HR Technology

HR Technology

Tech Insights: The Importance of Data Scientists in HR Technology

HR Technology

Data scientists are becoming important in HR technology.

I had thought the big thing about SimplyHired was that they were good at scouring the web for job openings and putting them in one place. However, to a large extent it competes on the quality of the search engine they offer job seekers.

The quality of that search depends on their data scientists figuring out the intent of someone’s search. Read more…

HR Technology

Getting a Fix on What Makes an HR Tech Implementation Really Work

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Last month I wrote about the inaugural report issued by the analysts at KeyInterval Research. (You know them as John Sumser and William Tincup.)

They have an ambitious research publication agenda – one report a month. And here’s why I like what John and William are doing:

KeyInterval is an experiment. It is our goal to stay experimental for the life of the company. With each new report, we’re experimenting with survey methodology, data sourcing, data screening, the mix of qualitative and quantitative information, and the edges of HR Technology practice. It is a search for standard practices. We are more interested in what practitioners do than what some self-appointed guru thinks they should do. Our goal is to understand the actual experience of the people who use HR Technology.” Read more…

HR Technology

Tech Insights: Managerial Insights From Time and Attendance Data

HR Technology

The time and attendance system in a 10,000 person company captures millions of transactions each year.

That data drives core processes such as payroll. But can the millions of data points do more? Can we dive in and get fresh insights about how to run our operations?

I asked Gregg Gordon, Senior Director Big Data Practice, and Iva Zafirova, Principal Strategic Consultant at Kronos, what they’ve found about extracting actionable information from workforce data. Read more…

HR News & Trends, HR Technology

Beginning Tomorrow, Google Starts Rewarding Mobile-Friendly Websites

google mobile

Sometime on April 21 your website, the one you worked so hard to get on Google’s first search page, may disappear down the rabbit hole, banished to page 2, 3 or worse.

Tomorrow is when Google implements a new ranking system that rewards sites that are mobile-friendly by elevating them in its search results. The flip side of that is the bad news for any website that isn’t mobile-enabled — it will fall in the rankings.

Exactly how bad will it be? Until Google’s new ranking algorithm is switched on, we won’t know for sure, but the search engine experts are calling it “Mobilegeddon” and “Mobilepocalypse.”  Read more…

HR Technology

Tech Insights: Technology’s Role in Helping to Build Business Alignment

HR Technology

I once did a study of critical incidents for managers in a large bank, and I always asked, “Where does this story start? When did you first get involved?”

One leader said, “Well, I was having a cigarette break and I overheard someone talking about a project they were on and I realized it was going to collide disastrously with what my group was doing.

Cigarettes are a bad thing, but here they proved to be a critical management mechanism for creating alignment across silos. The question is, however, might there not be a better way to create alignment in the organization than pray that random cigarette breaks and snatches of overheard conversation will bridge the silos? Read more…

HR Technology, Sponsored Post

Simple Acts Can Have a Huge Impact — Especially in the Workplace

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Have you heard of Edward Lorenz? If you don’t recognize his name, you probably have heard of his catch-phrase that described his work in the lab, which was translated to popular culture.

His concept: Small events can have large, widespread consequences.

Lorenz’s research suggests that a massive storm might have its roots in the faraway flapping of a tiny butterfly’s wings. That tiny alteration utterly transformed his long-term forecast, a point Lorenz amplified in his 1972 paper, Predictability: Does the Flap of a Butterfly’s Wings in Brazil Set Off a Tornado in Texas? Read more…

HR Technology, Talent Management

Coding and Cupcakes? Here’s Why We Need More Women in Tech

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Last month at the SelectUSA Investment Summit, Google’s Eric Schmidt posed the question:

There’s something about the tech culture, the way we approach it, the incentives, that is driving women away…. Why are they not in tech?”

While it’s interesting to wonder why such a gender gap exists in the STEM world, the much more important question to answer is: “Why should more women be in technology?” Read more…

HR Insights, HR Technology

Some Answers to HR Technology Questions No One Else Is Asking

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I love finding new sources of information that shine a light on how organizations can achieve better business results through better people practices.

This month I found a new source – although the principals are old friends – that is going to make important contributions in the use of HR technology in the improvement of business outcomes.

If you haven’t heard of Key Interval Research, you most certainly have heard of John Sumser and William Tincup, the founders and principal analysts. And if you haven’t seen the first of their monthly research reports, let me introduce you to The Ideal Vendor Relationship. Read more…

HR Technology, Talent Management

The Growing Issue of “Clopening”: Do You Have the Tools to Deal With It?

clopen

In many industries, particularly retail, automated workforce management tools have been used for decades to assign workers to shifts/tasks, to log their hours, and to pay them correctly.

But the truth is that simply taking care of business might not be enough.

Employees are more than data points on a computer – they are people with lives and families outside of work, and they need to be managed with care. Read more…

HR Technology, Talent Management

What Managers Can Do When Employees Engage in Conflict

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Every manager knows that resolving conflict between employees can be daunting.

Many managers simply try their best to avoid the conflict and hope that they will work it out on their own.

They are adults after all, right?

Unfortunately, when left to deal with conflict on their own, employees rarely find common ground that is beneficial to the company. More likely the dispute lingers and effects their performance and sometimes the other employees on their teams. Read more…