HR Technology Conference

Next week I am heading off to Las Vegas to attend the 16th Annual HR Technology Conference. This will be my second visit to the conference, the last was in 2001/2002. That time the event was held in Chicago and was an amazing experience back then. I can only imagine the improvements over the last 10 years.

HRT Badge 2013

What am I expecting?

Three days packed full of conference sessions, walking the exhibition floor visiting many different vendors, meeting new people and catching up with old colleagues.

In particular I am looking forward to hearing from many of the industries thought leaders. Specifically how the latest trends – such as SaaS, social, mobile, analytics, gamification, Big Data and MOOCs – are influencing not just HR technology but also approaches to HR service delivery.

A key take away I am looking forward to is to understand the level of HR Technology adoption in Australia vs the rest of the world. I suspect we are still behind but you never know.

Another outcome I am expecting is to understand the business outcomes from the various case studies, and how they might apply in the Australian workplace. Translating US case studies into the Australian workplace is not always easy. This has been one of the challenges international vendors have faced when demonstrating specific use cases of their solutions to Australian buyers.

While I am looking forward to the whole event, there are a few sessions that I am specifically looking forward to.

  • Opening keynote from Don Tapscott, author of Wikinomics, Grown Up Digital and more recently Radical Openness.
  • The session on Awesome New Technologies for HR to see the new tools and approaches.
  • Lexy Martin’s 16th Annual CedarCrestone HR Systems Survey launch. Particularly interested in how the result compare to our HR Technology Report.
  • Getting to a few of the HR Tech Talks – talks about work, technology, management – modeled on the famous TED Talks format.
  • IBM Watson will be demo’ed as an HR Advisor, that will be different.
  • Closing Keynote from Jason Averbook.

I know of a few other Australian’s heading over and at least two vendors, if you are attending let me know.

If you cannot attend follow along on Twitter with the hashtag #HRTechConf.

I will also try to write a blog post or two but suspect I will be very busy!

 

Originally posted at Navigo Research

CedarCrestone HR Systems Survey

For the last 12 years CedarCrestone has been conducting research into how organisations are using technology to support their HR functions, the resulting report is a must read for anyone involved in the HR Technology industry.

Once again it is time for the survey and I really encourage all of my readers who are part of organisations with 500+ employees to participate.

Below is the invite from Alexia Martin Research Director from CedarCrestone:

CedarCrestone requests your participation in its CedarCrestone 2010–2011 HR Systems Survey: HR Technologies, Service Delivery Choices, and Metrics Survey, 13th Annual Edition through July 5, 2010. The survey is a comprehensive research effort designed to provide organizations with important data to plan, justify, benchmark, and execute HR technologies. The survey questionnaire is available online at www.CedarCrestone.com/hrssv3.

All respondents will receive an advance copy of the results in late September 2010. We will invite you to a special webinar of results thereafter. The first 100 respondents completing the survey will receive a $5 Starbucks card. There are further enticements described at the end of this letter.

The 2010–2011 HR Survey covers questions about:

  • Application adoption
  • HR software acquisition and deployment trends
  • “Going global” trends
  • The value of HR technologies

“For six years in a row,” says HR Technology® Conference co-chair Bill Kutik, “we have asked CedarCrestone to debut its survey at our event because it is the most thorough, highly respected and useful survey on technology usage in HR. Clearly, HR and IT practitioners know that, too, because it draws standing room only attendance every year.”

The survey collects responses from HR and IT management with knowledge of the HR technologies in use and planned. We invite representatives from organizations in all industries with over 500 employees to participate. All responses are anonymous and will be kept confidential. We will only use your information in the aggregate. The survey questionnaire is available online at www.CedarCrestone.com/hrssv3.

We appreciate your contribution to the most comprehensive collection of data focused on HR technologies usage and overall HR service delivery.

Best wishes,

Alexia Martin
Director, Research and Analytics

10 things to do in 2010

While we are still in the first few weeks of the new year I through it would be good to look at come of the things you should focus on during 2010 to.

In no particular order here is my list of 10 things to do in 2010:

  1. Have an HR/Talent Management/Recruiting application blueprint
  2. The IT environment in many organisations is complex and needs constant management, even in the smallest of organisations. To help with managing the complexity ensure you have a strategy/roadmap/blueprint to follow.

  3. Learn about Search Engine Optimization (SEO)
  4. It seems finally organisations are starting to take note of the value that can be achieved from a decent career’s web site. While content and design are critical understanding a bit about SEO can help your jobs appear in the elusive number 1 spot of search results. Even if you do not have a career’s web site having your personal brand appear in search results can be a great thing.

  5. Implement a workforce planning program, with a foundation around competencies
  6. The recent CedarCrestone HR Technology survey found that organisations who were using workforce planning and competency management tools had significantly higher sales growth than those that did not. While they say they are not suggesting causality but over the last few years there has been stronger linkage between sales growth and these areas.

  7. Think beyond Facebook and Twitter when looking at social media
  8. With so much talk about Facebook and Twitter I feel people have forgotten that social media is more than just these two sites. Remember social media is about user generated content, including blogs, images, video, audio, ratings, reviews etc.

  9. Focus on high quality hires, never settle for less
  10. This should always be the best line of your hiring decisions. Period.

  11. Ensure your HR/Recruiting function is metrics driven
  12. Related to workforce planning is being metrics driven and I am not talking just about lists of headcount either. Gaining a deep understanding of your business and it’s drivers is critical to success. Do you know the best performing source of talent? What about the performance of your succession plans? But do not create an environment where you have an over reliance on benchmark based data as this basically turns the measures in to commodities by assuming what works for one organisation will work for yours.

  13. Don’t be afraid to experiment
  14. This one is for the Australian’s out there, experiment and fail!! As a population we tend to be afraid of failure. Do not be afraid. Organisations that experiment and fail regularly then to succeed.

  15. Learn about Web Squared
  16. You might be asking web what? Web Squared is the next evolution of the whole Web 2.0 idea. Web Squared builds on the idea that everything and everyone in the world cast “information shadows” or data. This data when leveraged provides extraordinary opportunities to organisations.

  17. Begin to think how you can bring real time into your operations
  18. The first part of web squared that you can bring into your organisation today is leveraging real time data. Look at real time data as key signals that form part of your business processes.

  19. Never ever forget about change management
  20. One of the biggest reasons for projects, of any sort, to fail is a lack of acceptance in the final outcomes being sort by the project. This can be alleviated through an effective change management program.

PageUp People: Integrated Talent Management

What is Integrated Talent Management (ITM)?

Well that was the question posed at this morning’s breakfast briefing session run by PageUp People to launch their new white paper, “ITM – The Evolution”. Their answer:
Workforce
Credit: Lumaxart

ITM leverages the same data, process, workflow management, security model, user portals, and reporting and analytics tools across all applications.

My answer would be very similar.

The white paper quotes heavily from people such as Thomas Otter, Jim Holincheck, CedarCrestone and Leighanne Levensaler with PageUp People offering their own conclusions on the research which in turn lays out a product roadmap for the PageUp People platform.

Within the white paper reference is made to three stages of ITM evolution:

  • Stage 1 – Today, multiple vendors, disconnected systems, a lack of analytics, and limited executive buy-in.
  • Stage 2 – Reduced number of vendors as each widen the breadth and depth of their offerings, tighter integration, initial workforce analytics, and growing executive buy-in.
  • Stage 3 – The holy grail a fully integrated talent management platform with predictive analytics and high levels of executive buy-in.

What stood out to me was the strong emphasis being placed on workforce analytics, the topic for the rest of this post, as a key indicator of a stage 3 ITM environment.

For well over a decade workforce analytics have been discussed and predicted to come of age many times, and again we have a major talent management vendor still predicting that workforce analytics is in the future! So when will the future become today?

Over the years workforce analytics has been a keen interest of mine, in 2004 I co-presented on the topic and AHRI’s HR Week. During the presentation I referenced work conducted by the Butler Group in 1995 on the issues around data warehousing little things such as; Availability, Understanding, Accurate, Consistent and Predictability, and Privacy. I firmly believe many of these issues need to be resolved before any form of workforce analytics can be confidently undertaken by an organisation.

My co-presenter 5 years ago John Macy referenced work from the Meta Group in 2000 on the 5 categories of workforce information management, the top level being predictive modelling! John went on to discuss trends from the Meta Group, which had vendors incorporate contextual analysis into their products by 2005 and in 2006/7 Leading organisations will develop & fine tune predictive models. I guess the Meta Group was wrong!

Now back to talent management, last year Dr John Sullivan discussed why Talent Management Analytics is still failing, I added my two cents worth as well. Let’s look at Dr John’s list again:

  1. HR Skill deficiency
  2. Lack of business knowledge
  3. Expensive tools limiting deployment
  4. Lack of quality data
  5. Complicated nature of talent management
A system will not solve all the items on this list, other than item 3. This point was emphasised in the PageUp People white paper when they looked at the People and Process implications. A broader organisational change activity is required to succeed in a strategic context with workforce analytics.

Workforce development in public and private sector

A couple of weeks ago Kate Carruthers spoke to me about workforce development programs, the results are an article she published on the NSW TAFE eZine web site, under the heading of “Workforce development: Case studies in private and public sector implementation“.

Workforce development is a key issue for both private and public sector businesses.  Previously a fragmented approach to the elements comprising workforce development led to lack of integration and inability to align the workforce to current and future business demands.

We spoke for about an hour on the move to strategic HR assessments, the Kirkpatrick model, that organisations should focus more on head content than on head count, recent Taleo research, the CedarCrestone HR Systems Survey and a global IBM survey all relating to Talent Management. Overall a great discussion and the resulting article is a good read.