HR Technology

HR News & Trends, HR Technology

A Growing Question: Just How Effective is Big Data in Hiring?

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Big data is transforming the information world at an alarming rate. It’s no surprise that the data being collected, sliced, sorted, and sold is being used to help businesses make better hiring decisions.

According to The New York Times, a growing number of entrepreneurs are applying big data to human resources and the search for talent, creating a field called workforce science. To quote technology writer Steve Lohr, “workforce science, in short, is what happens when big data meets HR.” Read more…

HR Technology

Tech Insights: It’s Time For HR to Get Ready for Single-Purpose Apps

HR Technology

Your HRIS is undoubtedly packed with more functions and options than you could ever master.

That is presumably a good thing, the tool can do what you need and more. So what do we make of an HR technology like FoKo  which does nothing more than share photos or EmpInfo which does nothing but take care of calls from third-parties wanting to verify employment and income?

Does it make sense to buy software that just does one thing? Read more…

HR News & Trends, HR Technology

How Automated Workforce Planning Can Free Managers For Strategic Tasks

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An organization’s most critical assets are its employees. No other bothers to argue against that point any more.

An organization’s workforce is also, however, its most expensive asset, and workforce management (the development of employees, retention of skilled talent, etc.) is consistently cited as one of the top issues facing organizations today.

In a recent Aberdeen report (Bottom Line Reasons For a Total Workforce Management Strategy), 60 percent of all organizations reported a need to improve workforce planning capabilities as a driver of their total workforce management efforts. Read more…

HR Technology

What Mid-Sized Firms Need to Consider When Shopping for HR Technology

Technology spending

A recent study of more than 200 companies by our friends at the Starr Conspiracy Intelligence Unit revealed that in the next 12 months, 57 percent of organizations plan to invest in an HR technology solution.

Companies with less than 1000 employees stated a higher need to invest in HR technology than larger counterparts (59 percent vs. 53 percent, respectively). This is not surprising because cloud technology makes it easier for smaller companies to access capabilities that a decade or two ago were only afforded to deep pocketed enterprises.

The benefits of cloud technology are overwhelming. Lower upfront costs and no future upgrade costs, shorter implementations leading to faster time to value, and less need for internal IT resources. Read more…

Global HR, HR Technology

Tech Insights: The Challenges When HR Technology Goes Global

HR Technology

Most HR tech companies are born local, and if successful, gradually become global.

Going global with HR technology can be surprisingly challenging. I remember working with software in South East Asia many years ago and running into issues such as Thai names too long for the name field, and Indonesian benefits plans that had far more elements than the software designers had ever envisaged.

I was pleased to see some companies that were designed to be global from the ground up. The UK-based Fairsail has built its strategy on being a HRIS for mid-sized global companies — a neat niche and undoubtedly a big one as you no longer need to be a large company to be a global one. Read more…

HR Technology

Tech Insights: How Technology Can Help Internships, Youth Employment

HR Technology

It’s a great tragedy that so many young people graduate from post-secondary education with no on-ramp to a career.

Many young people study law, teaching or medicine not because it is their calling but because those are the only programs with a clear line of sight to a job.

I’m wondering if HR Tech companies can help. Read more…

HR Technology

Technology Insights: The Challenging Reality of Managing Multiple Systems

HR Technology

HR people are always sharing technology horror stories such as, “we had 12 different applicant tracking systems” and “we couldn’t share data between our performance management and compensation systems.

These stories always lean towards a longing for standardizing around one vendor and buying full suites. So are we on our way to the nirvana of having one hulking ERP that does everything?

Based on what I see out there, probably not. However much HR may want to have as few systems as possible, there seem to be little devils that are multiplying systems as fast as we consolidate them. Read more…

HR Technology

Technology Insights: HR Tech That’s Not Really For HR

HR Technology

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…

HR Technology, Talent Management

Personal Interactions at Work: Is Technology Making Us Avoid Them?

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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…

HR Technology

Tech Insights: The Rising Tide of “Small” Employee or Business Apps

HR Technology

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…