The most important theme I detected in HR technology this past year is a shift from HR focused applications to business focused applications.
Traditionally, HR Tech was about helping HR do its work — for example an applicant tracking system to help recruiters or a learning management system to help the training department—and in fact, that hasn’t changed. The vast bulk of HR technology is about helping HR professionals do their job.
However, there is something new: HR applications focused primarily on the business. Read more…
Today’s workplace is fully wired, always on and untethered to geographical boundaries.
We now have tools through which we can collaborate with people across the continent or even connect with colleagues we’ve never met.
But as HR departments and management teams scramble to increase productivity via technology, it’s worth pausing to ask how these connective tools are affecting the way we interact. Read more…
I wanted to share an overview of a few of the trends I noticed in HR technology this year. What caught my eye are applications that are simple, small, employee-oriented, or business-oriented.
I did an earlier column (Reducing Technology to a Yes or No Proposition) which mentioned Celpax: a wonderfully simple means for measuring employee mood. However, Celpax was not alone; many vendors stressed their software was simple rather than stressing it was powerful.
In a sense, this is just a continuation of the old emphasis on “user friendliness” or the newer term “user experience.” The difference is that vendors are intentionally minimizing the number of features to get the right user experience. They aim to close the gap between what the software can do and what users actually do with it. Read more…
As we look back at the most popular HR trends and topics covered in 2014, a few issues rise to the top.
1. Affordable Care Act
Thanks to the Affordable Care Act (ACA), compliance was and remains a hot topic.
Key employer mandates will hit in 2015, and avoidance is no longer an option. Companies are looking for help to understand the challenges of ACA and for vendors to help them. Read more…
Scattered about the Internet is a treasure trove of data, and more and more, it’s being used to manage people.
Big data might be unstructured and unwieldy to many, and there are reasons for that perception.
It’s collected from a variety of public and private sources — as well as internal and external means — so it takes focus and dedication to curate and manage it. But effectively analyzing this data can provide you with the tools for success.
Perhaps one of the better-known examples of this practice can be found in the Oakland Athletics baseball team. General Manager Billy Beane hired “quants” to analyze the performance of potential recruits. The data was so powerful that it turned the team into a winner, as described in the book and movie Moneyball, but this method certainly isn’t limited to the baseball field. Read more…
HR professionals everywhere have been eager in recent years to find innovative new ways that technology can improve what they do in human capital management.
Whether it’s managing the daily grind of payroll and benefits or devising more comprehensive workforce plans, there are no doubt plenty of ways that more mobile and cloud-based platforms can make a difference.
Of course, it shouldn’t just be HR offices benefiting from the rise of modern technology. Read more…
There is a lot to report from the recent HR Technology Conference in Las Vegas, and I’ll start with the category “Scariest in Show” — and the winner is Gild.
Gild Source is, on the surface, just a really good tool for finding software developers. It scours the web for information about passive candidates and presents it to recruiters in a useful way.
What makes Gild special is that it uses algorithms to assess the programmer’s expertise, the likely demand for someone with those skills, their social media footprint and their likely availability. Gild is not just finding people, or finding data about people, it is making sense of that data. Read more…
Project management allows companies to oversee and forecast completion dates for each phase a project or initiative so they end on time, within budget, and within scale.
Using project management methods and tools, it’s possible to:
- Identify failing aspects of a project;
- Track and manage progress;
- Visualize allocated time and resources. Read more…
Recently I was talking to The Gap about their innovations in performance management.
They are working hard so that performance management really is about helping people perform better, based on research around the importance of a growth mindset. It’s a big shift from focusing on the appraisal/review stage of the process.
I mentioned this shift in focus to Connie Costigan, Director Marketing Communications at Halogen Software. She said that this kind of shift would not be a problem for them; a modern performance management module has all the tools needed to reform how the process is done. Even if you never do appraisals, the software stills supports the broader goal of helping people perform better. Read more…