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    Entries in HR Executive (6)

    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
    May122017

    HRE Column: HR Tech Conference Preview #1

    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, we are about two and half weeks from the official launch of the program for the 20th Annual HR Technology® Conference and Exposition, which will be held at the Venetian Resort in Las Vegas from Oct. 10-13. Developing the program for the event consists of a combination of reviewing approximately 450 "official" speaking proposals, having dozens of discussions with potential speakers, attending numerous industry events to see speakers in person as well as connect with HR technology providers, and finally, attempting to read and review as many sources of HR tech industry news and information as time allows.

    From all of these activities, I come up with a conference program that accurately reflects the current state of HR technology in organizations, showcases innovative and forward-looking HR and HR tech thinking, and presents an event where HR and HRIT leaders can learn, see and experience all the best of HR tech in one place.

    And each year, as I close up the process of program development, I like to take a step back to examine the overall themes and concepts that have coalesced from the process in order to draw some observations and conclusions about the current (and future) state of HR technology. From that perspective, here are some key observations and themes that I have seen from this process that reveal insights into HR tech, and that act as a bit of a preview of what you can expect at the conference.

    Recruiting remains critical and competitive

    One consistent finding in my five years of conference programming has been that most new technologies that come across my desk are centered on recruiting. When companies are expanding and opportunities for growth often hinge on finding new talent, the need for new tools, approaches and processes to power more effective recruiting becomes essential.  We will continue to explore the evolution of recruiting technology and processes at HR Tech this year, with a focus on how modern technologies are enabling organizations to succeed in meeting their recruiting objectives. One specific area we will focus on is how organizations of all sizes are approaching the design, build and integration of the assortment of recruiting technologies that are available. Additionally, expect to see an incredible array of new and innovative recruiting technologies in our Startup Pavilion as well as being featured in our "Discovering the Next Great HR Technology Company" session.

    Technology powers engagement

    Employee engagement remains an important subject for organizations and HR leaders, as engagement levels have remained fairly constant -- and not very high -- for many years. But this challenge also represents an opportunity and many HR technology providers have developed solutions to address these challenges.

    Read the rest at HR Executive 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.

    Have a great day and Happy Mother's Day to all the Moms out there!

    Friday
    Jan132017

    HRE Column: Looking ahead to HR Tech 2017 - #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, in what has become an annual exercise for me, I take a look at the emerging HR, HR technology, and workplace themes and trends that surface from my early planning for the HR Technology Conference in October.  While some of these themes or trends are just extensions and evolutions of ideas and concepts we have been talking about for a while, (mobile, analytics, engagement), some others like the field of Artificial Intelligence, or AI, seem really fresh and new.  I like to think that reviewing hundreds of HR Tech speaking submissions and having dozens of calls with leading HR tech providers and thought leaders provides me kind of a unique perspective on what is really happening with modern HR technologies inside organizations.

    In this month's HR Executive column I take a look at a few of these initial themes or trends that I am seeing in HR, HR Tech, and the workplace, and how these trends will help inform and shape the discussions in 2017, and the program for the HR Technology Conference in October. This is always a fun exercise for me, and I hope you get some ideas and insights from this review as you plan out your year.  

    From the HRE piece:

    I have started the planning process for the 20th annual HR Technology® Conference and Exposition (Oct. 10 through 13, 2017, and back in Las Vegas after a quick detour through Chicago last year). To date, the most common question I am asked from individuals and organizations interested in attending and/or speaking at the conference is what the main themes will be this year.

    Granted, the annual event covers an ever-broadening spectrum of technologies, business processes and topics and, over time, many of the primary challenges facing HR and business leaders have grown, changed and evolved as well. Five years ago, the word "analytics" would likely not have popped up in an HR leader's job description. Today, analytics is high on almost every HR leader's list of strategic priorities. And the main themes of HR Tech have evolved as well, along with these ever-changing business challenges and technology-driven opportunities.

    But to get back to the question, here is my very preliminary swing at the answer:

    Artificial Intelligence and HR

    When I initially started brainstorming topics for the column, one thought was to write about the recent Consumer Electronics Show and look for parallels and extensions from the new and emerging consumer tools to how these technologies might manifest in the workplace. While I decided not to do an entire column on that topic, there was one clear "winner" of CES this year, and that was Amazon's Alexa platform. Alexa, via Amazon's Echo device, is a voice-activated, intelligent digital assistant that can perform a wide variety of useful tasks, primarily in the home. The big story from CES was how Alexa is already being leveraged by numerous other devices -- such as in cars, on refrigerators and directly integrated in smartphones. The big takeaway from this, and a trend I am seeing reflected in many of the HR Tech proposals I have reviewed, is the increasing comfort level and capability individuals are developing with intelligent and responsive technologies, in addition to their increasing reliance on them. As these intelligent technologies proliferate in our personal lives (often accompanied by voice-interface capability), we can expect to see them emerge in HR and workplace technology as well. I expect "AI for HR" will be an important topic at HR Tech 2017 and beyond.

    The Employee Experience

    Last year in this space I talked about the evolution of employee engagement as an important topic for 2016. Now that a full year has passed, I think this evolution from the idea of "engagement" to something that has become known as the employee "experience" has made significant progress. More organizations have begun looking past the focus on the "end result," i.e., the engagement score, and have launched initiatives (and looked to supporting HR technologies) that more directly impact the key components of an employee's experience with the organization -- components that ultimately drive what we measure as engagement. A look through my inbox of pitches for HR Tech 2017 reveals topics such as career development, employee well-being, corporate social responsibility and personalized employee learning -- all topics that speak to organizational efforts to enhance their employees' positive experience.

    Platforms and Integration

    Like most technology trends, there is a lag between the introduction of a new technology, the identification and emergence of that technology as a "trend," and the more widespread acceptance and adoption of the technology by providers and organizations. At  the 2015 conference, we began to look more closely at the importance of HR-technology platforms, ecosystems and application marketplaces. No matter the specific terminology, the main idea was that organizations of all sizes had adopted numerous and often disparate HR-tech solutions, and were facing the daunting challenge of integrating these diverse solutions both for process efficiency and productivity, as well as for consolidated reporting and business intelligence. Fast forward to early 2017, and HR-tech platforms, application interoperability, and the "marketplace" or app store concept is now being more fully realized and adopted by providers and customers. At the upcoming HR Tech Conference, I expect we will see and hear stories about some important and early organizational successes that have resulted from applying these technologies and approaches to harmonize their divergent sets of HR solutions.

    Read the rest at HR Executive 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 shovel the snow off your driveway, take your dog for a walk, or help you plan your summer vacation.

    Have a great weekend!

    Wednesday
    Nov232016

    HRE Column: On Recruitment Marketing

    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 that can be found here.

    This month, in the aftermath of the recent Talent Acquisition Technology Conference and thinking about all the innovative and potentially disruptive HR and talent acquisition technology solutions that continue to appear in the market, I thought about how much I have heard and seen lately about the concept or category of 'recruitment marketing.'

    Both at Talent Tech and at the recent Smashfly Transform event, the strategies, tactics, and technologies that HR and talent acquisition leaders are employing to define and communicate their unique employer brand and value proposition, as well as find, engage, and convert their targeted candidate communities were on full display. This field or category of recruitment marketing has seemingly emerged from the combination or confluence of a tight labor market, powerful and purpose-built technologies, and HR and talent acquisition strategies that are leaning heavily on consumer marketing precepts and concepts. 

    It is a really exciting, interesting, and fast-moving time in this new recruitment marketing space, and I thought it would be fun and hopefully valuable to share with HR Executive readers my thoughts about this new and emerging space. I came up with a few observations for my latest HR Executive column.

    From the HRE piece:

    One of the highlights of the recently concluded Talent Acquisition Technology Conference was the emphasis on recruitment marketing as an emerging new recruiting discipline. The definition of recruitment marketing is pretty straightforward: "the strategies and tactics an organization uses to find, attract, engage and nurture [sought-after people] before they apply for a job, called the pre-applicant phase of talent acquisition." (As an aside, you know a new concept has "arrived" when it has a Wikipedia page for its definition.)

    In some ways, recruitment marketing is just the natural extension of the widely discussed "HR should act more like marketing and/or sales" argument that has become popular in recent years. While that argument has indeed proven durable, it may not always be appropriate in all cases, as George LaRocque from HRWINS, one of the conference speakers, pointed out. LaRocque correctly showed that, while most consumer marketers serve only their ultimate external customers, recruiting leaders and recruiters often serve several kinds of customers: candidates, hiring managers, and even HR and organizational leaders.

    But even if there is not a perfect analogy between recruiting and sales/marketing, many progressive organizations and talent-acquisition leaders are successfully using consumer-marketing strategies, tactics and approaches to more effectively "market" their organizations and employment opportunities to potential candidates. This discipline of recruitment marketing has indeed emerged and grown more prominent in just the last few years and since not all HR leaders might be completely familiar with the concept and approach, I'd like to explore at least a few important points and share some thoughts on how HR and organizational leaders can begin to incorporate these ideas into their talent acquisition strategies.

    Why is recruitment marketing different than just posting job ads?

    In her closing keynote at the conference, Stacy Zapar presented a comprehensive review of the many strategies organizations can and perhaps should employ to more effectively define, communicate and market their unique employer brand and employee value proposition to the candidate marketplace. While posting specific job ads on the company careers page and ensuring these ads are distributed to additional outlets such as Indeed or LinkedIn are certainly part of most organization's candidate-attraction strategies, Zapar correctly emphasized that these efforts are only a small part of the optimal overall recruitment-marketing strategy.

    Read the rest at HR Executive online...

    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 or even help you re-purpose the Thanksgiving leftovers. 

    Have a great, long Thanksgiving weekend!

    Friday
    Mar212014

    From HR Exec: 5 Rules of Thumb on HR Tech

    In my most recent 'Inside HR Tech' column for Human Resource Executive Online, I took a look at some general rules of thumb for evaluating HR technologies and HR solution providers.  Here is a little bit of that piece, and you can find the rest of the column as well as subscribe to get the monthly Inside HR Tech column delivered straight to your Inbox.

    Here are five ideas and tips on what to look for and think about when evaluating HR technologies to get the most bang for your organization's buck.

    The one HR technology-related question I get asked most frequently is some variation of "Which vendors have the best solution for (insert your HR process area)?", or said differently, "Which solutions should I examine for my particular problem or area of need?"

    So for anyone who wants my official answer to any form of the question, "Which HR technology solution is the best?" here it is . . . . wait for it . . .  wait for it . . .

    The answer, (drumroll, please) is "It depends."

    The best solution for a given organization is quite likely different from the best solution for another -- even largely similar -- organization.

    Unlike many commodity purchases, the HR or workforce technology that is "right" for one organization is often highly variable and dependent on a number of company specific factors, which usually will be distinct and important enough to make selecting the best software a complex and difficult process.

    Since I can’t claim to know the "best" solution for your situation, I can try and help by pointing out a few (five to be exact) rules of thumb that are generally applicable in all HR-technology evaluation and selection processes. Hopefully, these can help you to make your own informed, and unique decision about software.

    1. There isn’t a "Yelp for HR technology" . . . yet.

    While there are some nascent attempts, (G2 CrowdTrustRadius), at establishing a large set of Yelp-like crowd-sourced user reviews for enterprise or HR technologies, the truth is that, in general, the HR software market is still a little hazy. Finding reliable, vetted, and unbiased or independent reviews and commentary on most enterprise technologies is as difficult today as it has always been....

    You can see the rest of the '5 Rules of Thumb' over on HRE Online, and once again, sign up for a monthly drop of HR tech advice and commentary from me, courtesy of your pals at HRE Online.

    Have a great March Madness weekend everyone!