    Interesting, no?

    (Let's pretend it is interesting and proceed).

    1. I have to admit being a little surprised at the edge Facebook has over Google as a source of referral traffic for many of these categories. This surprise is driven and clouded by my own personal media consumption habits I guess. I would never imagine using or relying on Facebook as a source of information for anything other than family/close friend news. And I barely use it for that. Said differently, it is a good reminder that the way you/me consume content may not be the way most people consume content. I barely use Facebook, but I have to remember most of the rest of the world does.

    2. If you are pushing any kind of mainstream, general consumption type content, and you care about how many folks consume said content, you might need to think more about how you can up your presence/reach on Facebook, and maybe be a little less concerned about SEO, (which you never really understood anyway, but that is another story).

    3. BUT... Take a look at the last content category on the above chart - Job postings. In this category Google still dominates with 7x the referral traffic as Facebook. And it even dominates 'other' (sorry other). It seems like if you are in the Recruiting business you still do need to worry about SEO after all. And you probably need to get a handle of what Google is up to with its recent and early forays into the recruiting and job search space.

    This is totally fascinating data I think. And a reminder that job postings are not (yet) the same as the rest of the content on the internet. People look for them, and find them, much, much differently than many of the other forms of content that are all over your Facebook feed.

    Interesting stuff for sure.

    Have a great week!