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    Entries in HR (391)

    Monday
    Apr142014

    PODCAST - #HRHappyHour 180 - Putting People First

    HR Happy Hour 180 - 'Putting People First' (Live from Ultimate Connections 2014)

    Recorded Thursday, April 10, 2014

    Hosts: Steve Boese, Trish McFarlane

    Guest: Cecile Alper-Leroux, Vice President of Product Strategy, Ultimate Software

    Last week Steve and Trish were able to attend Ultimate Software's Annual Connections User Conference in Las Vegas and sit down with Cecile Alper-Leroux to get an update on some of the exciting developments and happenings at Ultimate Software as well as talk about some of the ways that putting People First - in software design, in the approach to talent management, and how that leads to the best outcomes for both individuals and organizations is the key to sustained success.

    Ultimate Software, across their thousands of customers, supports over 15 million people records in the cloud. Cecile shared with us one of the primary considerations that Ultimate takes into account when building software for so many people - the almost radically different expectations people have in their relationship with any technology. People's personal lives are filled with technologies that are adaptive, responsive, fun, engaging, and are also simple to use. Those expectations and demands are now being placed on the technologies that we use in workplace as well. Cecile shared the key things to consider: provide user value, hook users in early with a great experience, and be useful and help them get their jobs done.

    We also talked about the ridiculous labor laws in France and how we all want to live there.

    Ultimate Software through their innovative technology solutions, focus on designing software experiences that place the individual's needs at the forefront, and from the deep experience that comes from over two decades of supporting their thousands of customers, have evolved to become one of the most important and influential HR technology solution providers in the industry today. 

    This was a really fun and interesting show and I encourage you to give it a listen.

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

    Listen To Business Internet Radio Stations with Steve Boese and Trish McFarlane on BlogTalkRadio

     

    Additionally, you can subscribe to the HR Happy Hour Show on iTunes, or for Android device users, from a free app called Stitcher Radio. In both cases just search for 'HR Happy Hour' and add the show to your podcast subscription list. 

    This was a fun and informative show and I would like to thank Cecile and everyone at Ultimate Software for allowing the HR Happy Hour Show to be a part of Connections 2014. 

    Monday
    Apr072014

    PODCAST - #HRHappyHour 179 - Data Driven HR

    HR Happy Hour 179 - 'Data Driven HR' (Live from Equifax Workforce Solutions Forum 2014)

    Recorded Tuesday, April 1, 2014

    Hosts: Steve Boese, Trish McFarlane

    Guests: Dann Adams, President, Equifax Workforce Solutions and Mike Psenka, Senior Vice President Workforce Analytics, Equifax Workforce Solutions

    Last week Steve and Trish were able to attend Equifax Workforce Solutions Annual User Conference in Scottsdale, AZ and sit down with Dann Adams and Mike Psenka to talk about some of the ways that more advanced capability and increased availability of data and analytics are changing the way HR gets done, and increasing the opportunities for HR to contribute significant business value.

    Data is increasingly the 'must have' resource for HR leaders. It can allow the leveraging of that data and the related insights on pay, turnover, and job movement from a wide swath of industries and millions of data points in order to give organizations a better understanding of how their workforce trends stack up to their peers. It also means using data and decision support tools to ensure the organization is making the right decisions and remaining compliant with complex ACA requirements.

    Equifax Workforce Solutions through their technology solutions, extensive and robust data set from which to derive insights, and the domain experience of their team are at the forefront of delivering on the promise and potential that data and analytics offer to HR leaders and organizations. On the show, Dann and Mike share a few examples and share their insights as to how HR organizations can get the most value from these data driven approaches. 

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

    Popular Business Internet Radio with Steve Boese on BlogTalkRadio

     

    Additionally, you can subscribe to the HR Happy Hour Show on iTunes, or for Android device users, from a free app called Stitcher Radio. In both cases just search for 'HR Happy Hour' and add the show to your podcast subscription list. 

    This was a fun and informative show and I would like to thank Dann, Mike, and everyone at Equifax Workforce Solutions for allowing the HR Happy Hour Show to be a part of Forum 2014. 

    Tuesday
    Apr012014

    The next important HR Tech acronym: CALO

    You already know all the big HR Tech acronyms - LMS, ATS, HRIS, SaaS, ERP, and on and on.

    But the next big HR and workplace technology acronym you should start to become familiar with, as it promises to offer more for individual and organizational productivity and performance than all acronyms that have come before, is probably a new one to you.

    CALO

    CALO stands for Cognitive Assistant that Learns and Organizes

    Just what does that mean? 

    Check the below from a piece on HBR titled, 'The Ultimate Productivity Hack Will Be Robot Assistants' :

    The underlying technology behind all of the advances in robotic technology mentioned above is Artificial Intelligence (A.I.).  A.I., often referred to as the ability of computers to think like humans, has been a main goal of many computer and cognitive scientists for the last sixty to eighty years. And one of the principle goals of A.I. developers has long been to help humans be more productive.

    The largest known A.I. project to date was instigated by the US Defense Advanced Research Projects Agency (DARPA). In 2003, DARPA contracted SRI International to lead a reported $200 million, five-year project to build a virtual assistant. The project consisted of up to 500 experts in machine learning, natural language processing, knowledge representation, human–computer interaction, flexible planning, and behavioral studies who were tasked with building a Cognitive Assistant that Learns and Organizes (CALO).

    The goal of CALO was to become what the technology industry now calls a ‘cognitive assistant,’ – similar in function to what many of us think of as a personal assistant. This ambitious goal envisioned a software program that learns by ‘observing and learning from the past, acting in the present and anticipating the future.’ CALO would be able to assist its user with organizing and prioritizing information, mediating human communication, resource allocation, task management decisions, and scheduling and prioritizing.

    Read some of the goals of CALO again - organizing and prioritizing information, mediating human-human communications, allocation of resources, getting tasks completed, making decisions, etc.

    These are all things that you, and everyone in your workforce has to manage every single day.

    Unlike an LMS that an employee may have to check in to once a year, an ATS that they never see once they are hired, or an HRIS that they only access once or twice in a career, (if they move or have a 'life event'). 

    And don't get me started on the Performance Management system.

    But a CALO? A tool or technology that would actually help with organizing and prioritizing information and making decisions?

    Your employees would use that tool every single day, and all day long. And if it worked, it would actually help them in their jobs.

    I am not (yet) smart enough to know just how these CALO tools will enter the workplace, who will make them, how they will first find a way onto corporate platforms but I suspect that the smartest people working on workplace technologies are already attacking those issues.

    And I also suspect these CALO tools will have a much bigger impact and influence on worker performance than all the HR tech acronyms that have come before.

    Wednesday
    Mar262014

    Call for nominations: HR Executive of the Year #HRExec

    Quick break from the regular content on the blog to share an announcement and an opportunity for you or for the HR leader at your organization.

    Each year over at Human Resource Executive magazine, (where I have a monthly Inside HR Tech column), the publication's editors award the prestigious HR Executive of the Year award to one HR leader that is recognized for making outstanding contributions to their organization and who exemplify the increasingly strategic role of Human Resources in business today. (You can skip the rest of my description and jump straight to the nomination form if you like).

    Past HR Executive of the Year recipients include Google's Laszlo Bock, Mara Swan from Manpower Group, and last year's HR Executive of the Year, Mark James of Honeywell.

    For Human Resources leaders, being recognized as the HR Executive of the Year is probably the most prestigious honor that an HR leader can receive - something akin to HR's version of the Academy Award, or for my sensibilities, the MVP of the NBA.

    The qualifications needed to be considered for HR Executive of the Year are pretty simple - candidates must have overall responsibility for the entire human resource function in their organizations, three or more years of experience in their current positions and five or more years of experience in the field. 

    One individual will be named HR Executive of the Year; up to four individuals will be named to the HR Honor Roll. For the HR Honor Roll, companies will be divided into two categories: those with fewer than 7,500 employees and those with 7,500 or more employees.

    The 2014 HR Executive of the Year Nomination form can be found here and the call for nominations for this prestigious award closes on May 5, 2014.

    I encourage you to submit your HR leader for this fantastic honor, and heck, if you are your HR leader then I encourage you to submit yourself!

    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!