CEO’s Corner: Charlene Li on Technology and Employee Experience

Charlene Li

In the end of June 2017 CEO’s Corner post put a spotlight on Charlene Li, Principal Analyst at Altimeter (a Prophet Company) and keynote at this year’s HR TechXpo. Li supports leaders to thrive with disruption, primarily focusing on creating business strategies and developing leadership around digital, social, and emerging technologies. An analyst since 1999, and having seen business, society, and the world undergo seismic changes over the last 18 years, she’s driven to create research and thought leadership that helps to bring greater clarity and inspire audacious actions.

The interview is hosted by Greg Mortona corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

Q: You talk about the seismic changes that have recently occurred in the workplace. Besides the obvious impacts of technology, virtual work, and social media, what’s a change you are observing that most people are underestimating? 

A: One of the biggest overlooked opportunities is thinking about the employee experience, as opposed to employee engagement. Employee experience is when you look at a situation through the eyes of the employee, and focus on how the day-to-day experience creates a deeper relationship between the organization and employees. This is a significant shift for HR who must shift from managing transactions (recruiting, hiring, evaluations) and risk mitigation (training and compliance) to nurturing relationships. Technologies makes this easier but it’s only when technology fades into the background, and the relationship work comes forward, that the experience becomes a differentiator to the employee.

Q: What is the biggest takeaway you hope readers get from The Engaged Leader?[i]

A: Relationships form the foundation for leadership and I hope that by reading the book, people understand that digital channels must be part of the repertoire of skills leaders use to develop relationships. My hope is that readers are inspired to hit the pause button on their busy day and take a few minutes to reflect on how they need to be better engaged — even if it means simply listening to the people crucial to the achievement of their goals.

Q: We’re getting ready for our 2nd Annual HR TechXpo which last year was quite an exciting event showcasing the intersection of HR and Technology. You have talked to hundreds of providers, so are probably not easily wowed. What are one or two technological features you have seen in HR solutions that have knocked your socks off?

A: I’m excited to see SaaS-based strategy planning and execution tools getting traction in the market from companies like StrategyBlocks and Cascade. The software makes explicit and transparent the strategic plan of the organization, so that everyone across the organization is connected to the strategy. This means it’s clear how what you do every day impacts the long term strategy. It takes the idea of “connected workforce” and gives it a direction and objective, where the purpose of the connection is a strategic objective. This is exciting for HR because it ties together HR functions (workforce management, performance evaluation) and ties it directly to strategy and business outcomes.

You can find Charlene Li on LinkedIn and on Twitter.

You can find Greg Morton on LinkedIn or on Twitter.

[i] Charlene Li. The Engaged Leader: A Strategy for Your Digital Transformation – Wharton Digital Press, 2015

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2nd Annual HR TechXpo will take place on August 25, 2017 in Hilton Union Square, San Francisco.

The HR Tech Weekly® readers get a free registration! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register.

Please use #HRTechXpo to share the news about this exciting event showcasing the intersection of HR and Technology.

If you’d like to comment or have further questions for Charlene Li or Greg Morton, you are welcome to leave your reply here or post on social media adding #CEOCorner.


Source: CEO’s Corner: Charlene Li on Technology and Employee Experience

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AI – The Present in the Making

AI – The Present in the Making

I attended the Huawei European Innovation Day recently, and was enthralled by how the new technology is giving rise to industrial revolutions. These revolutions are what will eventually unlock the development potential around the world. It is important to leverage the emerging technologies, since they are the resources which will lead us to innovation and progress. Huawei is innovative in its partnerships and collaboration to define the future, and the event was a huge success.

For many people, the concept of Artificial Intelligence (AI) is a thing of the future. It is the technology that has yet to be introduced. But Professor Jon Oberlander disagrees. He was quick to point out that AI is not in the future, it is now in the making. He began by mentioning Alexa, Amazon’s star product. It’s an artificial intelligent personal assistant, which was made popular by Amazon Echo devices. With a plethora of functions, Alexa quickly gained much popularity and fame. It is used for home automation, music streaming, sports updates, messaging and email, and even to order food.

With all these skills, Alexa is still in the stages of being updated as more features and functions are added to the already long list. This innovation has certainly changed the perspective of AI being a technology of the future. Al is the past, the present, and the future.

Valkyrie is another example of how AI exists in the present. There are only a handful of these in the world, and one of them is owned by NASA. They are a platform for establishing human-robot interaction, and were built in 2013 by a Johnson Space Center (JSC) Engineering directorate. This humanoid robot is designed to be able to work in damaged and degraded environments.

The previous two were a bit too obvious. Let’s take it a notch higher.

The next thing on Professor Jon Oberlander’s list was labeling images on search engines. For example, if we searched for an image of a dog, the search engine is going to show all the images that contain a dog, even if it’s not a focal point. The connected component labeling is used in computer vision, and is another great example of how AI is developing in present times.

Over the years, machine translation has also gained popularity as numerous people around the world rely on these translators. Over the past year, there has been a massive leap forward in the quality of machine translations. There has definitely been a dramatic increase in the quality as algorithms are revised and new technology is incorporated to enhance the service.

To start with a guess, and end up close to the truth. That’s the basic ideology behind Bayes Rule, a law of conditional probability.

But how did we get here? All these great inventions and innovations have played a major role in making AI a possibility in the present. And these four steps led us to this technological triumph;

  • Starting
  • Coding
  • Learning
  • Networking

Now that we are here, where would this path take us? It has been a great journey so far, and it’s bound to get more exciting in the future. The only way we can eventually end up fulfilling our goals is through;

  • Application
  • Specialization
  • Hybridization
  • Explanation

With extensive learning systems, it has become imperative to devise fast changing technologies, which will in turn facilitate the spread of AI across the world. With technologies such as deep fine-grained classifier and the Internet of Things, AI is readily gaining coverage. And this is all due to Thomas Bayes, who laid the foundations of intellectual technology.

If you would like to read more from Ronald van Loon on the possibilities of AI, please click Follow and connect with him on LinkedIn and Twitter.


Source: AI – The Present in the Making | Ronald van Loon | Pulse | LinkedIn

Is HR Responsible for Web Security? | Featured Image

Is HR Responsible for Web Security?

Is HR Responsible for Web Security? | Image 1

It is safe to say that cybersecurity should be among a business’s top priorities. While malware like WannaCry spreads around the globe, ruining company after company, small and large businesses alike should be focused on strengthening their digital defenses and building a workplace culture focused on security. Undoubtedly, most HR professionals will wholeheartedly agree with this sentiment – but many won’t lift a finger to address gaps in their employers’ cybersecurity.

There are often concerns over who should build and maintain cybersecurity within a business. On one hand, security software is installed on tech devices, which belong in IT’s wheelhouse. Then again, a security breach affects customer relations, so perhaps the customer service department should ensure every device is protected. However, the truth is that HR should take the bulk of the responsibility for keeping a business safe. Here’s why.

HR Protects the Business and Its People

Through incentivization efforts, behavior-monitoring, policy-setting, management of resources, and more, HR departments work to reinforce the integrity of the business’s foundation: its people. Furthermore, HR provides support for the business, its employees, and ultimately its customers, assisting in the achievement of personal and organizational goals that benefit everyone. Because security should be a primary goal for modern businesses, web security measures should be a top concern for HR departments, too.

When a cyberattack is successful, it isn’t just the faceless company that suffers. Often, employee private information, perhaps including payment data, is leaked as well as business-related financial information. Conversely, a business’s tech assets are hardly imperiled by hackers, who are rarely interested in destroying software or able to impact hardware, so the IT department has little to fear from cyberattack. Because HR serves the business and its employees, who are most threatened by cyber-dangers, HR should work to ensure such data is well-protected by comprehensive web security software.

Is HR Responsible for Web Security? | Image 2

HR Influences Corporate Culture

Yet, effective security software is just one piece of the cyber-protection puzzle. Security experts assert that more often than not, a business’s employees are responsible for data breaches and successful cyberattacks. After all, it is the employees who visit questionable websites, who open shady emails, who click suspicious links, and who fail to install timely updates. Because HR is responsible for employee behavior, HR professionals should actively work against these unhealthy and insecure practices by influencing the culture of the workplace.

HR already has a massive impact on corporate culture. Recruiting efforts can target certain personalities, which form the foundation of a workplace culture. Additionally, HR designs policies and guidelines which shape how employees behave. HR departments should use this sway to establish a culture focused on security. Hiring security-minded workers, hosting regular security trainings, and instilling the idea that security is everyone’s job are ways to ensure employees are aware and alert to security.

HR Understands Compliance Rules

There are all sorts of laws and regulations outlining how businesses should behave, and HR should be familiar with all of them to keep the business safe from fines, litigation, and worse. Often, these rules concern payment minimums and structures, mandatory vacation time, and termination means and methods – but increasingly, the government is turning its attention to online behavior. Already, seven major industries have compliance obligations for digital data. Because HR professionals are already well-versed in adhering to compliance rules, it is hardly a stretch for them to understand burgeoning security regulations. Instead of trying to manage compliance and action in different departments, businesses can streamline the process by giving HR total control over web security efforts.

HR Relies on Technology

These days, every aspect of a business relies on technology – including the HR department. HR professionals use all sorts of digital tools to manage their workforces, from payroll platforms to internal messaging services to online recruitment processes. Should a business’s network be compromised by cyberattack, HR will be as unable to complete their tasks as any other department. If for no other reason than this, HR should be concerned about internet security.

Security failures are bad for business, but they are particularly bad for HR. Because HR departments’ goals align with those of security efforts – and because HR professionals are already well-equipped to handle the intricacies of cybersecurity – HR should be responsible for a business’s web security.

About the Author:

Tiffany Rowe

Tiffany Rowe is a leader in marketing authority, she assists Seek Visibility and our clients in contributing resourceful content throughout the web. Tiffany prides herself in her ability to create and provide high quality content that audiences find valuable. She also enjoys connecting with other bloggers and collaborating for exclusive content in various niches. With many years of experience, Tiffany has found herself more passionate than ever to continue developing content and relationship across multiple platforms and audiences.


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Quality Over Quantity: It’s Time to Hire Better | Featured Image

Quality Over Quantity: It’s Time to Hire Better

Quality Over Quantity: It’s Time to Hire Better | Main Image

These days, there is rarely a technology that can’t be mimicked, a service that can’t be purchased, or a system that isn’t for rent. Big organizations mostly use essentially the same services from Microsoft Office to ATS databases. With so much homogeny, what separates successful companies from the rest? The people are the secret sauce. Even with proprietary software or patent-protected techniques, no company can truly thrive without one extremely important element: effective and creative teams.

Despite all our technological advancements, it’s humans who truly make the difference at an organization. In our 21s t century reality – where technology is ubiquitous – talent acquisition professionals become one of the most important departments at a company, because they are responsible for the most important competitive asset: new hires.

Unfortunately, we don’t always realize how important our talent acquisition processes are. In fact, many companies remain focused on the wrong metrics, concentrating on hiring quickly, rather than zeroing in on finding the right candidate.

Some organizations are already making the shift. Where most recruiters are encouraged to fill roles as quickly as possible, forward-thinking organizations are focused on quality, tasking their recruiters to fill the roles with the best possible candidate.

What caused this shift? That’s easy – organizations are realizing that emphasizing speed in hiring sacrifices quality. And filling a role quickly with the wrong person is extremely costly to an organization.

For the organizations not yet making the shift and slower to realize they are doing it wrong, it’s not all bad news. The fact is, best practices around making hiring decisions have been understood by academics for years. And they are not that difficult to implement. There are new and exciting talent-acquisition tools that are enabling companies to reform their practices and overhaul processes to create something much better.

With artificial intelligence (AI) capabilities, technology can play an important role from the get go . For example, it can help someone write a better job description. This first step in the hiring process would then invite a diverse pool of candidates with capabilities that match companies’ needs. Cloud and mobile computing solutions facilitate better communication between recruiters and hiring managers. Nudge technology and access to data allows decision-makers to move away from hiring based purely on gut-decisions and shift to data-driven choices.

Research has identified five hiring best practices that span the talent acquisition process – from writing targeted job descriptions that invite the best candidates to blind resume reviews to conducting structured interviews. These best practices make hiring more effective and yield stronger teams, happier employees, and improve the candidate experience, which reflects on the company at every step. The talent acquisition industry has technology that can facilitate all of these strategies and transform hiring systems to be both more effective and more equitable. What we need now is a change of mindset.

As an industry, let’s forget the incomplete idea that talent acquisition is only about filling an open position. It’s about strategically finding creative and effective team members that fit the company culture and will drive the business forward. As new markets emerge, and old sectors are rapidly transformed, it’s the employees, the human element, who contribute to a company’s success and it’s competitive differentiation.

Instead of pressuring talent acquisition professionals to be faster, or to collect more resumes, true improvement will come from creating processes that prioritize hiring best practices and finding the right hire. This change in focus from the fast hire to the right hire will succeed only if it is organization-wide and reinforced at every level, from senior leadership team and executive suite to the hiring manager and recruiters.

The data is there: the hiring process is broken. We have the tools and the strategies to change. It’s time to start changing our priorities and focusing on the metrics that really matter. It’s time to hire better.

About the Author:

Laura Mather, Founder and CEO, Talent Sonar

Laura Mather, CEO and Founder of Talent Sonar, is an expert on hiring, AI, and the future of work. Her innovative technology, Talent Sonar, is the only comprehensive hiring platform to improve hiring at every step from incorporating values into the hiring process to conducting blind resume review and structured interviewing. She was honored as one of Fast Company’s Most Creative People in Business and as one of Fortune’s Most Powerful Women Entrepreneurs. She is a featured speaker at Fortune’s Most Powerful Women Next Generation Summit, HR West, and Ad Week, among others.


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10 Things You Need to Know About Digital Transformation | Featured Image

10 Things You Need to Know About Digital Transformation

Digital Transfomration

Digital transformation isn’t just a phase or a buzzword. Business leaders are now fast waking up to the important role technology is set to play in their growth strategies, with the latest report from Gartner showing a rise in the number of CEOs ranking IT as a priority – “The IT-related area rose from 19% mentioning it as a priority for 2016/2017 to 31% in 2017/2018.”[i] The recent explosion of connected devices and platforms, for example, has made it imperative for companies to quickly adapt their products, services and processes, and move towards the digital world. This, naturally, requires transformation of some kind.

However, the reality is that digital transformation will require some tough choices to ensure your business isn’t dragged along or left behind. But we all know that change is not easy. You might be thinking how do you start transforming? Does it have to cost lots of money? Or perhaps you’re experiencing resistance to change. What’s the problem with doing things the ‘old’ way anyway? Here are ten considerations that that will help companies on their digital transformation journey.

Digital transformation will change your business, but focussing on the right level of change is key

New digital technologies should be seen as an enabler for better, more seamless and streamlined business operations that make your business competitive – driving growth. Focusing on where digital transformation can deliver the most benefits and add the most value in your quest for growth should be where you begin the change process.

Technology investment is crucial to growth but just because the technology is new, doesn’t mean it’s right for you

Sometimes less is more. The right use of technology can radically improve your business, but the deployment of technology for technology’s sake can be self-defeating. Being open to the transformative impact of new technologies is the most important consideration for companies around the world.

Consider where your company is on its digital transformation journey

Growing your technology platform doesn’t necessarily mean your business will grow too. Sometimes it’s better to have fewer solutions than more, but it can be challenging for business managers to keep on top of the latest tech trends and new solutions being launched in the market.

Many competing technologies profess to drive digital transformation, however, the utility of solutions depend on the stage your company is at in the transformation journey. From mobile sales and field services, to wireless sales counters and warehouses, to advanced inventory management – different solutions provide new ways to reduce costs, improve the customer experience, and improve the bottom line.

Not everyone in your company will feel comfortable with digital transformation

Society and technology are changing more quickly than most companies can adapt. From enterprise resource planning (ERP) to cloud computing, new tools, platforms, and channels are creating unprecedented opportunities to connect with customers and improve internal processes—but only for the businesses agile enough to transform and adapt to these new digital realities.

Even so, there’s no single roadmap for digital transformation and the path is different for every company and industry. However, there must be attempts to get employee buy-in from the start. This requires a commitment to digital technology from the boardroom to all levels of staff. You should have leaders with the right mind-set and motivation to lead the digital transformation process.

It’s no good having data if you don’t know what it means

Firms that undergo a true digital transformation programme put data and information at the heart of their technology focused business models. Many are shocked to see just how much information they had but were not utilising properly. The new data landscape provides you with unique opportunities to turn data into insights – the fuel for any digital transformation journey – with real-time updates providing opportunities for better business decision making.

In fact, Forrester Research has found that more than 70% of decision-makers report planned or current initiatives to encourage more data-driven decisions, making unlocking the value of integrated business data critical to success in today’s modern distribution marketplace.

Digital transformation won’t grow your profits overnight – embrace change as part of a wider growth strategy with measurable goals

Change is a constant in today’s dynamic marketplace, but it’s important to be realistic about what you can achieve in a short time. A recent survey we sponsored, highlighted how high-growth companies embrace change. Seventy-six per cent of high-growth companies prefer constant innovation to business stability, while only 49% of low-growth companies do so. In an age where innovation is driven by rising customer expectations, growing companies have distinct short-term goals that embrace innovation and business change as part of a wider transformation journey for growth.

Digital transformation should make your business more adaptable but it won’t make you immune to competition

It has never been more important for business leaders to carry the torch for digital transformation, but the most important factor is making sure digital potential is translated into competitive advantage. This requires top executives to champion the deployment of flexible, digital technologies that change the way they engage with their customers.

As Gartner rightly states, “technology shapes business strategy, but market, political and financial factors prevail.”[ii] Nevertheless, embracing the right technology brings people together, allows businesses to land and expand into new geographic locations with minimum resources, and makes the product development lifecycle more responsive to consumer demand than ever before. 

It takes more than just digital technology to encourage collaboration across departments and divisions

To begin digital transformation, you need to look at your business from the inside out – consider the tools and systems you use, what works well, what doesn’t and ways these can be improved. But when technology is heralded above all else, there becomes an even greater disconnect between employees and the challenges that their business is trying to solve.

There might be isolated investments that are doing very well, but they’re still isolated. New solutions must be an enabler aligned with a bigger mission – to evolve internal processes, structure and culture, or to match the evolution in customers’ behaviour. Consider how you communicate both internally and externally, the strengths and weaknesses of your staff and if their skills are fit for purpose. Do you need staff with more digital skills and will you need to recruit them throughout the process?

Your customers don’t think about your digital transformation, but they do expect it to happen

The digital trends that are impacting every part of business operations will not slow down, and it’s the same playing field for all of your competitors, and every start-up that’s gunning for a piece of your world. Your customers expect that you are embracing digital transformation because they are doing so, and they need you to join them on the journey. 

You can talk the talk, but make sure you walk the walk

To make digital transformation happen, high-growth companies don’t just pay lip service to ideas such as new technology and innovation – they back them up with investment. The growth survey we did, found that in the coming year, 88% of high-growth companies are planning significant investments in technology and innovation, while only 49% of slow-growth companies are doing so.

Digital transformation is different for every business. While some manufacturers will have more challenges than others, and while some will also embrace more technologies than others, being aware of the ten considerations above will be helpful to every business that is embarking – or has already embarked on – this journey.

[i] Gartner, 2017 CEO Survey: CIOs Must Scale Up Digital Business (March 2017)

[ii] Gartner, 2017 CEO Survey: CIOs Must Scale Up Digital Business (March 2017)

About the Author:

Sabby Gill, EVP, Epicor Software

Sabby Gill brings more than 20 years of international sales, operations and enterprise software industry experience to Epicor. In the role of executive vice president (EVP), International, Gill is responsible for operations including sales, professional services, and field marketing, with a focus on accelerating company growth throughout Europe, Middle East & Africa (EMEA) and Asia Pacific (APAC).

Prior to Epicor, Gill was senior vice president of International Sales for IGT, a gaming technology company. He has also held executive management roles with leading technology companies including HP, CA Technologies, Oracle, PeopleSoft (acquired by Oracle), and DEC.


If you want to share this article the reference to Sabby Gill and The HR Tech Weekly® blog is obligatory.

Robots Are Taking Over Human Resources

Robots Are Taking Over Human Resources – NCHRA TechXpo Pushing Technology Envelope for Industry

HireMojo LogoSan Francisco, CA, August 11, 2017HireMojo, Inc., the Hiring Automation Platform (TM), announced the unveiling of it’s latest hiring “robot” at the Northern California Human Resources Association (NCHRA) HR TechXpo on August 25, 2017. With this invitation, the NCHRA event demonstrates leadership at the intersection of Human Resources (HR) and technology.

Beyond simple automation, complete functions are being transformed with Robotic Process Automation (RPA). According to a recent PWC Research Report, robots will replace up to 38% of U.S. jobs by 2030. Until now, HR functions have been largely insulated from this wave of technology. The introduction of HireMojo’s robot, which makes it possible for nearly anyone to find candidates and fill jobs without needing industry specific knowledge or resources, sets the NCHRA August event apart.

“We are delighted to see the NCHRA lead the way for technology innovation among HR leaders across the country.” said John Younger, HireMojo’s CEO. “Advancing the balance between human and machine actually makes the entire hiring process more intimate, scalable and effective. We applaud the NCHRA for their efforts to pull HireMojo and others together. ”

“By bringing together some of the most transformative technologies for the HR industry, our goal is to help attendees learn to incorporate these advances into their departments.” emphasized Greg Morton, CEO of NCHRA. “HireMojo’s process automation is a good example of a technology most thought was not possible in the recruiting and hiring function, yet it’s here and it works.”

About HireMojo:

HireMojo (http://www.hiremojo.com) develops a subscription-based automation software for the recruiting and hiring function. Based on the data from filling tens of thousands of jobs with millions of applicants, it’s Hiring Automation Platform (TM) incorporates a constellation of resources and performs many of the routine activities needed to make hiring predictable, fast and easy.

About NCHRA:

The Northern California HR Association, one of the nation’s largest HR associations, has been advancing organizations through human resources since 1960. Delivering nearly 200 programs annually, the association is dedicated to connecting human resources professionals with practice resources, leading California-specific training, legal and legislative developments, quality service providers, and each other–forming career-long networks and partnerships.

Contact: Laurie Pehar Borsh
lauriepeharborsh@lpbpr.com
800.915.2151 x706


The HR Tech Weekly readers get a free registration to HR TechXpo in SF on August 25th! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register

Employee Experience & 3 More Reasons Why the Future Requires HR

Employee Experience & 3 More Reasons Why the Future Requires HR

HR

HR departments are the last thing fast growing companies pay attention to. In the race to become lean hypergrowth machines, many executives in the tech industry see HR simply as a nice to have, if not a symbol of the corporate culture they want to avoid. While it’s become common to start off without an HR department, now we’re seeing fast growing companies reach past the 50 person mark without any formal HR in sight.

With the onslaught of HR tech tools many companies are opting instead to buy solutions that will take care of everything from recruitment & onboarding to payroll and L&D. This is not only a trend affecting startups, bigger companies are now beginning to use HR tools to decentralize many processes placing them into the hands of managers and even the users themselves.

Unfortunately, HR has been relegated to the equivalent of the office hall monitor for way too long. Is this the end of the HR profession? Are we moving towards an age when HR can be completely replaced by tech?

What Tools Can Do:

People want choices. They want to be able to have some sort of control over the processes that affect them and not have to deal with paperwork or waiting. In this fast moving digital age there is an app for everything, including traditional HR functions such as: recruitment, onboarding, payroll, perks and vacation tracking, performance management and L&D. Self-service is becoming a trend, not only in our personal lives but also in the workplace.

Is HR Still Needed?

The answer is, more than ever. The millennial workforce is much more demanding than any other generation. What’s more, they’re much less likely to stick around if their demands aren’t met. A recent article by Gallup demonstrated that millennials are the generation that’s least engaged in the workplace and most likely to switch jobs, with six in ten saying they would be open to new job opportunities. Today with new tech tools that help your competitors recruit, even passive candidates, there’s no time to lose.

This means that employers need to create a more hands on unique experience to keep young talent engaged starting the day they come in the door. This includes curating and integrating tools into customized processes to make them more efficient, employee focused and reflect a company’s unique employer brand. Ultimately, tech tools are facilitators, not solutions. It’s now HR’s job to design a new type of organization that caters to the needs of its employees. Here are four ways the role of HR will change due to the rise of HR tech:

Creating the Employee Experience

Creating the ultimate employee experience has been recognized in Deloitte’s Human Capital Trends Report for the past few years as the key to attracting, retaining and engaging talent. No employee experience program should be the same. To not only attract talent but to attract the right talent, it’s essential to create a unique employer brand. With the rise of websites like Glassdoor, the more time HR spends creating a great experience for current employees, the more likely they’ll become brand ambassadors for the company.

Likewise, your people are different, give them options… but not too many. One of the most important roles Deloitte foresaw in its 2016 report was the need for HR to become a curator for this overly connected generation. With so many options for eLearning tools, communication channels and perks available, sometimes what this generation needs is a guide who can select and whittle down the vast array of distractions and choices presented on a daily basis.

While traditional HR functions may be moving more towards user oriented self-service, it’s HR’s job to choose tools that meet their people’s needs and work best within the organizational framework they’ve designed.

Organizational Architect

Another key aspect of creating the ultimate employee experience is to reinvent and rehabilitate decades old processes that employees distrust or even hate. Performance appraisals are one such process that have often gotten a bad rap. In traditional stack ranking style, they were unabashedly used to decide who would stay and who would be shown the door.

Today many HR departments are starting the process of rehabilitating performance management by getting rid of or reinventing the process to make it more focused on employee growth and development. Cementing the change they’re replacing reviews with employee driven feedback interactions, more frequent coaching conversations and even the opportunity to give upward feedback – a major departure from the so called ‘rank and yank’ system.

Culture

Each company has its own unique culture, whether it reflects what executives envisioned is another question. It’s not necessarily the job of HR to create their company’s culture but to take its values and mission and infuse them throughout all processes within the organization. A company’s core values are often described as its moral compass. As many recent cases show, this should not be taken lightly.

After fast growing tech company Zenefits was charged with taking short cuts on online broker license certifications they came out with a statement announcing that, “Zenefits now is focused on developing business practices that will ensure compliance with all regulatory requirements, and making certain that Zenefits operates with integrity as its No. 1 value.”

However, what must be remembered is that words and reality can be two different things. Your top leadership can profess a company’s values but you need a constant reinforcement of those values at every level of the organization to ensure they’ll really be followed. As the architect behind all people processes, putting HR in charge of strengthening and infusing values (with full support from top leadership) is the best way to ensure they’re fully integrated into your culture.

Translating People Data

Employee experience is not something that can be designed and put in place for life. Just like companies that aren’t constantly innovating their product, those which are not innovating their employee experience will lose out in the talent market. That’s why HR must create an always on engagement culture by frequently measuring and analyzing. People data can tell you when engagement levels are low but it can’t tell you what the root of the problem is. This is where HR must learn to identify the triggers through processes like employee journey mapping and then effectively communicate to executives the changes which need to be made through storytelling.

Conclusion

The great thing about the rise of HR tech is that it takes away more of the administrative tasks HR has had to deal with in the past and leaves professionals with more time to transform their organizations into great places to work. The challenge HR will face is adopting a new way of thinking about their profession and arming themselves with the tools they’ll need to bring their department and company forward in the future. For more info join our free employee experience email course.


If you want to share this article the reference to Steffen Maier and The HR Tech Weekly® is obligatory.

Artificial Intelligence

Trends Shaping Machine Learning in 2017

Technologies in the field of data science are progressing at an exponential rate. The introduction of Machine Learning has revolutionized the world of data science by enabling computers to classify and comprehend large data sets. Another important innovation which has changed the paradigm of the world of the tech world is Artificial Intelligence (AI). The two technological concepts, Machine Learning and Artificial Intelligence, are often used as interchangeable terms. However, it is important to understand that both technologies supplement each other and are essentially different in terms of their core functions.

It is often predicted by technology enthusiasts and social scientists that human beings in the workforce will soon be replaced by self-learning robots. It is yet to be seen whether there lies any truth in these predictions or not but for 2017, the following trends have been prominent in the development of Machine Learning.

Giant companies will develop Machine Learning based Artificial Intelligence systems

In 2016, we saw many prominent developments in the domain of Machine Learning, and numerous artificial intelligence applications found a way to our phone screens and caught our attention. In the previous year, companies just touched the tip of the iceberg and in 2017, we will continue to see more developments in the field of machine learning. Big names such as Amazon, Google, Facebook and IBM are already fighting a development war. Google and Amazon launched successful apps, which include Amazon Echo and Google Home, at the beginning of the year, and we have yet to see what these tech giants have in stores for their customers.

Algorithm Economy will be on the Rise

Businesses greatly value data to take the appropriate actions, whether it is to understand the consumer demand or comprehend a company’s financial standing. However, it is not the data alone they should value because without an appropriate algorithm, that data is worth nothing. Peter Sondergaard, Senior Vice President of Gartner Research, says that, “Data is inherently dumb and the real value lies in the algorithms which deduce meaningful results from a cluster of meaningless data”.

Algorithm Economy has taken center stage for the past couple of years, and the trend is expected to follow as we expect to see further developments in machine learning tools. The use of algorithm economy will distinguish small players from the market dominators in 2017. Small businesses that have just entered the transitional phase of embedding machine learning processes in their business models will be using canned algorithms in tools such as BI, CRM and predictive analysis. On the contrary, large enterprises will use proprietary ML algorithms.

Expect more Interaction between Machine and Humans

Google Home and Amazon Echo received an exceedingly positive response from the audience which made it evident that consumers perceive human-machine interaction positively. Innovative technologies embedded with machine learning processes prove to be helpful under various circumstances; for example, helping people with eyesight issues to navigate. But will they completely replace human-human interaction? Maybe 25 years down the road, but we do not see that happening anytime soon. Machine learning has made it increasingly possible for machines to learn new skills, such as to sort, analyze and comprehend. But nevertheless, there are certain limitations to it. Automated cars have frequently been tested, and even with modified algorithms and advanced technologies, the chance of an error is still present. This example alone is enough to convince that machines will not completely replace humans, at least not anytime soon.

Conclusion

Machine Learning and Artificial Intelligence is a promising field with much potential for growth. We have seen some recent developments in the sector which, not long ago, people believed were not possible. Therefore, we cannot give a definite verdict regarding the industry’s potential for growth. However for now, intelligent machines are only capable of handling the repetitive tasks and can follow a predetermined pattern. It lacks the skill to figure out things which are out of the ordinary, and we still require human intervention for keeping the chaos at bay in such situations.

Ronald van Loon is Advisory Board Member and Big Data & Analytics course advisor for Simplilearn. He will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.

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This article was originally posted on SimpliLearn

Source: Trends Shaping Machine Learning in 2017 | Ronald van Loon | Pulse | LinkedIn

Give Your HR Department a Boost with SMS Texting

Give Your HR Department a Boost with SMS Texting

Insert Your Design Here

When you implement SMS texting for HR departments, you will see how powerful this tool is for recruiting and training. With the ability to reach employees and potential recruits in an instant, text messaging has many useful applications. In a competitive business world, you need to give your HR department an edge when it comes to finding the best employees for your agency. Through the use of automated SMS, the process of recruitment will be revolutionized.

Send Updated Information to Jobseekers

Keywords are the best way to advertise jobs within your company on job boards. This gives you permission to send marketing texts to those that have signed up by keyword to learn more about the jobs you have advertised. Whenever there is a new position, you can send out a text to those people already want to work for you. When you have new information to share or a job that just opened up, a quick text to potential employees can help you fill the void faster.

Collect Information Through Text Messaging

Embedded links are simple to send through text messaging. Once a candidate is interested in a job, you can send out a link so that you can get the information you need to process their application further. This process can be automated, which will reduce the amount of time your HR employees have to spend on collecting applications and ensuring they are complete. Your HR department can focus on less tedious tasks, and the process of gathering applications will be streamlined.

Set Up New Employees for Work

Once you hire an employee, getting them ready to work on their first day takes some paperwork. You can get your employee setup to work by utilizing SMS texting to share information. You can even send out an offer for a job through texting, or you can ask for additional paperwork to be filled out. When you have employees who will need computer access, a phone line and email set up, this can all be done ahead of time and you can inform them through text messaging.

Organize Interviews, Meetings or Trainings Through Text Messaging

When you use text messaging to contact a potential employee for an interview, it can become much easier to schedule. If you have a large group of people you need to gather together for an important meeting, a quick text message to attendees can simplify scheduling. When employees have to attend a necessary training, a quick reminder text to let your staff know the training is about to begin can ensure that your staff are properly trained. For scheduling and reminder purposes, SMS texting is an essential tool to streamline communication within your company.

SMS Texting to Communicate with Everyone in the Company

It’s easy to reach your employees when you implement SMS texting for your company. Most of your employees will have a cell phone that can receive texts, and most text messages are read within three minutes. Whether you have a weather emergency and you need to close, or there is a security risk on the property, you’ll be able to reach your employees right away through text messaging.

Text messaging allows your HR department to have an edge when it comes to recruitment and communication. Through SMS texting, you will be able to provide information to new recruits, and make sure that all necessary employees are reminded of training. To streamline communication, SMS texting is the key.

About the Author:

Ken Rhie, CEO of Trumpia

Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.


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The Best Technology To Help Overcome HR Management Problems

The Best Technology To Help Overcome HR Management Problems

In this increasingly digital age, technology is apparent in just about every industry, none more so than Human Resources, or HR. Team and data management is one area that is well serviced by some of that new tech and could help make your HR problems a thing of the past.

Whether you’re an old hand at HR management or a new starter, there’s a whole host of software, hardware and programs designed to help you overcome problems, so you can manage your new project smoothly. Because we’re supporters of all the great tech that’s out there – new and not-so-new – here’s a top 5 of free-to-use team, data and project management tools, perfect for any HR department.

Wrike

While micromanaging can be offputting for a new team of staff, Wrike’s software means your HR team or manager, can see what everyone has done and what they’re working on, all on a single platform. Although you have to pay for the more advanced options that are available, the free version is great starting point and gives you a lot of useful tools. It integrates with third-party programs and, while it’s easy to see what everyone is doing, with regards to any project or regular work, there are handy privacy settings and options, too.

Gantt Project

A flexible and well-appointed app, Gantt Project is a tool that works for HR managers and teams across numerous industries. No aspect of it falls behind a paywall and there are some useful small details – such as the ability to insert milestones or add dependency constraints for moving forward – which can be helpful when creating staff reports and managing development. It can seem a little complex at times, but, there’s a lot of ability here that will help you overcome any previous problems you’ve experienced in monitoring staff anmd keeping on top of thier achievments.

Bitrix 24

If you keep your user count to 12 or under, then this program will remain free, making it the ideal team, data or project management solution for small businesses. This app allows your entire team to communicate easily regardless of their location. And, it comes with free cloud storage too. There are some more useful details in this project management suite of tools, but you might have to pay to access the best of them. It will likely be worth it, though.

Harvest

The world of HR has numerous challenges, no matter which industry you’re working in. That’s why Harvest is a great option for many professionals. It provides an easy-to-use interface that incorporates:

  • Time-tracking.
  • Report creation.
  • Invoicing.
  • Expenses tracking.
  • Is available on mobile, laptop and tablet.

An intuitive tool that makes it easier to keep on top of everything that’s going on, no matter where you are.

Trello

Now, this program has been around since 2011, so is probably familiar to many of you. However, that doesn’t make it any less of a great option for your HR team needs. This piece of tech has grown a lot over the past six years, incorporating multiple add-ins that increase its flexibility and make it useful for multiple industries and specific needs. The interface means it’s easy to see what’s going on at-a-glance, while the real-time updates make sure the whole HR team is always on the same page as the relevant company staff.

Tech Tools for Every HR Management Problem

Only five HR, team, data and project management technology tools have been discussed here, yet there are many more excellent options out there. It’s always helpful, though, to have the benefits of existing options pointed out. Not only does it help you identify what problems you foresee or are experiencing, but you can also see what might not be as relevant to your specific needs.

HR is an important and complex role, so don’t shy away from using some of the great tech that’s been designed to make it that little bit easier for you.

Written by Jackie Edwards, specially for The HR Tech Weekly®