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    Entries in Technology (210)

    Monday
    Jul072014

    HRE Column: What HR Pros Want to Know About HR Tech

    Welcome back from the long, holiday weekend! (At least for the US readers out there).

    I'm just easing back into the groove after a BBQ-heavy weekend, so I will take the opportunity this morning, (this is also code for 'I really, really was offline all weekend and did not write anything new'), to share a bit from my latest Inside HR Tech column that runs each month at Human Resource Executive Online, (and remind blog readers that you can subscribe over at HRE to get the monthly Inside HR Tech column delivered fresh to your email inbox).

    Here is an excerpt from the piece, "What HR Tech Pros Want to Know":

    Recently, I had the opportunity to co-present, along with Trish McFarlane,  VP of HR practice and Principal Analyst at Brandon Hall Group, a session titled "What Did That HR Tech Salesperson Say? Demystifying HR Technology Selection and Implementation" at the 2014 SHRM Annual Conference and Exposition in Orlando. Despite the session being scheduled on the last day (and last possible time slot) of the event, we had a sizable and highly engaged audience. I think the combination of SHRM's tendency not to offer much content in the way of HR technology and the increasing importance of the subject to HR professionals everywhere contributed to the great turnout for our "conference ender."

    In fact, there were so many great questions asked both during and after the session (Trish and I were both amazed by how many attendees approached us at the end wanting to continue the conversation), I have to think other HR professionals and leaders not able to attend the session might also have some of the very same questions.

    So with that in mind, I'd like to share at least a few of the more common and pressing questions we were asked.

    What are the best sources of information about HR technology solutions to help me when I'm conducting market and vendor research?

    Trish shared some great information from her research about which sources of information HR professionals rely upon when researching HR-technology solutions. The most common sources used by HR professionals are external consultants (55 percent), talking with other HR colleagues (45 percent), and conducting online Internet searches (40 percent). While these are all valid and potentially valuable sources of information, HR pros should also be sure to take advantage of a plethora of additional -- and often freely available -- sources of HR technology information that exist in LinkedIn groups, (such as the HR Technology Conference group), in independent-analyst company reports and vendor profiles, as well as on social media. You'd be surprised how many responses you will get if you post a question about a particular HR-tech solution in a large and active LinkedIn group.

    Of course, events such as the HR Technology® Conference offer a great opportunity to compare and contrast many vendors in a short time period... 

    You can catch the rest of the piece over at HRE Online see what other HR Tech questions the HR pros were asking and sign up for the monthly 'Inside HR Tech' column there as well.

    Have a great week!

    Friday
    Jun202014

    Three data points that should tell us something about how things are changing

    For a 'please can this week be over yet?' Friday, here are three unrelated pieces of news/information from the last few days that individually are interesting, and taken collectively should make us think about where the next few years are heading in technology. First, here are the three stories for your consideration:

    League of Legends is now a college sport - and one University is offering scholarships for its team (Venture Beat)

    Robert Morris University of Chicago is now accepting applications for its first competitive League of Legends season. Associate athletic director Kurt Melcher said the university is also looking to hire a coach.

    Competitive League of Legends is a remarkably successful enterprise. E-sports racked up an astounding 2.4 billion viewer hours last year, with this online strategy game being the most-watched game of the bunch. This has brought a multitude of advertisers and sponsors to the table. League of Legends also made $624 million dollars in microtransactions last year and has over 70 million monthly players.

    RMU is looking to fill around 18 or 19 player spots. Eight or nine players will be a part of the varsity team, but the college is also looking to field two full (five man) practice squads. The university is offering scholarships that will pay up to 50 percent tuition and 50 percent room and board, which Melcher said is valued at around $19,000.

    Yo Now Has Over 200,000 Users - 140,000 More Than It Had Yesterday (Business Insider)

    You might still be figuring out what you think about Yo, the app that only lets you send "Yo" notifications to your friends, but the app is taking off.

    Yo just announced that the app has surpassed the 200,000 user threshold.

    Yo has also broken into the Top 50 free apps on Apple's App Store, surpassing even Facebook's new Slingshot app. It's currently #24.

    The Best and Worst: Media Habits of the Class of 2014 (Niche)

    This year’s high school graduating class is part of a coveted demographic for tech companies. In a survey of 7,000 Class of 2014 Niche users, students ranked 50 popular apps and websites based on frequency of usage.

    (Chart)

    Steve here - really interesting data points I think. Video games and gamers are getting more and more mainstream each day, the hottest App in the Apple App Store has a single function, sending the word 'Yo' as a notification to one of your contacts, and the oldest Gen Z (or whatever we call them), has no time for anything that exists primarily as a website or a web-based destination. With Yo, and the data from teen tech usage, we see that attention spans for individual tasks are getting still shorter, (if that was possible). But the video game trends remind us that for the right experience, you can capture attention for long, long periods of time. And those experiences are changing.

    I think it is important if you consider yourself a student of people and technology, (what the best HR tech folks should be), to at least keep aware of these kinds of developments as they arise, and before they turn into full-blown trends. If you are still writing and reading stories about how 'Mobile is going to be big' or 'Social media is important for HR', you're really late to the party. In fact, that party is over, it ended in 2010 or so.

    This weekend you should spend 10 minutes thinking about what, if anything, 'Yo' means for you in HR and for your workplace tech in the future.

    Or just send me a 'Yo'.

    Have a great weekend!

    Thursday
    Jun192014

    WEBINAR: HR Moneyball: How to get started with Big Data for HR

    You have heard the hype: Big Data is taking over the business world, and HR’s going to be expected to make decisions—not through feelings, relationships or gut instinct—but via numbers.  The problem is… your HRIS, ATS and Performance Solutions are all different systems and weren’t built with the big-data revolution in mind. In short, you feel less than ready for workforce analytics—you’re just trying to get the basic reports generated.

    We feel your pain, people. That’s why I am glad to participate in the June installment of the Fistful of Talent FREE webinar series with a jam titled, HR Moneyball:  The FOT Bootstrapper Guide To Getting Started With Big Data. Join Kris Dunn and I Data nerdfor this webinar on Thursday, June 26 at 2pm EST(sponsored by ThoughtSpot, a cool business intelligence startup), and we’ll share the following goodies with you:

    A brief review of where HR stands with Business Intelligence (BI)/Big Data. We’ll cover some of the trends, what the bleeding edge is doing, the 3 types of data sources available to HR shops and what the CEOs and business leaders you support are asking for related to data and BI out of the HR Function. We’ll also talk about what your options are when HR is the last priority for an over-burdened IT function.

    Why HR pros need to shift/lean forward. It’s not what happened, it’s what going to happen. Getting your head around business intelligence and data means you have to shift your focus from reporting the past and move to predictive analytics. We’ll give you examples of great reporting decks from the HR Hall of Fame and tell you how they have to change to meet the call from predictive analytics out of your HR shop.

    - The Five Best HR Plays for Business Intelligence (BI) and Big Data. Since we’re all about helping you win, we wouldn’t do this webinar without giving you some great ideas for where to start with a data play out of your shop. You’re going to stop reporting turnover and start predicting it. You’re going to stop reporting time to fill and start showing which hiring managers are great at—you guessed it—hiring.  We’ll give you five great ideas and show you how to get started piecing the story together.

    - A primer on what’s next once you start channeling Nostradamus. Since you specialize in people, you naturally understand the move to using Business Intelligence (BI)/Big Data that helps you predict the future is only half the battle—you have to have a plan once the predictions are made. We’ll help you understand the natural applications for using your business-intelligence data as both a hammer and a hug—to get people who need to change moving, and to embrace those that truly want your help as a partner.

    You’re a quality HR pro who knows how to get things done. Join KD and I on Thursday, June 26 at 2pm EST for HR Moneyball: The FOT Bootstrapper Guide To Getting Started With Big Data and we’ll help you understand how to deploy Moneyball principles in HR that allow you to use predictive Big Data to position yourself as the expert you are.  

    Hope you can join us on June 26 at 2PM EST.

    Tuesday
    Jun172014

    NEEDED: The universal "Out of the Office" notifier

    I took a day off yesterday (a real day off, not that fake kind of half working/half not working but still checking email every hour kind of day).

    And since I am conscientious, I activated the requisite "Out of the Office" auto-responder on both my corporate email account, as well as on my Gmail account (where I do have lots of 'official' work-related correspondence going on as well). My OOO message basically said I was offline and if you had an 'urgent' matter that needed immediate attention to text me, otherwise I would get back to you as and when I could.

    For the most part, the strategy was successful - I did of course get a bunch of emails to both email accounts that my OOO auto-responder handled. Three people saw the OOO message and did indeed decide their issue was 'urgent' and elected to text me during the course of the day. Putting aside the fact that in the work that I do nothing is truly ever 'urgent' in strictest terms (no life or death decisions, etc.), let's just say that I had a slightly different take on the relative urgency of the items that were texted to me yesterday. But that's fine, I offered that up as a way to get in touch with me even when I was out, so it is really my bad if I truly did not want to be contacted all day.

    But what I didn't have a good way to address were the other 4 or 5 ways people seem to like to try and contact me these days. LinkedIn messages, @ messages and Direct Messages on Twitter - heck someone even sent me a Facebook message that was work-related. Aside - please do not send me a Facebook message about work. That is terrible. 

    I even got pinged with a message informing me I had a voicemail left on Google Voice. I did not even realize I had Google Voice.

    What I really wanted yesterday is a kind of universal, covering all potential ways of getting a message to me, "Out of the Office" auto-responder. So no matter if it was an email, a Tweet, even a random Google Voice (still can't figure out how that happened), anyone trying to contact me would have been informed that at least for one day, I was probably not getting back to them.

    Unless they sent me an urgent text. Then I guess I would have to. Even if it wasn't urgent.

    Have a great day!

    Tuesday
    Jun102014

    PODCAST - #HRHappyHour 185 - Digital Disruption

    HR Happy Hour 185 - Digital Disruption (Live from HireVue)

    Recorded Tuesday June 2, 2014

    Host: Steve Boese

    Guest: Ben Martinez

    This week on the HR Happy Hour Show, Steve caught up with Ben Martinez, VP of HR for HireVue, a leading HR technology solution provider. Recorded live at the inaugural HireVue user conference in Park City, UT - Steve and Ben had a fascinating conversation on the challenges of growing and scaling a company, how digital technologies are transforming talent acquisition, and what the future might hold for the digital recruiitng space. 

    Additionally,we talked about the Dunbar number, (look it up), and what that suggests for HR leaders that are facing the unique circumstances of growing a company while sustaining the "small company" culture.

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

    Current Business Podcasts at Blog Talk Radio 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. 

    It was a fun conversation with Ben, check out his blog over at HRHound.com, and many thanks to him and the entire team at HireVue for allowing the HR Happy Hour Show to be a part of Digital Disruption.