Earlier this week Navigo Research opened up our 4th Australian HR Technology Survey.
The survey examines the local HR Technology landscape and specifically focuses on vendors/solutions used, satisfaction, expenditure and future trends. The resulting free report is designed to provide organisations with the information to plan, justify and execute HR technology projects.
If you work in HR Technology in Australia (and New Zealand for that matter) please take the time to complete the survey.
This year we have expanded the survey. We are trying to get an understanding on purchasing trends, views on SaaS/cloud, budgets and overall satisfaction with the various solutions being used.
So please go take the survey:
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.
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
Yes I am alive, and yes this blog is alive. While it has been almost a year since my last post I have not been slacking off, just to documenting my journey. Over the years of blogging I tend to self-censor when I feel the work I am doing might lead me to write about something I should not, therefore I find it easiest not to write.
Over the last two years I have been involved in some very interesting activities, the largest being a major HR/Payroll systems overhaul in a health care provider. This activity has been the primary reason for my absence. As this process is nearing the end I am starting to look towards my next activity and reflect on my learnings from the process.
Some of my thoughts on this journey so far are:
- Transforming businesses is never easy
- Transforming a business that has done something the same way for 20+ years is not easy
- Health care is complex
- Bureaucracy and I are not the best of friends
- Technology is usually never the issue
- People are people
The above list might not be revolutionary but as with most things the “devil is in the detail” and the detail is not something I can share.
That is it for now, I hope to post more over the coming months.
With us rapidly coming to the end of the first decade of the 21st century I thought it might be fun to look forward another 10 years to see what a day in the life of an HR manager might be like.
(First I am not a fiction writer so bear with me. Second while 2020 might seem a long way away, in 2000 so did 2010 so I have not radically changed the overall work undertaken by HR. While this decision might upset some in the HR profession that things have not changed a lot I felt a conservative approach was warranted.)
Our hero today is Paul, Senior HR Manager for a mid sized organisation of about 2,500 employees. Paul has a small team of 3 covering all HR functions. He uses limited external providers for services such as training and recruitment, his team can complete most tasks with the help of their software agents.
On with the story!
Continue reading “HR 2020 a look into the future”