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    Entries in HRExec (22)

    Tuesday
    Apr102018

    HRE Column: Getting Personal with HR Tech

    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, after having attended several HR technology solution provider user conferences, I look at the major ideas, themes, and directions these providers, (and others) are talking about, using as design cues for their latest innovations, and are becoming more important for HR leaders to think about and understand. I am not looking directly at individual bits of functionality or capability, but rather more fundamental and cross-product ideas and concepts in HR tech.

    These are some of the major themes that we will be focusing on for the next HR Technology Conference - the nature of the most innovative HR technology solutions are putting user experiences, personalization, and embedding more intelligent recommendations to users and HR leaders.

    In the piece, I talk about each of these themes in some detail.

    Here's an excerpt from this month's piece in HRE Online:

    A major part of the planning process in creating the program for the upcoming HR Technology Conference and Exposition® is attending as many industry and HR technology solution provider customer conferences as I can. The primary benefit for attending these events are the conversations: with product executives about their current and future plans, with HR leaders who are using these products in their organizations, and with industry analysts and influencers about what they are seeing in the HR tech market.

    In the last month or so, I have had the opportunity to attend three such events: Ultimate Software’s Connections conference in Las Vegas, IBM’s Think event (also in Las Vegas) and Oracle HCM World in Dallas. (As an aside, while I do believe Las Vegas is the best place for any large conference, kudos to Oracle for choosing a location with great weather and great barbecue.)

    Rather than producing an event report for each conference, I thought I’d take this opportunity to highlight some common themes across all three events. While every HR technology provider approaches new trends, technologies and customer challenges in its own way, it is useful to assess what kinds of technology developments and “big picture” considerations are being seen across the industry, as these tools and developments are likely to shape much of the HR technology conversation for both solution providers as well as in customer organizations this year.

    Here are the three major themes I took from those recent conferences.

    AI-powered Solutions

    At HR Tech last year, artificial intelligence was the one theme that seemed to emerge out of almost every conversation with a solution provider. This is a good thing for HR leaders, but potentially problematic as well. While the promise of AI and AI-powered HR technology is amazing, the confusing blend of terminology, technology and marketingspeak can make AI in HR tech a difficult concept to grasp, as well as challenging to understand its practical applications.

    At the recent events I have attended, one major theme seems to be communicating more clearly in this emerging HR technology area. Currently, the primary way this technology is being deployed in HR tech is in the form of using AI to create more specific and tailored recommendations to support HR and HCM processes (for example: job matching, targeted employer value proposition messaging to specific, desired candidates, and recommended actions for managerial coaching and development opportunities for current employees). These and other AI-powered capabilities are demonstrating how this advanced technology can be put to work by HR and organizations without having to “learn” how the AI really works or hire AI-savvy HR staffers.

    Expect to see more AI usage, and more examples of AI becoming the “fabric” of HR technology platforms as this technology evolves and organizations become more comfortable with AI-powered HR tools. From what I heard at the three recent conferences, AI offers HR leaders tremendous opportunity and promises to dominate the discussion in HR tech in 2018 and beyond.

    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 plant your spring garden, take your dog for a walk, or change the oil in your lawn mower.

    Have a great day!

    Wednesday
    Mar142018

    HRE Column: Succeeding with HR Tech - Part 2

    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, I continue the topic of 'Success with HR Tech' that we covered first in February with a look at some of the external factors that impact HR Technology projects. In the March column, we pivot to examine a few of the internal issues, challenges, and opportunities that perhaps have even more of an impact and influence on success with HR tech.

    These are two of the major themes that we will be focusing on for the next HR Technology Conference - the nature of 'success' with your HR technology initiatives, and we will focus on the key issues, themes, and considerations for HR Tech projects, vendor relationships, and internal program/project best practices that are essential for success, and that will be covered in more detail at the Conference this year.

    In the piece, I take a look at some of the issues and considerations that HR leaders should keep in mind as they build a business case for HR tech projects, evaluate potential solution providers, organize and staff project teams, execute their implementations, and finally deal with the important topics of change management and user adoption.

    Here's an excerpt from this month's piece in HRE Online:

    Last month’s column focused on the “success” theme while looking at the considerations and questions you should ask of prospective HR tech solution providers prior to purchasing any HR technology solution. This time around, we will look at some of the internal factors that are vital to customer success in HR tech.

    The organizational elements of success with HR technology will be highlighted this September at the HR Technology Conference and Exposition® in Las Vegas, and the combination of information and best practices on these “outside” (or provider) elements—along with the “inside” (or organizational) elements—will provide HR and HRIT leaders with the foundation for overall HR tech success.

    Here are a few of the key internal elements that organizations must address when planning, executing, evaluating and achieving long-term success with HR technology.

    Creating the business case

    Almost every organization’s HR technology initiatives require internal justification, a budget and executive support, and the means to define and secure these commitments is usually the business case. But for many HR leaders, preparing a technology-centric business case meant to form the basis for HR technology investments is not always easy.

    Here are a few of the key questions that the HR technology program business case should answer.

    The purpose: What specific business problem needs to be solved?

    The importance: What is the negative impact or value of the missed opportunity by not solving this problem?

    The benefit: Stated in quantitative terms, what happens to the business if we do solve this problem?

    Potential approaches: What are some plausible ways to address the business problem?

    Recommendations for action: What are the specific recommendations for next steps? Give special attention to how HR technology will support/drive the business problem’s solution.

    Managing the vendor selection

    Once the organization’s business case has been approved, perhaps the most interesting and difficult process begins: making a technology and vendor selection.  Successful organizations process through and address many of the following considerations when making such selections:

    Identify “must-have” business requirements. Recognize the necessary business-critical capabilities—ones that directly impact the business problem your business case defines—so that you can ensure they can be supported by the selected technology solution.

    Be honest about “nice-to-have” requirements. Take care to understand the difference between critical system capability and other functionality that some users may love but are not fundamentally important to support business processes and solve business problems. No HR technology solution will meet 100 percent of a company’s requirements. The key is knowing that not all requirements are the same.

    Understand the internal factors for success. Who will be the users of this solution? What specifically are their needs? How is their ability and capacity to embrace and adopt new technology? Not all technology solutions are a “fit” with all organizations. Make sure your unique and specific organizational attributes are aligned with the technology provider.

    Gather your candidates. There are increasing sources for HR leaders to create lists of potential solution providers for their HR technology evaluations. From traditional research reports, crowd-sourced software review sites, recommendations from peers, to previous experience with specific solutions, there is plenty of market information available. At HR Tech, we will help you understand how to make sense of all this information to help you narrow down the list that gives your program the best chance for success.

    Assess the providers. Once the short list of technology providers has been created, HR leaders should approach assessment and evaluation in a thorough and consistent manner. Key considerations in this process include the ability of each provider to meet your prioritized requirements, how each solution matches or fits your organization’s user profiles and culture, how the provider aligns with your goals and vision, and finally, how you assess the provider’s willingness and ability to be a true business partner, not just a technology supplier...

    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 plant your spring garden, take your dog for a walk, or re-surface your driveway.

    Have a great day!

    Tuesday
    Feb132018

    HRE Column: Succeeding with HR Tech - Part 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, I talk a little about the one of the major themes that we will be focusing on for the next HR Technology Conference - the nature of 'success' with your HR technology initiatives, and review some of the key issues, themes, and considerations for HR Tech projects and vendor relationships that are essential, and will be covered in more detail at the Conference this year.

    In the piece, I take a look at some of the issues and considerations that HR leaders should keep in mind as they evaluate potential as well as current HR tech providers in order to have the best chance of making the 'right' HR tech decisions, and ultimately, succeeding with HR tech. This month's column talks about culture alignment, a focus on customer success, measurement and goals and more. Next month, we will take a look at 'success' from the internal point of view, and look at some of the most important organizational factors and decisions that set up your team for success.

    Here's an excerpt from this month's piece in HRE Online:

    Anyone who has had the good fortune to participate in the full cycle of an HR technology-implementation project knows well that such efforts usually consist of numerous milestones, dozens—if not hundreds—of tasks and components, scores of internal and external resources, significant investments of funds and time and myriad opportunities for sub-optimal outcomes or outright failure.

    Choose the “wrong” solution and your HR tech project could flounder. Forget to ensure some critical capabilities will be supported in the new system in time and the “go-live” date could be compromised. Fail to procure the right experts to serve on the project team and progress could languish. Lose control of the project’s scope and end up with delays and cost overruns. And there are a hundred other reasons why well-intentioned HR technology projects fail to deliver.

    With apologies to Tolstoy for paraphrasing his famous line about families, I would argue that successful HR tech projects are all alike; unsuccessful HR tech projects fail in their own way. While understanding why some projects succeed and others fail is important for any organization, it’s even more vital to prepare for and execute HR technology strategies in a manner that maximizes the chance for success.

    As co-chair of the HR Technology® Conference and Expo, I am focusing on developing considerable content around the “Success with HR Technology” theme. With that in mind, I thought it would be helpful to examine the nature of customer success and highlight some considerations that HR and HRIT leaders should keep in mind as they continue with workplace technology planning, purchasing, implementation and post-implementation activities in 2018.

    Creating a culture of customer success

    During some recent research, I was encouraged to find that the concept of customer success has gained strength in recent years as an important measure and barometer for HR and enterprise technology providers.

    While each provider may have its own way of defining customer success, the important thing is that more of them are intentionally making the concept of their customers’ success a fundamental yardstick of self-measurement. Prior to selecting any new HR technology provider, HR leaders will not only want to ensure that customer success is one of the important (if not the most important) ways they self-examine, but you will also want to see demonstrable proof of their customer commitment.

    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 your driveway, take your dog for a walk, or scrape the ice off of your car.

    Have a great day!

    Wednesday
    Jan172018

    HRE Column: Looking ahead to HR Tech in 2018

    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, I talk a little about the planning process that goes into programming and developing the content for the next HR Technology Conference and review some of the key issues, themes, and the implications for the future of HR Tech that I am thinking about as I look to create the program this year.

    In the piece,  take a look at some of the more interesting trends and themes in HR tech that we have been hearing about for some time now, and some newer ideas that have emerged in the last year or so. These issues, challenges, and opportunities will demand continuing focus for HR and business leaders in 2018 and beyond, and I imagine will be a big part of my planning for HR Tech in 2018.

    Here's an excerpt from the piece in HRE Online:

    Some initial themes and topics that could find their way into the upcoming HR Tech conference include creating business value from HR tech, artificial intelligence and digital assistants.

    When talking about raising kids, parents sometimes say, “The days are long, but the years are short.” Even when things on any given day might seem tough, time slips by quickly, and before you know it, the kids are all grown up.

    I was thinking about that expression recently for two reasons. One, my child has an upcoming birthday which made me wonder, just where has all the time gone? And two, while it seems to many (especially me) that last year’s 20th Annual HR Technology® Conference and Exposition just concluded, I am already knee-deep in the planning process for the next one, coming this September in Las Vegas.




    A large part of conference-planning process is thinking, reading, researching and talking to HR and industry leaders about the most important themes and trends in HR, workplaces and HR technology, to ensure we are adequately reflecting these at the conference. While the preparation for the event is still in the early stages, I thought it would be interesting and also helpful to me to try and use this first Inside HR Tech piece of 2018 to explore some initial themes and topics. Hopefully, these will also be helpful for HR leaders to reflect upon as you begin your own HR and workplace technology planning, purchasing or implementation activities this year.

    Creating Business Value from HR Technology

    I was doing some research recently and was reminded that the first iPhone launched just over 10 years ago. I mention that for a couple of reasons. Just like in the quote about the passage of time for parents, it does seem as though the iPhone and its cousins have been with us forever. And, after a decade-plus of having access to smartphones and similar technologies, we as consumers have become much more educated and demanding, and our expectations for “value” that we require from these devices (which have all gotten more expensive) have increased substantially. When these new technologies were first introduced, we were excited just to have them and we accepted their capability and functionality at face value, mainly because we didn’t know any better, and didn’t have much of a context or framework for comparison.

    Now that we are (or believe that we are) expert, discerning and informed consumers of these technologies, our demands from them and the pressure we place on the providers of these tools have both expanded and evolved. That is the case with any maturing technology, as well as with much of the HR and workplace technologies that companies rely upon...

    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, rake up your leaves, and eat your leftover Halloween candy.

    Have a great day!

    Wednesday
    Nov222017

    HRE Column: LinkedIn One Year Later

    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, I take a look back at the Microsoft acquisition of LinkedIn which (although it seems like a lot longer), only closed officially about this time last year. It has been a pretty interesting, innovative, and fascinating year for the largest professional social network. Since LinkedIn is such an important and influential technology for organizations and individual professionals alike, it seemed like a good time to reflect back on the year and to speculate a bit on what might lie ahead.

    In the HRE Column, I dig a little bit into some of LinkedIn's recent product announcements, look at how the Microsoft angle is beginning to play out and how LinkedIn could evolve moving forward. I hope to have some execs from LinkedIn on an upcoming HR Happy Hour Show totalk about some of these ideas in more depth.

    Having said that, here's a taste of the HRE piece titled 'Betting on LinkedIn'

    I recently was invited to attend a quarterly product update from the folks at LinkedIn Talent Solutions, an online event where the product and marketing teams provide demonstrations and details about new product initiatives and capabilities that are (or are about to be) released. I get these kinds of invites from solution providers quite often, and admittedly do not usually attend -- either I am busy planning the annual HR Tech Conference or I simply don't get all that excited by incremental updates to existing platforms or solutions.

    But I made an exception in this particular case and watched this most recent LinkedIn update. The reasons why were twofold: I had some extra time; and I was interested in one particular update that LinkedIn planned to share information regarding the integration of LinkedIn information with Microsoft Word in the context of a user creating a resume.

    And, since Microsoft finished its $26.2-billion acquisition of LinkedIn about a year ago now, I figured it was an appropriate time to reflect on that industry development, as well as some new capabilities being added to the platform, the challenges the company faces, and what might be coming next.

    On its latest product update webcast, LinkedIn showcased two new initiatives that reflect its continued need to provide value to two distinct constituencies: HR and talent-acquisition professionals; and its rank-and-file members. Each obviously have very different needs and goals.

    The first enhancement for organizational users of its Talent Solutions products was a new performance summary report, which provides them with a simple but comprehensive overview of organizational activity and results on the platform. On one dashboard, HR and talent management professionals can see data such as the number of hires who were "influenced" by candidates viewing company profiles and content on LinkedIn prior to being hired; the effectiveness and response rates of candidate outreach; and most interestingly to me, the top five companies that organizations are losing and winning talent I can recall working at an organization where we were suddenly losing lots of talented sales reps over a short period of time, and had to scramble (and pull up lots of individual LinkedIn profiles) to figure out which competitors were poaching them. We would have loved to have had this information in one place.

    The other new capability -- and probably the more innovative development -- was the announcement of a deeper integration of LinkedIn data with Microsoft Word. For users drafting a resume in Word, information from other LinkedIn profiles is used to help craft a resume. This Resume Assistant asks them to provide a job role of interest and then surfaces examples from LinkedIn of typical work-experience summaries and skills descriptors

    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, rake up your leaves, and eat your leftover pumpkin pie.

    Have a great day and Happy Day Before Thanksgiving!