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    Entries in innovation (24)


    HRE Column: How to choose which disruptive HR tech solutions to chase

    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 HR Technology Conference and still thinking about all the innovative and potentially disruptive HR tech solutions that continue to appear in the market, I thought about how much more difficult it must be getting for HR and business leaders to assess and evaluate and decide which types of disruptive technology to pursue.

    Note, I am not really talking or thinking about specific technology evaluations like, "Which ATS should we license?", but rather larger questions of "Which types of potentially disruptive HR technology would benefit our organization, given our needs and our circumstances?", and "What should be the impact of these technologies on the organization and our people?"

    I came up with three general categories or impacts that potentially disruptive HR tech can (and perhaps should) have on the organization, and some thoughts on how HR leaders can better evaluate new HR tech in this model. I tried to describe what this kind of categorized impact assessment looks like in my HR Executive column. From the HRE piece:

    One of the highlights of the recently concluded HR Technology Conference and Exposition® was the record-breaking Expo Hall, which featured nearly 400 technology solution providers offering an almost dizzying array of tools, technologies and innovative approaches to help organizations with HR, talent-management, employee-engagement and other workplace challenges.

    But such a plethora of modern and innovative technologies also presents quite a challenge for HR and business leaders in that the growth of the HR-technology market and landscape has made the identification, research, assessment and eventual selection of the "right" technology solution all the more challenging. Probably the most frequent type of question I get from HR leaders over the course of the year is: "There are so many HR-tech solutions out there; how can I figure out which ones I should give my time and attention?"

    Note that this kind of question is different from "Which applicant-tracking (or learning-management system, or payroll solution) system is the best one?" I do get those questions too, of course, but probably less frequently than in the past, as most HR leaders today understand that there is never a universal "best" solution for anything, but rather a "best" solution for the individual organization, and its unique goals, requirements and circumstances. Lately the discussions and challenges I hear about from HR leaders seem more focused on trying to make sense of a complex and growing HR-tech market, and how to best take advantage of all this growth and innovation.

    One way for HR leaders to approach these kinds of challenges and determine how to spend their time and resources is to consider innovative and potentially disruptive HR technologies across a set of three criteria or broad categories of impact. I'd like to take a look at these three broad-impact categories and offer examples of how new HR-technology solutions fit into each.

    Category One: If the HR solutions reduce or eliminate organizational barriers for HR and employees

    There are a slew of HR technologies that are necessary and essential for organizations to either own or license for regulatory and compliance reasons. In other words, every organization that has regular employees has to, at a minimum, have a way to pay them, and to complete all the required tax filings and payments. This category is not really about those kinds of technologies. (If your organization has a critical need to solve such compulsory challenges, then you probably should take care of those before entertaining the idea of adopting new or disruptive HR technology.)

    This category is more about enabling organizational success via the elimination or reduction of the friction points that can hold people back from getting work done effectively and efficiently. You can get to the direct impact of implementing technologies in this category by asking questions such as, "Where does our employee's workflow get bogged down?" or "Where do we have data manually replicated in multiple systems?"; or simply by asking teams and leaders can simply be asked to talk about "What is it that makes my job more difficult than it needs to be?"

    Some real HR-technology solutions that help to solve problems in this category include learning systems that can surface content and assets in real-time and in context when employees need them the most or even more technical solutions that better integrate, validate and keep clean key HR-data elements and values across multiple systems. Almost every new HR-technology solution you introduce into the organization should solve at least one important "barrier" problem and eliminate a pain point for your targeted audience once it is adopted.

    Category Two: If the HR solutions help to elevate customer service -- for internal customers or external customers

    At the HR Tech Conference, one of the more interesting technology developments I remember seeing was an example of a deeper integration between an employee self-service type of portal and the company's HR-shared-service-center knowledge base and help-desk functionality. The idea here is that if employees were viewing their payslips or benefits enrollments and needed more information or had a question about the information they were viewing, they could, with one click, launch a "help" ticket or process to indicate to HR they needed assistance. HR practitioners would not only see that the request was made, they would automatically have all the needed context from the page or subset of information the employee was viewing...

    Read the rest of the HR Exec column here 

    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 pass out the candy on Halloween. 

    Have a great weekend!


    ANNOUNCEMENT: The Citi Smarter Worklife Challenge

    I had a call last week with some really cool folks from Citigroup, often shortened to just Citi, one of the world's largest banking and financial services organizations. Even for such a large, well-known global brand, the challenges facing Citi are not that different from the ones facing just about every size or type of organization - the need to innovate, to become more agile in a fast-moving and competitive marketplace, and perhaps most importantly, to find, engage with, develop, inspire, and achieve great business performance through people.

    Citi describes this last element of improving outcomes with and through people in the context of the 'Employee Journey' - the full life cycle of actions and interactions that people have with the organization, with their colleagues, and crucially, with the many technologies that help shape these experiences along the journey.

    And one of the ways Citi has identified that will be of primary importance in improving their employee's journeys is through innovative HR and workplace technologies, which after learning more about what they are working on in that area I was interested and glad to help Citi get the word out about their new initiative called the Citi Smarter Worklife Challenge.

    The Citi Global Digital Acceleration team has created the Smarter Worklife Challenge, an open contest to help find and identify innovative human resources technologies designed to improve this Employee Journey. Citi is inviting both startup and established technology solution providers to submit their ideas and concepts, (submissions must be at least advanced, working prototypes), in the areas of recruiting, onboarding, career development, social/collaboration, analytics, executive management, and more, to compete for a prize of $50,000 in cash, and the opportunity to enter into commercial terms with Citi and be incubated and/or accelerated.

    For HR technology solution providers interested in applying for consideration for the Smarter Worklife Challenge, a few important dates you need to know: The deadline for submissions is December 4th, and finalists will be announced December 18th, and challenge finalists will be invited to demonstrate their solutions to Citi senior leadership in February 2016.

    Full details about the challenge, including submission timelines and contest rules can be found on the Smarter Worklife Challenge site. Also, a PDF version of the challenge process, timelines, and guidelines can be downloaded here

    I think this is a really neat and interesting challenge and thanks to the folks at Citi for bringing it to my attention and for supporting innovation in the HR tech marketplace. Please do share the information about the Smarter Worklife Challenge to any HR technology innovators that you think might be interested in participating.


    Disclaimer: I am sharing information about the Smarter Worklife Challenge because I like the idea, I am not being compensated in any way by Citi, and this challenge is not affiliated with the HR Technology Conference.


    If you're thinking about crowdsourcing

    Crowdsourcing, while not a new phenomenon, continues to appear in new and different places all of the time. Just the other day the TV network NBC announced a new project to attempt to crowdsource new ideas for comedy shows. This NBC program, like most crowdsourcing efforts, is a nod to the (obvious) reality that no matter how many writers or producers or directors the network can employ, that there exists outside NBC thousands and thousands of talented people, and some of them probably have great ideas for comedy shows.

    The same logical argument could be made for almost any company trying to tackle any problem. Need some fresh ideas for branding campaign or to design a new logo? Ask the crowd. 

    Trying to decide what new features to add to an existing product or service offering? Ask all of your customers - a more targeted type of crowdsourcing.

    Heck, I have even seen bloggers from time to time pull off their (sad) version of crowdsourcing by asking readers, "What topics would you like me to write about?". Aside: Nothing says 'I have no ideas any more' than asking readers what they would like you to write about. A good blogger (or artist or designer or product developer) should not care too much about what 'the crowd' thinks.

    But regardless, crowdsourcing is here to stay and in reading about the NBC comedy contest I came across this excellent piece by Jeffrey Philips writing on the Innovate on Purpose blog that points out some specific potential problems with the NBC approach that also provide insights into the dangers with any crowdsourcing program.

    Here is a bit from the piece, (but you should definitely click over and read the entire thing)

    When companies that rarely innovate attempt "open innovation"  I often wonder:  is this a sign that they finally understand the number and range of excellent ideas in the broader world, or is this a desperate sign that they've recognized the idea well is dry internally, and are left with nothing but an external search for ideas.

    What NBC is doing is a high wire exercise, and I wonder if they are prepared for the results.  While they are asking for ideas from their audience, I doubt that they've done much to change how they evaluate ideas or the internal culture of the network.  If you read the article you'll see that the judge panel they are using to evaluate ideas and pilots consists of a range of comedic talent that they've featured in other shows, some successful and some that failed.  If NBC really wanted to understand what people want, they'd go further, allowing crowdsourced ideas to be evaluated and ranked by the crowd.  One wonders if they know who their audience is and what they want.

    Some great takes there and things to think about if you are chasing the crowdsourcing carrot. Are you genuinely seeking some new or fresh approaches to round out or to validate your existing thinking? Or are you flat out tapped out of ideas in total (in that case you probably have an internal talent and management issue that runs deeper than, "What color should this button be?' questions).

    And then once you get all of these crowdsourced ideas are you actually prepared to deal with them? Maybe your problem isn't a lack of ideas, it is an inability to evaluate, interpret, select, and implement the ideas that you already have. I mean how hard is it to come up with an idea? I came up with the idea for this post in about 2 minutes.

    Anyway, check out Innovate on Purpose and make sure if you are jumping in to the crowdsourcing pool you have at least some idea why.

    Happy Thursday.


    So where are the jetpacks?

    A couple of days ago I shared on Twitter the link for the 2014 HR Technology Conference call for speaking proposals page. Soon thereafter a couple of folks more or less called me out, questioning the fairly long lead time between when the speaking proposals are due and the actual dates of the conference (about 9 months all told). The objections or complaints were basically along the lines of that since the HR Tech industry is moving and innovating so quickly that having such a long interval between when speaking proposals are due in and when the conference will take place means that many new developments and innovations will go missing from the show.

    While I admit that nine months seems like a long lead time, and without going in to the mundane details of the steps involved for proposal review, potential speaker interviews and re-interviews, program balancing, agenda and content development, and oh yeah, actually finalizing and promoting the agenda so that we can market and sell conference tickets, and all the time that these activities require, I'd rather take another approach to explain to the folks that think that 9 months is too long, and really anyone who has bought into the notion that the enterprise and HR technology industries are moving that quickly why they are a little off-base.

    The truth is while the HR tech industry is innovating and progressing, it is generally not making quantum leaps in capability and efficacy in such narrow and discrete time frames as short as a few months. We could leave the call for proposals for HR Tech open until the day before the show and I would expect that 90% of the submissions would be largely the same types of sessions we see in January.

    The larger, more established providers are working off of development roadmaps that are largely laid out at least a year out into the future, and perhaps even longer. The smaller, more innovative companies also need at least a year to get their product built, figure out just what the hell they are doing, convince a few real customers to use their product, and then get someone outside the Valley to notice them. Big client-side projects that form the basis for many of the case studies and HR executive-led sessions that we like to showcase at the show themselves often last the better part of a year, (and sometimes longer).

    And even with all these incredible advances we have seen in HR tech in the last few years, (the move to the Cloud, video recruiting, social referral programs, mobile learning technology, iPad-based talent management, open web candidate sourcing, predictive workforce analytics tools, ACA compliance business intelligence, and on and on), many, many organizations and HR departments are still pushing paper, keying and re-keying the same data into multiple systems, and executing processes and transactions in much the same way as they were 10 years ago. The truth is it is still the exceptional HR organization and HR leader that wants or demands (and can secure) the very latest, most cutting-edge technology solutions for their organizations.

    We have come a really, really long way in HR technology, but there is still a long, long way to go.

    And for that reason, and a few others, it is a really exciting time to be in HR and in the HR Technology space. And that is also why I am really confident at next year's HR Tech Conference (the discussion about speaking proposals for Tech is what launched this little mini-rant), attendees will see the very best and latest developments, and hear presentations from their HR peers about how HR tech is helping drive their businesses. 

    But make no mistake about it, this is a long game. A game that is changing for sure, but probably not as quickly as you think and perhaps not as rapidly as some folks would have you believe.

    Take a close look at all the 'HR Tech 2014 Predictions' pieces you can find in the next few weeks. Then do a quick search and read a few of the same for 2013 and 2012. There will be lots of overlap. 

    And that is ok. And expected. These things often take longer than we expect.

    We were promised jetpacks, right?

    And one last thing, mainly for a couple of folks that might care, if indeed some incredibly interesting and disruptive development in HR tech happened from out of the blue sometime between when the HR Tech Conference agenda is finalized and the actual show in October, I would find a way to make sure it was included at the event.


    At HR Exec, I'm on the road to find 'Awesome'

    Over at the day job one of the things I do is write a monthly column for Human Resource Executive Magazine called 'Inside HR Tech'. The column is meant to try and highlight innovative and interesting HR Technology solutions and help HR leaders, (particularly ones at small and mid-size organizations), learn more about what is happening in the HR tech industry.

    The latest column is up over at HRE Online, and is titled "The Road to 'Awesome': The process for selecting HR's most 'Awesome New Technologies' reveals an industry that continues to innovate", and features a number of the more interesting and engaging HR tech solutions I have seen recently as I work to program the 'Awesome New Technologies for HR' session at the upcoming HR Technology Conference.

    I figure since this blog is still called 'Steve's HR Tech' there are probably some folks interested in the Inside HR Tech column, and then I realized I have not ever mentioned it here previously. So in a shameless example of self-promotion...

    Here is a little excerpt from the latest column:

    One of the tasks I have as co-chair of the upcoming HR Technology® Conference & Exposition in Las Vegas this October is to program and select the participants for the 'Awesome New Technologies for HR' session, a general session meant to showcase a half-dozen of the most innovative and exciting new products and solutions in the HR market. The largest part of this process involves seeing product demonstrations and talking with a wide range, (and high number) of solution providers from across the HR technology industry. And while, at the time of this writing, I am still in the middle of the process, and no 'Awesome New' participants have been selected as yet, I certainly have seen about 40 or so solutions, many of which, whether they become 'awesome' or not, definitely fit the criteria my CHRO friend described.

    So rather than wax philosophical once again in the column about some major 'mega-trend' in the industry, or offer some highly subjective interpretation of the 'future of HR technology' in this month's column I'd like to simply recognize a handful of really interesting and innovative technology solutions that I have seen recently, and that are indeed the kind of solutions that are accessible and (more importantly), deployable relatively quickly by organizations of all sizes. And most importantly, meet the CHRO's need to solve a problem she has right now -- and not in some future, robot-dominated, Google Glass covered world.

    You can read the rest over at HRE Online, as well as sign up to have the monthly Inside HR Tech column delivered right into your email Inbox.

    Regularly scheduled programming here will resume tomorrow.

    <self-promotion done for the day>