Making sense of all that data

Quick shot, or rather a question for a snowy Wednesday which is this:

Just how are HR and talent leaders at organizations going to make sense of what is already the dramatic increase in workforce data from all the new and disparate sources that are now or will become available?

If you think the answer is the deployment of more software tools for creating charts, dashboards, graphics, or better visualizations of that data you might be right. Or at least partly right.

But it could be that you have already spent time and resources on these kinds of analytics tools and still find that there is a gap between the raw data and the insights you need to derive from that data. Maybe more charts and graphs are not the answer after all. Maybe charts and graphs are not enough.

But a new company called Narrative Science offers a hint about what the next step might be in data analysis technology with a solution they call Quill.

Quill is designed to examine raw data, apply complex artificial intelligence algorithms to the data, extract and organize key facts and insights from the data, and finally present that analyses of the data in a narrative, natural language format to the end user.

So instead of looking at another bar chart with a trend line or a scatter plot that leaves your mind sort of scattered, the Quill system presents a key set of interpretations, conclusions and even talking points for the users (and communicators) of the data.

Take a look at the video below from Narrative Science to see Quill in action, in the context of an investor's portfolio analysis, and think about how it seems reasonable or possible that a similar data analysis and narrative overlay could be done on all manner of HR, talent, and workforce data (Email and RSS subscribers will need to click through)

Pretty cool, right? And likely not that terribly complex once some underlying assumptions are put down.

The financial advisor gets the 'right' talking points and conclusions based on the data and the investor's profile and goals, then he/she can spend more time talking about their go-forward strategy and less time just trying to figure out what the data means. And the advisor can handle more clients too, which is certainly good for the investment firm's bottom line. Surely this has a parallel to the front-line supervisor in any field that has a dozen or more direct reports to keep on track on a daily, weekly, monthly basis.

But this kind of narrative analysis cuts out one of the chief problems of trying to implement a more data-driven decision making environment, which is answering, simply, the question of 'Just what is all this data actually telling us?'

I am not sure whether or not Narrative Science has HR or HCM data analysis capability on the product roadmap for Quill, but I bet even if they don't, we will see this kind of capability in the HCM space sooner or later.

Or maybe some enterprising HCM solution provider is already doing this, and if so, I hope they submit their solution to the Awesome New Technologies for HR process for HR Tech in October!

How to be Awesome in 2014 - #HRTechConf

WARNING: Promotional Content for this year's HR Tech Conference to follow...

One of the highlights of each year’s HR Technology^® Conference has been showcasing the most Awesome New Technologies for HR. And in 2014, we’re bringing a whole new element of excitement in response to attendee feedback: the popular Awesome New Technologies for HR session will be expanded into two distinct categories for:

• More established solution providers to show off their latest and greatest addition to their products
• True “start-ups,” those newer companies that are in their early stages, and trying to innovate and disrupt what the big boys are doing

We are currently looking for solution providers in both categories!

Why apply for consideration?

Selected participants get the opportunity to demonstrate their solution live to hundreds of potential buyers in a General Session at the Conference, be featured in conference promotional activities, and become a member of an exclusive club of HR technology companies that can truly call themselves “Awesome.”

How to apply for consideration?

Simply complete the form on the HR Tech Conference website in its entirety and submit it no later than May 31, 2014. Please note, the product/features you are submitting must be generally available to customers no later than October 2014.

How do I know if my company is a contender?

HR Tech will be contacting only those providers selected to continue in the application process. For those selected, HR Tech will request a formal demonstration (delivered via web conferencing). The demonstration should be a maximum of 10 minutes in length with the majority of that time consisting of actual product demonstration. Provider selections are expected to begin in May 2014 with the final participants for the Conference selected by August 2014.

How many providers will be chosen to participate in one of the sessions at 2014 HR Tech?

Approximately 5-6 providers will be invited to participate and demonstrate at each of the Awesome New Technologies for HR sessions. It is expected that the CEO or the most senior product executive from the participating company will present live on stage at the Conference.

Any more questions about how the Awesome New Technologies for HR session, let me know!

Now go forth and be awesome...

PODCAST - #HRHappyHour 176 - Big Bets for HR

HR Happy Hour 176 - 'Big Bets for HR'

Recorded live at Oracle HCM World - Thursday February 6, 2014

One more shot from last week's Oracle HCM World event - the HR Happy Hour Show/Podcast that Trish McFarlane and I were able to record with Oracle's Bertrand Dussert, VP of HR Transformation and one of the sharpest guys around when it comes to understanding modern HR, and the critical role of technology in that transformation to modern HR.

You can catch the show on the show page here, or using the widget player below:

Popular Business Internet Radio with Steve Boese and Trish McFarlane on BlogTalkRadio

 

Bertrand has had a great and varied career as an HR practitioner and executive, which sets him apart from many of the typical HR software company execs you'll encounter. He knows the challenges that come with being an HR and business leader playing in the big leagues, and can lend this expertise and insight to the clients he works with in his role as a trusted advisor for Oracle.

In the show, we talked with Bertrand on some of the most interesting technological trends and the opportunities they will present - the 'Big Bets for HR' as it were. We hit upon wearable devices, the internet of things, predicitive analytics and more. And at every turn Bertrand helps us break down the topic and see what it all might mean for HR leaders in the future.

It was a really fun, lively, and quick 30 minutes or so, and I hope you take some time this week to check out the show.

Once again, you can listen to or download the show from the show page here, or from the iTunes store - just search the Podcasts section for 'HR Happy Hour'. Android users - we have you covered too. Download a podcast app called Stitcher Radio and search for 'HR Happy Hour' and add the show to your list of favorites.

Thanks again to Bertrand and to everyone over at Oracle for making it possible to record the HR Happy Hour live and on site from Oracle HCM World.

HCM World: Transforming HR With Technology

Last week I had the pleasure to attend and moderate a panel at the inaugural Oracle HCM World event in Las Vegas. (That is a pic of me on the right warming up the crowd prior to the start of the panel with a joke involving Larry Bird and Larry Ellison).

The panel was titled 'Modern HR Transformations' and focused on some of the many ways that the HR function, and even the organization overall, is being impacted, enabled, and transformed today, with much of that transformation being driven by advances in technology. Whether it is through leveraging a modern and integrated technology approach to Talent Management, the increased use of data and analytics to inform talent and people decisions, or even to predict the most likely business outcomes from a range of talent decisions, or even some more far-out applications of wildly innovative technologies like wearable computing or the Internet of Things - there is little doubt the next era of business (and HR), will be defined in many ways by the use and application of new technology.

It was a really engaging and lively discussion that was highlighted by the panelists, (Holger Mueller of Constellation Group, Debbie Damesek of Credit Suisse, and Maureen Brosnan and Anthony Abbatiello, both from Accenture), sharing of both the big-picture trends and imperatives shaping HR and organizations, as well as their specific and real-world experiences, successes, and challenges with large-scale HR transformation projects. It's kind of tough for me to recap the point-by-point of the session, (since I was kind of busy, you know, running the panel and keeping one eye on the clock, one eye on the audience, and one eye on the panelist), so I thought I would simply share a really cool resource on HR Transformations and the HR Technology role in them that has been put together by the folks at Accenture and Oracle.

The free E-book, titled: Accenture and Oracle: The Future of HR—Five Technology Imperatives, digs into the need for HR to change to better enable the organization to compete in today's faster, more complex business environment, looks at some of the external forces that are driving and influencing this new paradigm, and then examines some of the HR technology challenges and opportunities that HR and organizations can and are utilizing to help find and attract talent, leverage data more fully in talent processes, and deliver both a set of compelling career experiences to individuals and provide the organization the talent and capability it needs to meet its business objectives. And the E-book builds on the prior research on 'The Future of HR' that has been done at Accenture as well.

Above, I have cribbed just one snippet from the E-book to give you a feel for the style and content - I think you will find it an informative and educational resources, and a good summary as well of much of was shared and talked about at Oracle HCM World, both in the panel I was a part of, and the event overall.

Many thanks to the folks at Oracle for allowing me to be a part of Oracle HCM World! 

Update: WEBINAR: Don't Fear the Future - Today at 2PM EST

UPDATE: With last week's travel nightmares a distant (kind of) memory the Webinar originally scheduled for January 29 will now be TODAY, February 5, 2014 at 2PM EST.

All the details are the same, and just in case you missed the opportunity to sign up last week, you can still jump in to the webinar today:

Here is everything you need to know and thanks to the fine folks at Silkroad for sponsoring the webinar called:

Don't Fear the Future: 5 Tech Keys to Raise Your HR and Game in 2014 and Beyond

This is meant to be a lively and hopefully interesting look at some of the most cutting edge or innovative technology trends, (robotics, wearable technology, etc.), talk about where these technologies are heading, why they matter, and then talk a little about how understanding how these technologies can and will be used in the workplace can help you raise your HR game in 2014 and beyond.

Here are all the pertinent details, including the registration link for the FREE Webinar:

While most of us with busy and chaotic jobs in HR are busily trying to get 2013 closed up -- there were some remarkable developments in the consumer, business, and economic arenas that you might have missed. Amazon introduced us to the concept of package delivery via a fleet of drones. Google wants to put a self-driving car in your driveway. And Rethink Robotics wants to supply you with your new office-mate, an eight-foot tall, fully articulated, and happy industrial robot named Baxter. Meanwhile, the workforce is getting older, entire industries are worried about finding the talent they need, and EVERYONE is fighting over the same superstar technical workers.

But you are a progressive HR, recruiting, or talent management pro (that’s why you’re reading this), and you know that in order to help drive your organization boldly into the future you’ve got to stay ahead of the rest of the pack and be the lead dog so to speak. And not only being aware of what is happening in the world outside of the HR office but how these technology and environmental developments will help inform and shape your talent management strategies.

You already get that the key to winning in 2014 (and beyond) is probably not going to be found in creating a better PTO request approval workflow, but you might not yet have the time and the bandwidth to think more deeply and creatively about how to leverage these changes in your organization and for your career.

That’s why Silkroad created their latest webcast – Don't Fear the Future: 5 Tech Keys to Raise Your HR and Game in 2014 and Beyond. Join us for this webcast, and we’ll give you a quick look at what these trends will mean for our work and workplaces, and more importantly, share some creative ideas about how to apply them to your HR and talent practice (and make you look like some kind of clairvoyant in the process). So make plans now to get your 2014 started in the right way - by getting your creative juices flowing and thinking about how your organization can be ready to win the future!

February 5, 2014
2:00 p.m. (Eastern)
1:00 p.m. (Central)
12:00 p.m. (Mountain)
11:00 a.m. (Pacific)

Date or time doesn't fit your schedule? Go ahead and register anyway. We will be sure you receive an email with a link to the recorded webinar following the event.

You can register here and I hope to see you on the webinar!