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…
Most of the innovation we have seen in HR technology has been aimed at professional and managerial employees.
Take recruitment: the typical recruitment application asks a candidate to sit down at a PC and submit a resume. For someone looking for a job as a short-order cook, janitor or cashier, submitting a resume is overkill and presents a barrier to quickly filling the job.
Furthermore, many hourly workers do not have ready access to a PC. That’s another barrier to what should be a simple recruitment task. The recruitment tools that seem perfect for hiring professionals are awkward and ineffective for hiring hourly workers. Read more…
Second of two parts
No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? Read more…
IBM picked Fang from Majestyk as a winning app for the mobile application of Watson.
This caught my attention because Fang is an education app. It is aimed at young children, but to my way of thinking, it is not a big leap from educating young children to developing senior leaders.
The essence of what Watson does is match a natural language interface to a large set of data. This is what we saw in the Jeopardy! application of Watson. Fang’s interface is not a screen but a plush toy, and thanks to Watson, kids can ask “Why is the sky blue?” and get an answer. Read more…
Choosing a new HCM solution requires that an HR team go through several stages, including review of products, demos, sales and negotiations and, ultimately, once a solution is chosen, the implementation process.
It’s critical, however, that HR professionals never lose sight of the needs, desires, and capabilities of the myriad end-users in their organization — the people who will be accessing the tech solution on a daily basis.
During all stages, it’s important to remember that training, adoption, and ongoing usage are vital to the success of any project. While we in HR may be driven by a desire to link data to employee performance to business goals, we also need to evaluate our technology solutions through the eyes of our employees and managers. Read more…
I bumped into an interesting gentleman at a recent HR analytics conference: Peter Smit. He’s not an HR guy but he did say something of interest, he said he wanted to measure collaboration.
Collaboration is one of those soft and fluffy “HR things.” We’re all for it. It falls within our domain. We might even provide some training on it, but we’ve not gone much beyond vaguely feeling we should encourage it.
Collaboration got a boost from social communication software like Jive and Yammer which often bill themselves as “collaboration platforms.” This new level of investment in collaboration puts pressure on companies to think more clearly about what collaboration is and how to measure it. Read more…