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    Entries in Technology (328)

    Friday
    Aug262016

    HRE Column: Five Big Themes in HR Tech and #HRTechConf

    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 the upcoming HR Technology Conference, (October 4-7, 2016 in Chicago).

    As the Conference program comes together one of the most common questions I get from people is if there is a theme or a main subject of focus at the event in a given year. And this year, as in the past, I don't generally set out to program to a specific theme or set of ideas, but rather the overall themes and ideas that people and organizations are most interested in tend to reveal themselves, and the program takes shape. On this month's Inside HR Tech column I take a look at some of these 'big themes', what they suggest for HR and business leaders, and point readers to sessions at the Conference that are great examples of how we will cover those themes at the event.

    Here is an excerpt of the HR Exec column titled 'Five Big Themes in HR Tech'

    The 19th annual HR Technology Conference and Exposition® is fast approaching (Oct. 4 through 7 in Chicago) and, in my capacity as program co-chair, I get a unique opportunity to talk with dozens of executives from HR technology solution providers, organizational HR leaders, industry analysts and thought leaders as I review and prepare the conference agenda.

    Through these many conversations, solution demonstrations and my participation in industry events, I try to get an overall idea on which trends, themes and important ideas are driving the practice of HR and are reflected in the HR technology landscape. This year, I'd like to share what I think are the five big themes and trends in HR tech, what they suggest for HR leaders and offer a little bit of a preview of how these themes will be covered in the upcoming HR Tech Conference.

    1. Making Sense of HR and People Data

    If there has been any single, consistently cited HR trend in the last several years it's the increased use of data and analytics in the practice of HR and talent management. This trend is still in the early stages of more mainstream and common adoption in organizations, and once again at this year's HR Tech Conference we will focus on some success stories of organizations that are making early and important progress in implementing analytical approaches and technologies to inform and improve people processes and talent-management decisions. As analytics and data-driven capabilities become more accessible and available in HR technology solutions, it will be critical for HR leaders to stay up-to-date on these latest developments, to learn from early-adopter organization successes, and to position themselves and their HR teams for what is coming next.

    Featured Session: Using Predictive Analytics to Improve Hiring and Retention at Foot Locker

    2. Engaging and Retaining Talent

    Just as analytics remains an HR "trend" that does not show signs of diminishing in importance any time soon, the organizational challenges of engaging and retaining the best and most talented employees continues to rank high on the agendas of most HR and business leaders. As the economy continues to improve, and unemployment rates decline to near "full employment" levels (at least in the United States), talent management has likely never been more critical to the success of the modern organization. The stubborn skills mismatch in many in-demand job roles only adds to the need to improve talent-management practices. The HR technology marketplace, of course, is responding to these challenges, with an evolving set of solutions to help HR leaders and organizations with these important talent concerns.

    Featured Session: Taking Talent Management from Antiquated to Innovative at White Castle

    3. The Continuing Impact of Marketing on HR and HR Tech

    A few years ago, we began to see more collaboration between marketing and HR in the areas of recruitment advertising, employment branding and candidate experience. Today, most HR and talent-acquisition leaders have seen the value of this increased amount of integration and collaboration, and the adoption of many marketing principles in HR and recruiting processes. It's not just Candidate Relationship Management systems where we see this manifest in HR technology -- in the last few years new HR tech solutions for managing HR and recruiting content marketing, crafting, shaping, and communicating the employer brand, and helping employees share their unique career stories with the outside world have emerged.

    Featured Session: The Employer Value Proposition: What the CHRO Needs to Know

    Read the rest at HR Executive online.....

    You know you HAVE to clock over to HRE and check out the remaining big themes at HR Tech this year right? Well, hop over to HRE to find out.

    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.

    And one last thing, the Early Bird pricing for the HR Tech Conference expires on Wednesday, August 31 - head on over to the Conference website to be sure in register before that great discount expires.

    Have a great weekend!

    Have a great day!

    Wednesday
    Aug172016

    VIDEO: "Alexa, I hate my boss"

    Earlier this year I blogged about and Trish McFarlane and I did an Episode of the HR Happy Hour Show loosely based on the annual Internet Trends Report by famous analyst Mary Meeker. In the most recent report, a fair bit of time was given towards the increase in capability and use of 'voice interfaces', e.g. tools like Siri, Cortana, and Amazon's Echo device.

    Check out the video below from HR Tech provider ZipRecruiter on what an HR/Recruiting use case of the voice interface might look like incorporating Amazon Echo, (and it's 'Alexa' persona), and ZipRecruiter's database of open jobs. The video is really short, take one minute to check it out, then some closing thoughts from me after the clip. (Email and RSS subscribers click through).

    Pretty cool, right? I admit it is kind of a simple, almost too simple example of the voice interface, (and I grant that this may even be 'real' functionality, just kind of an example), but I still was intrigued by the possibilities and potential of voice interaction with smart applications like Alexa to facilitate finding information and effecting interactions.

    You could pretty easily imagine this video continuing with Alexa alerting the job applicant that her application is being considered, and suggesting a few times for an interview with the recruiter or hiring manager. Or maybe even the pre-screening type questions could just be 'asked' by Alexa right after the application is received, and the applicant can just have the conversation with Alexa rather than a HR phone screener.

    At any rate, I thought the video and the application was very cool, I am not aware of any other HR tech provider working on something like this, so cheers to ZipRecruiter for thinking about the future and how technology will change the way we interact with talent and talent technologies.

    Happy Wednesday.

    Wednesday
    Aug102016

    Upgrades, ranked

    It's been a while since I ran a solid 'ranked' post on the blog, and since it's the middle of a 'hard to get anything done since everyone I need to get in contact with seems to be out on vacation' week, let's take a break from the normal highbrow content and break off the definitive, unscientific, unresearched, subjective, incomplete, and 100% accurate rundown of Upgrades, ranked.

    And as always, you can disagree with anything on this list, but of course you would be wrong.

    Here goes:

    10. Windows 10 up from Windows 7 - Windows 10 may or may not be better. It doesn't matter. Windows 10 is the PRESENT. Don't be that guy stuck in the past, clinging to a technology just because it's familiar. You label yourself a Luddite. Do you still have a Blackberry? (Don't answer that one Canadian readers).

    9. 'Mid-size' up from 'Compact' - Let's face it, all the rental car companies need a serious lesson in what actually constitutes 'mid-size'

    8. The 'Junior suite' instead of the standard room - Who doesn't love an uncomfortable, non-reclining arm chair?

    7. 'Jelly Bean' up from 'Ice Cream Sandwich' - you can have your Apple nonsense. Who want to use an operating system called '6.2' - give me a fun name anytime.

    6. 'Beach view' up from 'Resort view' - You will want to tell yourself that you won't be looking out of the window all that much. You will be wrong.

    5. Gran Patron Platinum up from Jose Cuervo Especial - If you are going for flavor vs. volume. If you are going for volume, then none of this matters.

    4. Oracle E-Business Suite Version 11i up from 10.7 (you have to be a major ERP geek to appreciate this, but trust me, it was BIG)

    3. Courtside up from Section 307 - You'll remember courtside forever. Section 307 is just another game.

    2. Bose QC 25 headphones (over the ear) up from your crappy earbuds - I bought these for myself as a birthday present a few years ago, and about 200 flights later have not regretted it for a second.

    1. First class on the red eye flight from Vegas to JFK

    Disagree with anything on the list? Think I left something out? Too bad, get your own blog.

    Have a great Wednesday! I mean that.

    Tuesday
    Aug022016

    VIDEO: Human Talks Show with guest Brent Skinner, Nucleus Research

    A few weeks ago at the Oracle HCM World event in Chicago, I had the chance to partner with HR Happy Hour Show co-host and H3 HR Advisors CEO Trish McFarlane to record a video interview series titled "Human Talks" from the show floor.

    I am excited to share this new video series that we did in partnership with Oracle. The Human Talks series is a show very similar to the HR Happy Hour Podcast where Trish and I were able to talk to HCM practitioners, analysts, and Oracle partners about some of the big issues, trends, and technologies in the HR and HR technology realms. Each episode is approximately 5 - 10 minutes or so, and well worth your time in hearing what is happening in the world of HCM. Please check out the first episode with one of our favorite industry analysts, Brent Skinner, Principal Analyst at Nucleus Research. You can check out the video HERE, or on the widget player below (email and RSS subscribers click through to see the video).

    In this episode, Brent shares information on what their research is uncovering about performance management and learning and the impact from HCM technology. He also touches on how predictive analytics plays out in the workplace. Be sure to connect with Brent and Nucleus Research to learn more. 

    This was a fun series of interviews and I will share future episodes of Human Talks as they are posted. 

    Thanks to Trish and to our friends at Oracle for making this project possible.

    Monday
    Jul252016

    PODCAST - #HRHappyHour 252 - Employee Wellbeing with Chris Boyce, CEO, Virgin Pulse

    HR Happy Hour 252 - Employee Wellbeing with Chris Boyce, CEO Virgin Pulse

    Hosts: Steve Boese, Trish McFarlane

    Guest: Chris Boyce, CEO, Virgin Pulse

    Listen to the show HERE

    This week on the show, Trish and Steve were joined by Chris Boyce, CEO of Virgin Pulse, a provider of market-leading, technology-based products and services that help employers improve workforce health, boost employee engagement, and enhance corporate culture.

    Chris shared some insights on how HR and business leaders can evaluate and assess wellbeing and workforce health initiatives using data and analytics, and how it is important to consider measures of success beyond employer benefit costs and health care claims or participation. The most successful wellbeing programs use data to inform changes in productivity, engagement, safety, and organizational culture. There isn't a single measure for ROI on these programs, employers have to think about their unique and specific challenges to find the measures that will most impact their organizations. Chris also shared some important information around employee data privacy and how Virgin Pulse and their client organizations keep employee data private and secure, while still allowing organizational leaders to use aggregate and anonymized data to inform decision making.

    Additionally, Chris shared his thoughts on why employee and organizational wellbeing has become a more global, and holistic phenomenon, and what that means for HR and business leaders in their efforts to find, attract, develop,and retain the talent they need to meet their organizational objectives.

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

     

    This was a fun and interesting show, many thanks to Chris Boyce and Virgin Pulse for coming on. You can learn more about Virgin Pulse at www.virginpulse.com.

    Remember to subscribe to the HR Happy Hour Show on iTunes, Stitcher Radio, or your favorite podcast app, just search for 'HR Happy Hour' to subscribe and never mess an episode.