Category Archives: HR General

Big Trends in HR Technology 2014 and Beyond

Today I’m sharing the presentation slides from a Human Resource Executive Magazine webinar that I co-presented yesterday along with Steve Boese.

The title of the presentation is Big Trends in HR Technology 2014 and Beyond.  While these kinds of ‘trends’ talks tend to focus on ‘trends’ that are really just far-future kinds of speculation or are simply repeats of ideas that have been talked about for some time, Steve and I tried to keep the talk grounded in research and the actual experiences of many of the leading organizations that will be part of the upcoming HR Technology Conference in October.

You can check out the slides below or this direct link.

Top 5 Points from the Webinar

1. There are 3 dimensions for potential impact of HR tech – organizational, managerial, and individual – and the most successful HR tech projects resonate and add value at all 3 levels

2. The key organizational decision drivers for the replacement of HR technology vary depending on the type of HR tech. For Core HR systems, better integration is the primary driver. For talent management however, User Experience tops the list.

3. Selecting the ‘right’ HR technology solution involves an analysis and balance of 5 factors: Cost/ROI, Technological fit, Cultural fit, system capability/roadmap, and complexity/UX.

4. For both Core HR and for Talent Management tech, an increased demand for better integration across the HR systems footprint, as well as with other corporate systems is driving investment and the attention of corporate leaders.

5. We are not really talking as much about ‘mobile’ or ‘social’ as discrete concepts, but rather a more comprehensive idea of ‘User Experience’, at its many levels, will increasingly influence systems development, purchase decisions, and user adoption rates, (and therefore, ROI).

Thanks to Human Resource Executive, webinar sponsor Castlight Health and Brandon Hall Group.

Little Training, Big Regrets in HR Technology

I recently completed a survey on HR Systems.  In this KnowledgeGraphic based on Brandon Hall Group’s 2014 HR Technology survey, the biggest regret among organizations that implemented new technology was not allocating more time for training. Respondents see the need for more focus and rigor around training, not only for end-users.

Full KnowledgeGraphic available for download here.

HR Tech Training-Photo

 - See more at: http://www.brandonhall.com/blogs/hr-technology-little-training-big-regrets-knowledgegraphic/#sthash.vBy4pNtq.dpuf

Disrupt HR? Disrupt YOU!

disruptI recently had the opportunity to participate in an event called DisruptHR Cleveland.  This was one of the most amazing experiences I have had in many years.  If was an event pulled together by Frank and Tammy Zupan, Lauren Rudman and Michelle Salis in an effort to bring HR professionals together in Cleveland to think about HR differently.  The format was Ignite-style which means you bring together numerous presenters and give each one 5 minutes to present on his/her topic.  The 5 minutes is made up of 20 slides that auto-advance every 15 seconds.

As someone who speaks publicly, a LOT, my biggest fear was that I would not be able to shut up after 5 minutes.  Luckily for the crowd, I stayed on task and on point.  I invite you to watch my presentation here.  My topic was “Disrupt YOU” and in it I talk about why and how HR pros can disrupt your own career.

DisruptHR Cleveland

Feel free to share and if you’re interested in hosting a DisruptHR event in your city, you can get more information here.

Get Rid of Birthday Parties at Work

Happy birthday to you!  You’re fifty-two!

What? 52?

workYes, believe it or not, this kind of song happens in many workplaces each day.  I don’t know when organizations decided that  reverting back to a practice we all had in elementary school would be a good thing.  Maybe some “expert” told them that it would engage the employee.  Maybe they felt that planning employee birthday parties, complete with cake, would be a good use of the HR pro’s time.  Either way, I say enough is enough.

Frankly, I never liked walking in the kitchen at work only to have people gather around the monthly birthday cake to sing.  Why not put that energy into celebrating something that employee did that was work-related?  Why not celebrate teamwork in the department?  Personally, I’d rather have a boss recognize me on my annual anniversary with the company. I’m all for recognition, but let’s get real, unless you are 10 years old, I don’t know that we need a birthday party at work.

I know I’ll anger all those employees who start telling you several weeks in advance that their birthday is coming.  I just think that celebrating them at work is becoming less popular as our workplaces become more diverse.  Many employees do not celebrate due to religious or cultural reasons.  Singling them out either by celebrating them without understanding their beliefs, or by having to exclude them is not a good way to build engagement.

What do you think?  Do you celebrate your birthday at work?  How do you handle employees that do not celebrate birthdays?  

How Valuable are Personality Tests

I’m not a lover of tests.  Whether it was tests in school, medical tests or tests at work, I’m not a fan.  So why is it that when I see quick little tests on Facebook that my friends take, I’m intrigued?  Now there are many that I chuckle at… for example, I saw one this past week that would tell you what your “Old Lady” name should be.  Nah- count me out on that one.  Today was different though.

Someone I trust, fellow writer Lisa Rosendahl, posted a link to a blog by a mutual friend, Jennifer McClure.  Jennifer participated in a personality test and offered a free code for readers to participate.  I tend to feel confident that I know who I am and how I feel, but I was curious, so I participated.

The test was designed to share how others see you based on your responses.  I must admit, I wasn’t surprised by the results.  My assessment basically said the following about me:

  1. I am ambitious, focused and compelling.
  2. I provide influential leadership that leads to results
  3. I have strong opinions and very high standards for myself and others.

There were a few more nuggets, but those were the major ones in the report.  The real value for me came in the part of the assessment that told about what would not be a good work environment for me.  I don’t know that I’ve ever taken one before that addressed that specifically.  Here’s what I learned:

  1. Other people should not put me on a work treadmill and expect me to do well.
  2. If people try to over-manage my agenda, I won’t stay motivated.
  3. I like to drive my success, so I need to be in charge of my own deliverables.

As I think through those things, it really makes sense.  When I think back to jobs that were good but just not the right “fit” for me, it usually was because they were highly-controlled, over managed workplaces.  Not the ideal setting for someone with my personality and skills.

I think having the extra portion of the assessment that shares how the assesse might work best, it sets you up to really evaluate your own work situation.  If you’re like me and find this interesting, I invite you to check out Jennifer McClure’s post and get your free code/ assessment today.  It just might make you approach work differently.

#HRHappyHour 186 – A Look Back, A Look Forward

On our most recent HR Happy Hour Show, Steve and I talked about the recently concluded SHRM Annual Conference, shared some information about our session about HR Technology selection and evaluation, and looked back over the last few years of the HR Happy Hour Show.

You can listen to the show on the show page here, or using the widget player below:

Discover Business Internet Radio with Steve Boese Trish McFarlane on BlogTalkRadio

The mid-year timing made it a good time to reflect back a little on some of our favorite shows, as well as talk about what the rest of 2014 has in store for the show. Also, new listeners to the HR Happy Hour Show can spend some time digging back through the show archives and play on-demand some of the shows that Steve and Trish mentioned, including ones with guests like Dave UlrichSherry TurkleMatt Stillman‘Live from Gettysburg’, and plenty more.

Additionally, you can subscribe to the HR Happy Hour Show on iTunes, or for Android device users, from a free app called Stitcher Radio. In both cases just search for ‘HR Happy Hour’ and add the show to your podcast subscription list. 

This was a fun look back and look forward for us, so we hope you enjoy it as well. Stay tuned, (and make sure you subscribe to the show/podcast) for more fun to come in the second half of the year.

#HRTechConf 2014: Technology in Sin City

HR Technology ConferenceIt’s that time of year when you start planning on whether or not you’ll attend any fall conferences or events.  For me, one of my favorite events each year is the HR Technology Conference.  I’ve been attending since 2009 and can attest to the great amount of learning that takes place as I wrote about in these posts:

I’m excited that the agenda is now posted for the 2014 event that takes place October 7- 10 in Las Vegas.  I’ll be leading a session with some of the top CHROs in the technology space.  I also have several of my Brandon Hall Group colleagues leading sessions as well.  I know that if you have any interest in gaining knowledge about HR and technology, this event will not disappoint.

The best part is that as a speaker, I have a discount code to share with you.  If you use the code SPKR14 (needs to be entered in CAPS) that gives a $550 discount off of the full conference rate of $1,945 – so the net is $1,395. This code does not expire.

So, come see me in October and connect with Brandon Hall Group at the HR Technology Conference!

 

The SHRM and HRCI Battle Is Not Critical to Good HR

I love HR
If you’re in the HR industry, unless you’ve been hiding in a cave the last couple weeks, I’m sure you’ve read countless posts about the fallout between SHRM and HRCI regarding HR certification.  While SHRM has always promoted HRCI as the place to go for HR certification (PHR, SPHR and GPHR), it has suddenly done an about-face and now announces that they will provide their own certification.

This whole debacle has left thousands of HRCI certified HR professionals in a bind- not knowing whether they should continue to keep up their HRCI credits or switch to what SHRM offers.  In either case, the part of the discussion, or lack of, that gets me is that there are hundreds of thousands of successful HR professionals who actively choose NOT to be certified. For those like me who have made this decision, it’s interesting to read posts by SPHR’s thumbing their noses at us, saying they wouldn’t hire us.  They say that without “demonstrating a body of knowledge” we are not able to progress and also that people like me are choosing not to stay up to date.

I have a news flash for those that think like this…

I personally know many people who stay up to date without HRCI certification.  After all, some of us are the very people that SHRM and other conferences call in to teach you so that you can get your credits.

Now, I do greatly respect anyone who has become certified.  My personal reasons for not getting it are just as valid as the reasons some people get it.  It has never hurt me from doing a good job, it has never stopped me from being promoted, it has never kept me from getting a job at a higher level at a new company, it has never prevented me from being the head of HR.  It has never stopped me from being chosen to speak at SHRM annual nor many other state SHRM conferences.  In fact, it has never kept me from being completely current in my chosen profession.

For me, the point is not to judge people who want to be HRCI certified.  It shows their dedication to being the best in HR they can be.  We also should not judge the people who are very excited about the idea of a new way to train, measure and certify HR through SHRM’s certification program.  They too have very high aspirations of being the best HR professionals.  Oh, and of course, not judge those who are doing it on our own, our own way.  We too are doing all we can to learn and stay ahead of the curve so that we can drive the profession forward.  All three types of HR pro are really going after the same result.  We want to be able to provide the best knowledge and advice to our leaders and employees.

Spend the time and energy on ensuring you are comfortable with your course of action instead of worrying about whether someone communicated something the “right” way or not.  We’ll all be better HR pros for it.