With fifteen years of the 21st century now in the past, HR is poised to benefit from emerging technologies more than ever before. Innovations in the field of HR technology are likely to spawn a steady uptake in adoption rates in 2016 and beyond. Here are some tech trends making splashes this year.
You're an HR manager and you know that the right HR software can streamline your workload. This is important because it seems as if every year, new responsibilities are added onto the already full plate of the HR professional.
HR Cloud drew the attention of HR Tech attendees with the release of its new Engagement Platform. Hundreds of demos were conducted at the HR Cloud booth, and HR pros flocked to the Demo Hall to see HR Cloud’s presentation.
HR Cloud hosted a highly attended event for Bay Area tech companies on July 27, filling up an executive suite at the San Francisco Giants game. HR pros who attended got a look at HR Cloud’s new HR software, and as a bonus, celebrated the Giants’ 4-2 win over the Brewers.
One of the aims of any well-planned onboarding program is ensuring that new hires forge connections with existing employees. This paves the way for effective working relationships. It also, in a very human way, reinforces the company culture, as current employees will demonstrate the values, beliefs, and behaviors embedded within the organization. Here’s how you can make sure employees develop lasting connections when they start their new job.
Great news! As an HR pro you’ve presented your business case to company top dogs and got the go-ahead for a new HR technology solution. Or perhaps the CEO identified a business need and asked you to find an HR solution.
Is software about to eat HR? The question, raised in a LinkedIn forum, was in reference to to Marc Andreesen’s iconic comment, “Software is eating the world.”Andreessen said that not only are more and more businesses being run on software but entire industries are being disrupted by software. So what about human resources? Is software, and all the “disruption” it brings, about to swallow up HR?
HR Cloud announces the release of Company Directory, the latest addition to its suite of cloud apps. Company Directory, a true team-building app, gives employees a fun and easy way to store important information about colleagues, discover shared interests, and build relationships. Employees can display their profile picture, contact information, and share who they are. Team members can also use the employee search to easily find colleagues in the directory.
Nearly 3% of the US workforce telecommutes. That might not sound like much but telework grew a whopping 80% from 2005 to 2012. Whoa! As the number of telecommuting employees grows, how has that that affected your company culture?
As 2015 kicked off we were advised, via multiple sources, which HR trends to pay attention to during the year. So what’s on the horizon you ask? What have the pundits and prognosticators highlighted as HR trends? If you’ve had the time over the past month perhaps you’ve read a number of these predictions. If, however, you’re looking for a quick recap from what’s on the web and in the HR blogosphere, here are three main trends that have been discussed in multiple corners.
HR technology has improved significantly in the last several years, providing organizations with solutions that are designed to streamline HR processes and make teams more efficient by focusing on engagement and collaboration, all while improving the user experience. Think clean, simple, easy to use solutions that employees grade as an A+.
It seems that every other week we are bombarded by articles denouncing HR, predicting the demise of HR, or reminding us that HR is doomed. Sometimes the authors take that route because, let’s face it, it makes for an enticing headline and leads to lots of clicks. While I don’t believe that HR is heading towards full-out extinction, it IS time for a radical reimagining of what human resources stands for, which requires a transformation of the profession as well as the adoption of a new mindset by human resources practitioners.
Research has shown that companies are planning to greatly increase their HR technology investment in the coming year. The focus is shifting away from reducing cost and moving towards increased efficiency to which technology is key. This is likely why the 2014 HR Technology conference saw more expo hall visitors this year, searching for answers and engaging in discussions around their specific goals.
I recently read an article defining the term “behavioral IT” as outlined by IT professional, Prem Kamble. He defines behavioral IT as the “behavioral aspects of IT driven transitions, particularly the stage of implementation when there is maximum people involvement and also maximum impact due to behavior, traits and fears of people.” And he further points out:
The cloud is here and that is a good thing for HR professionals. The difficulty is that it forces HR to wade into a new technology—and that takes time. This white paper helps HR quickly get on track by exploring 10 reasons that are driving the decision to move HR processes onto the cloud.
HR Cloud’s new video about the benefits of its Onboard software has been nominated as Video of the Day by VOTD. You can help make the video a VOTD winner by casting your vote!
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.
Entering the SHRM14 expo hall last week was a bit overwhelming and exciting—so many HR vendors to visit and so little time. I spoke with many vendors, and was also interested in hearing the game plans of attendees and their goals for visiting the expo. Yes, the swag and giveaways are always fun, but many attendees were on a mission, as if they were at a pre-holiday sale looking for the best deals. Attendees planned ahead and mapped out booth visits. After all, understanding how to evaluate the best system for your organization is critical. We all know we need the technology, but where do we start?
With so many transactional activities to keep HR busy, it can be difficult to know if we are actually having an impact on the business. Transactional activities alone do not add value unless they are integrated into organizational goals. Whatever we as HR professionals spend time on, whether recruiting efforts, customer service, or product innovation, it must demonstrate value.
I’ve been working in HR for a long time now. Privacy is key to so many things we do. Not only in HR, but in our organizations. This has been drilled into my brain since my early years working in human resource information systems (HRIS). I was responsible for entering all salary increases, severance information, next review dates, performance review ratings, and the list goes on. I had to be on my toes and be aware of the data I entered, who I shared it with, and how I tracked the data. It was confidential. Period.