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    Entries in HR Tech (169)


    PODCAST - #HRHappyHour - Digital Transformation LIVE from Inforum





    This week on the show join Steve Boese and Trish McFarlane as they come to you from New York City and Infor's INFORUM 2016.  

    Inforum is the event where Infor hosts 7,000 customers, prospects, partners, industry thought leaders, and press/analysts from 74 countries in New York City.  They provided over 1,000 breakout sessions to cover all aspects of tools that help organizations manage their business.  As analysts who attend many events each year, we can safely say that from the HCM perspective, Inforum is one of the top events when it comes to learning opportunities and innovation.  They capped off the experience with an outstanding "thank you" to attendees~ a Maroon 5 concert!

    We sat down after our main-stage presentations to discuss the increasingly important topic of how the workplace is changing.  Specifically, the changes that digital transformation is bringing is making a huge impact on how organizations work.  The way that business leaders are considering the approach to this transformation is paramount to many of the attendees at Inforum and likely, to you and your organization as well.

    You can listen to the show on the show page HERE, or using the widget player below:

    This was an interesting and informative show and we love bringing the news to you straight from the event. Many thanks to Infor for inviting both of us to speak at the event. To learn more about Infor, please go to www.Infor.com

    Thanks for listening and remember to add the HR Happy Hour Show to your podcast subscriptions in iTunes, Stitcher Radio, or any of the major podcast apps. Just search for 'HR Happy Hour' to subscribe.


    PODCAST: #HRHappyHour LIVE from Ceridian Insights

    HR Happy Hour - LIVE from Ceridian Insights 2016 in Las Vegas

    Hosts: Steve Boese, Trish McFarlane

    Guests: Lisa Sterling, Jayson Saba, Ceridian


    In this special episode of the HR Happy Hour Show, Steve broadcasted LIVE from the stage at Ceridian Insights 2016Customer Conference in Las Vegas. Host Steve Boese was joined by Lisa Sterling and Jayson Saba of Ceridian to talk about some major themes and initiatives including organizational transformation, key issues in employee engagement and diversity, and how organizations can better align and organize to ensure the focus remains on customer success.

    And since this was a special LIVE show from Las Vegas, you can be sure there will be some surprises along the way, including meeting the summer intern with the BEST internship ever.

    You can listen to the replay of the LIVE show on the show page HERE or using the widget player below:

    This was a really fun show in front of a live audience, many thanks to Ceridian to having the HR Happy Hour Show at Ceridian Insights.

    Thanks of course to our show sponsor Virgin Pulse - go to www.virginpulse.com to learn more.

    And be sure to subscribe to the HR Happy Hour on iTunes, Stitcher Radio, or your favorite podcast app, just search for 'HR Happy Hour' to subscribe and never miss a show.


    SLIDES: Digital Transformation and Talent - #Inforum2016

    I had the privilege to present yesterday at Inforum 2016, the annual customer conference for Infor, a leading provider of enterprise cloud technologies - including Human Capital Management.

    My topic was Digital Transformation and Disruption, and the impact that accelerating and profound technology innovation and change is having on talent and talent management. I also included and talked about the incredible Pokemon Go phenomenon, and what that suggest for HR and talent. My only regret from the talk is that I really didn't get in a solid 'Sport and HR' re-set, but I guess I can try and do better next time.

    Embedded below are the slides I presented at Inforum, and after the embed, (email and RSS subscribers may need to click through), I want to expand a little on the last slide - the recommendations that accompany the pic of Maxwell Smart.

    The tough challenge for HR and business leaders when faced with all this disruptive technology is just how to go about getting started, deciding on what types of technology in which to invest, and how to prioritize time, investment, and resources.
    On the Maxwell Smart slide, I offer three catergories of value that you can consider when evaluating new technology. Whatever technology you consider, it needs to meet a need in at least one of these three areas - two is better - but if you can find a project that manages to provide value in all three? Then you are basking in the glory forever more.
    1. Reduce or eliminate organizational barriers- these are the inefficient systems and processes that get in the way of your employees being able to do their best work. Things like convoluted approval processes, endless email chains with no one making a decision, or antiquated and disparate technology solutions that fail to integrate smoothly if at all. This is the proverbial 'low hanging fruit' that the smart HR leader looks to exploit for quick, easy, and visible wins.
    2. Improve and enhance customer service - HR is at the end of the day still largely a service organization providing support and consultation to the rest of the organization. How can you provide that service better, faster, with more inherent value tomorrow than you are doing today? Where can you leverage modern tools to allow employees to get access to tools, information, and people to enable them to focus on their roles and not on your rules? Technologies in this category don't just make HR better, they make the organization overall better as well.
    3. Create a differentiated and persoanlized experience - One of the themes that I touched on in the talk was the way many of these modern breakthrough technologies like Uber, Stitchfix, and even Pokemon Go succeed by creating individual and personalized experiences and do this at massive scale. Stichfix sends out thousands and thousands of 'fixes' - collections of clothes and accessories to its customers - and no two are ever the same. Most organizations send out a handful of offer letters in a month, and except for the salary, everything else about them is EXACTLY the same. The same can probably be said for benefits and perks packages, physical characteristics of the work environment, and the method and process for training, development, compensation, and evaluation. Is it easier to have uniformity in all of these processes? Sure it is. Does it make the most sense for you business? Maybe not. It would be easier for Stitchfix to send all its customers the same 5 garments each month, but would that make the customers feel special and valued? Would they keep coming back?  I doubt it.
    So those were my big three points that I wanted to leave the audience with today, and what I hope you think about when making the important organizational decisions around technology investment. Make sure you are hitting the best value category for you and if you can punch 2, or even 3 of the categories then you will probably be giving the keynote at Inforum next year!

    It was super exciting and fun to be a part of such a big event - many thanks to the team at Infor for having me! 


    PODCAST: #HRHappyHour 250 - Hot Topics in HR and HR Tech with Namely

    HR Happy Hour 250 - Hot Topics in HR and HR Tech with Namely

    Recorded July 1, 2016

    Hosts: Steve BoeseTrish McFarlane

    Guest Co-host: George LaRocque

    Guest: Matt Straz, Founder & CEO, Namely


    This week on the show, Steve and special guest co-host George LaRocque welcomed Matt Straz, Founder & CEO of Namely, a leading provider of HR technology solutions comprisnig a full suite of HR, payroll, benefits administration, and time-tracking features for midsize organizations. 

    On the show, Matt, George, and Steve talked about the continuing challenges that midsize organizations face around compliance and regulations, and how modern HR technology tools offer midsize and even small companies better access to leading and powerful technology solutions. Additionally, we talked about the increasing appetite for and adoption of mobile HR technology solutions in this market, and how at least according to Steve, we are entering a new 'Golden Age' of HR Tech.

    George also shared some interesting findings from his recently released HRWINS report titled 'Where Purpose Meets Performance',  around employee engagement, cultute, technology, and benefits. Finally, Matt (beacuse Steve was irrationally fascinated), talked about Namely's recent TV commericals, and why they decided to pursue that marketing approach.

    You can listen to the show on the show page HERE, or using the widget player below:

    This was a fun and interesting show, thanks Matt and George for joining!

    And thanks to our show sponsor Virgin Pulse, learn more about them at www.virginpulse.com.

    Reminder: Subscribe to the HR Happy Hour on iTunes, Stitcher Radio, or your favorite podcast app - just search for 'HR Happy Hour' to subscribe and never miss a show!


    HRE Column: On Disruptive Technology and How it Changes HR

    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 planning process for a presentation I am giving at the upcoming Inforum Conference in New York City.

    When thinking about how much technology has changed and progressed over the last decade, I was drawn to the idea that these kinds of big changes in consumer and personal tech (smart phones, social networks, messaging apps, etc.), eventually begin to impact and influence the workplace. That is what I will be talking about at Inforum, and was the concept I kick around in the HR Exec column.

    Here is an excerpt of the HR Exec column titled "The Next Wave in HR Disruption":

    There are two ways of thinking about the future, especially as it concerns technology. One way is to see a future in which change is mostly incremental and tomorrow is barely distinguishable from today. The other, and more interesting, way is to envision a future in which technology advances so rapidly and profoundly that tomorrow is almost unrecognizable from today. I think that given the amount and pace of technology change that the latter view is closer to reality than the former.

    I've been thinking about technology change and the disruption it can drive as I've been preparing for a talk I'll be giving at the upcoming Inforum event in New York next month. The focus of the presentation will be digital transformation and the impact it is having on talent, work and HR technology itself. It strikes me as almost incredible just how much most of us (me, for sure) have been impacted in our personal and professional lives by technologies that were either introduced or came into mainstream usage within the last 10 years or so.

    I've selected just a few of the most disruptive tech innovations of the last decade (grouped by a general similarity to each other). For each, I examine how these technologies have, thus far, impacted human capital management and HR tech, and what might be coming in the future of HR tech.

    iPhone (2007), iPad (2010)

    Perhaps the most disruptive and profound technology advancement of the last decade has been the smartphone and its cousin, the tablet, two categories largely created and led by Apple. I don't have to opine on how much these technologies have changed our personal and professional lives -- the fact that many of you are reading this on a phone or a tablet makes the argument for me. The implications and opportunities for HR technology are clear, with many having already been realized. Every major HR-technology solution today has at least some mobile applications, and many of the leading solutions have developed extensive mobile capability -- particularly for the vast majority of employees who use HR systems only sporadically, and only for a few select functions. Simply put, you have to support employees with HR technology solutions that work flawlessly on the devices employees want to use, keeping in mind that for most, the desktop is the least preferred method of interaction. Mobile is now so prevalent that smart technologists don't speak of a "mobile strategy," now it's just a "strategy."

    Twitter (2007), Facebook (2008)

    Can you remember life before social networking? I can. I actually kind of miss it, too. But there is no doubt that the so-called "killer app" for mobile devices has turned out to be social networks, in all their many flavors and permutations. Social-networking concepts have encroached into the organization for some time now with features such as an activity feed and liking, sharing and commenting becoming part of a wide range of enterprise and HR-technology solutions. Specifically, we are starting to see this trend play out in the learning-technology market, where many of the modern learning solutions such as the Oracle Learning Cloud, for example, draw heavily from social-networking concepts such as user creation of learning material and surface the best and most popular content for users....

    Read the rest over at HR Executive... 

    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 re-seal your driveway if you do sign up for the monthly email.

    Have a great long weekend!