Oracle “Human Talks” Episode 3: Guest, Matthew Jurosek

H3 HR Advisors is excited to share a new video series we have in partnership with Oracle.  Human Talks is a show where we talk to HCM practitioners, analysts, and Oracle partners.  Each episode is approximately 5 minutes, so well worth your time in hearing what is happening in the world of HCM.  These episodes were recorded at HCM World 2016.

Please check out our third episode with Matthew Jurosek.  Matt is a Sales Engineer for Workforce Software.  Workforce Software  provides tailored solutions to empower enterprise and mid‐sized organizations to fully automate time, labor, and workforce scheduling processes, simplify absence management, and enable strategic business insight.

We talked to Matt about working with technology in union environments.  Being able to track absence compliance and all of the types of leaves are examples of the complexity that they help organizations deal with.  Check it out! Also, be sure to connect with Oracle and Workforce Software.

Thank you for watching.  Be sure to visit the Oracle site for more information about Oracle and HCM World 2017.

Announcing the HR Happy Hour Podcast Network!

Today is a big day for H3 HR Advisors, and specifically, for the HR Happy Hour podcast.  Steve Boese, my co-host, created the show back in 2009.  I was a listener and guest host until 2013, when I joined officially as a co-host.  Since then, we’ve talked to business leaders, technology solution providers, authors and more.  We’ve shared research and ideas on how to make your business better.  It’s been such a great experience and we’re so proud that our listener network has grown so much.  That growth led us to the realization that even more shows are needed.  This is where things get exciting.

Today is the official launch of the HR Happy Hour Podcast Network, and the details of the three new shows that will soon debut on the HR Happy Hour umbrella. We are thrilled to be joined by such a great lineup of shows and contributors, and you can read the details of the announcement HERE.

 

And now with the launch of the new HR Happy Hour Network (details are in the release here), we are partnering with George LaRocque, Ben Eubanks, Madeline Laurano, and Mollie Lombardi in what we know will be an exciting new group of shows.  Their shows will expand on topics that Steve and I know are important to not only the HCM industry, but to businesses globally.

Many thanks to everyone who has listened to, supported, or even guested on the show so far – stay tuned for more great and informative content, HR and HR technology insights, and hopefully – lots of fun from your pals at the HR Happy Hour Show and Network.

HR Happy Hour 248 – Generational Influence vs. Life Stages: The Battle!

Recently on the HR Happy Hour Show, Steve and I talked about one of our favorite reports.  The KPCB Internet Trends Report by analyst Mary Meeker. In the report, Ms. Meeker examines macro trends in technology, economics, demographics and more.  We discussed a few of the major items, one being the impact of generations on the workplace and behavior.  There is a heated debate regarding what impacts behavior most.

FYI – Steve felt he was right of course.

We also talked about some of the major shifts in world and workplace demographics and how some of the major tech trends might impact work, workplaces and Human Resources.

You can listen to the show on the show page HERE or by using the widget player below:

This was a fun and interesting converstaion for sure. And many thanks to our HR Happy Hour Show sponsor Virgin Pulse, www.virginpulse.com.

Finally, remember to subscribe to the show on iTunes, Stitcher Radio, and all the major podcast apps – just search for ‘HR Happy Hour’ to add the show to your subscriptions and you will never miss a show.

Need a New HR System? What Leaders Need to Know

This has been a big month for the HR Happy Hour show.  First, we are THRILLED to welcome our new partner and sponsor, Virgin Pulse to the HR Happy Hour show!  Virgin Pulse, part of Sir Richard Branson’s Virgin Group, designs technology that cultivates good lifestyle habits for your employees. This is especially important if you want to better engage your employees and help them participate in ways to improve their well-being.  Please visit them at www.VirginPulse.com for more information.

This week on the HR Happy Hour Show, Steve and I talked with Dave Fiacco, President and COO of PeopleStrategy. As President and Chief Operating Officer of PeopleStrategy, David Fiacco sets the bar high and ensures the company upholds its promise to deliver exceptional solutions coupled with extraordinary service.

Dave talked with us about a topic that leaders everywhere struggle with.  Do you need a HR system?  Do you need to upgrade your system?  If so, how do you know and what are the steps?

Some of the issues we tackled on the show:

-What considerations should HR think about during the process of moving from using Excel or other home grown tools to an actual HR system?

-How do HR leaders (or other leaders) decide if a suite or point solution is what they need?

-How does the type of solution you choose tie into pricing?


Remember to download and subscribe the the HR Happy Hour on iTunes, or using your favorite podcast app for iOS or Android – just search for ‘HR Happy Hour’ to never miss an episode.

7 Key Steps to Take After Attending a Conference

12140182_10156221886095523_2086492483217665690_oThe 18th Annual HR Technology Conference wrapped last Wednesday and I’m already missing all the people I connected with.  I’m taking lots of steps to keep those relationships going and how I can help others.  Regardless if you attend a conference as part of a group, or if you’re there on your own, the importance is what you do with the information you learned and how you apply it all when you get back to the day-to-day grind.

7 Key Steps to Take When You Return from a Conference

  1. Go through all the business cards you collected and send out connection requests via LinkedIn.  Networking and making connections is one of the largest benefits of conference attendance.  I know we sometimes think business cards are an out-of-date item, but I personally came back with a huge handful and I make sure to follow up with each person in some way.  Definitely worth your time to reinforce those in-person connections and build relationships.
  2. Send a thank you note to any speaker you saw that made a difference in the way you think.  As a speaker at HR Tech and other conferences, I can tell you that people prepare for weeks or months to present.  Acknowledging their hard work is a nice way to make them feel appreciated for the time they spent with you.  Whether it’s a tweet, email or LinkedIn note, it means so much to the speaker.  Also, if you have any direct feedback for that person, share it.  We don’t always get the evaluations so hearing what we did well or what you’d like to see more/ less of is helpful for their next presentation.
  3. Write a summary for your boss on the value of attending.  Many employers do not understand the value of learning at a conference.  Make sure to spell it out.  This is key whether you are in a corporate position, you work for a solution provider or you’re there on your own.  I work for myself now, but I made sure to write a summary of the value so that I can compare it year-over-year as I decide which events to keep attending.
  4. Follow people who tweeted using the #HRTechConf hashtag.  Having a list of people in the HR space at your finger tips is invaluable. Be sure to solidify those connections on Twitter.
  5. Give feedback to HR Tech (LRP).  Hopefully you filled out session surveys or other conference surveys.  If not, tweet them or go to The HR Technology Conference group on LinkedIn and leave feedback.  They work hard each year to pull this together, so share what really worked well and any suggestions for improvement.
  6. Send thank you notes to any vendor or HR pro you met that you want to keep in touch with.  This is an extra step.  A personal note is certainly a way to stand out and make yourself memorable to that person.
  7. Share pictures.  Who know that HR pros could be so fun?  Use social networks to share your pictures.  Speakers love to have pictures of themselves presenting, share the fun ones from charitable events and of course, the real “social” nightlife.

So there you have it- ways to wrap up an event and continue the value.  What do you do when you return home from a conference?  Share your story in the comments.

Top 10 Takeaways from The HR Technology Conference 2015

17th+Annual+HR+Technology+ConferenceThe 2015 HR Technology Conference just wrapped and it is time to collect my thoughts and reflect on the event.  First, thank you to Steve Boese and David Shadovitz for the work you do creating the event.  Thank you also to the team at LRP for selecting me as a speaker this year and for all the behind-the-scenes work that goes into producing an event of this caliber.  Even though I don’t work for LRP, although some think I do, it is an honor to be part of such a stellar event.

I attended as a speaker and an analyst this year.  I tried to make the most of my analyst time by visiting with as many solution providers as possible, mostly in the Expo Hall, which enables me to have advisory discussions with HR leaders throughout the rest of the year.  I also attended some great sessions like the Awesome New Technologies session and the Awesome New Startups session.  Both showcase the best of what we can expect from the world of HCM technology and it’s exciting to watch the transformation of our industry.  That said, I have ten things I am taking away from this year’s event.

Top 10 Takeaways

  1. Compliance reigns-  If you listen to some of the sessions and some of the leaders of various solution providers, you may believe that compliance is dead, or at least being killed off.  But much like your favorite character from a soap opera, compliance is not only not dead, it’s stronger than ever.  As a former HR leader, ensuring the compliance was being handled properly was what helped me sleep at night.  Knowing that risk was mitigated and that we had all the regulations met let me focus time on more of the “fun HR” strategies.  After talking to numerous vendors who strive to help keep your business in compliance so that you are freed up to work on other things, I’m excited to see that this is truly achievable for today’s HR pros.  Hat tip to Equifax Workforce Solutions and Talentwise for what you all have going on this year as well as what you’re doing in 2016!
  2. Move to Human-  It’s interesting to hear who is more concerned with the bits and bytes and who is focused on people. I know it’s a HR technology conference, however, those companies and speakers who focused more on the people….the human side of HR….were the winners in my eyes.  As I walked through the Expo Hall, I tried to pay special attention to the providers who talked more about the actual people and the benefit of the tools for the people than those who talked about features.  Several providers stood out in this area for me:  Ultimate Software, Silkroad and Globoforce.  Kudos for keeping the people front-and-center as you enter 2016!
  3. Marketplaces are the Future- This was the first year that one of the main buzzwords I heard was “marketplace”.  Giving employees and leaders the opportunities to make choices easier when it comes to a variety of solutions was refreshing.  Two standouts here were ADP and the ADP Marketplace showcased during Awesome New Technologies.  The second was PlanSource and their benefits marketplace.  I can’t wait to see how organizations embrace all the offerings.
  4. Opportunities for the Cloud-  For several years, talk has made it seem like everyone had already moved to the cloud.  As analysts, we know that this is not the case….YET.  The movement is certainly picking up and for me, the take away is that solution providers need to keep reminding themselves that NOT EVERYONE is there yet.  Give these organizational leaders time.
  5. Some Buzzwords are Overly Ambitious-  If I had a dollar for every time I heard the phrases “machine learning” or “predictive analytics”, I’d have left Las Vegas richer than if I’d played Craps.  I’m all for talking about the workplace of 2020 or 2025, however, don’t forget that many HR leaders and teams are still trying to find solutions to bring all their people data together.  Others are a step farther and can actually run reports on that data and make some recommendations.  Thinking that HR pros have all the tools needed to embrace prediction is overly ambitious.  The same goes for machine learning.  We are taking baby steps as organizations.
  6. Startups push the Established Vendors- One of the most exciting things for me during this event was the opportunity to connect with some very exciting startups.  From having the opportunity to answer questions for the startup community at HR Tech Tank on Sunday to spending time talking to entrepreneurs in the Startup Pavillion, I was energized.  Two standouts for me were Bridge US and Elevated Careers by eHarmony.  These two are doing great things and should be on your watch list for 2016.  It will be interesting to see how the more established providers react to some of the new ideas startups are pursuing.
  7. Not everyone in HR wants to do it all-  One topic that came up in a session I led was the disagreement on just how much a HR leader wants to do or has time to do.  For example, I think it is a great idea to have technology implementation that is faster and easier.  However, providers need to keep in mind that you have HR leaders who may not have time to implement this technology and that they want to pay you to do it.  They also need options for customized service from you because they may not fully understand how to purchase and implement a technology.  This is by no means a knock on HR pros….this is just a gentle reminder that sometimes, we all need to have a helping hand or be taken care of….even HR pros.
  8. Education = Comfort-  Whether it’s buying a technology, implementing a technology or just learning how to be a better HR leader, attendees want education.  The job HR leaders face is a challenging one and whether it’s through sessions at the event, discussions at a booth, or once they return back to their offices, they need ongoing education and support in order to be comfortable with technology.  An organization that is making strides on providing education for HR leaders is Peoplefluent.  I am glad to see their focus not only on the tools to help HR, but in making them comfortable.
  9. HR needs help with Internal Communications-  The primary way that HR teams communicate with employees and leaders is via email.  This is changing.  As HCM solutions begin to offer new avenues for communication in organizations, they should also offer more in the way of templates or service offerings on the communications to be shared.  Several providers are now offering solid resources.  A couple I liked were from Oracle and Successfactors.
  10. Approachability trumps formality- My final takeaway is around the way not only the event works, but how business works.  I am hearing feedback that people value the ability to be approachable far more than being formal.  Whether you’re a speaker or a provider, spend time planning how to make yourself and your organization more approachable.  Those of us in the HCM technology space are far more comfortable than the average HR buyer.  Let’s make them feel welcome.

So, those were my top takeaways.  If you attended, what were yours?  Be sure to share them in the comments section.

Weigh In: The Impact of Talent Management Technology Survey is LIVE Now

cropped-H3_HR_Advisor_300x100.pngH3 HR Advisors is proud to launch our first Talent Management Technology Impact survey in conjunction with iPractice (Perry Timms and Adelaida Manolescu). As the reach and impact of Talent Management technology increases, organizations are looking to compare their use to other successful organizations. This survey will measure and compare those impacts.

Please take a moment to respond and to share with all your HR friends and colleagues. Thank you!

Busting the Most Common Myths in HR Technology

Last week was a great week.  It was my fifth time attending SHRM Annual and my fourth time presenting.  It’s always an honor to be there sharing information and to hear some of the great speakers that talk about what is next for human resources.  This year I presented with my HR Happy Hour host, Steve Boese.  Steve and I led a session on HR technology implementation.  I’m passionate on the topic as someone who has bought and implemented different technologies.  It was nice to see that we had 300+ attendees show up for our 7 am session!  Not an easy feat in Las Vegas.

The size of the crowd, the high level of attendee enthusiasm and engagement, and the really long line of folks who came up to chat after the session was completed was a great indicator of the continuing and increasing importance of technology to the HR professional.

The slide deck we shared is up on Slideshare and also embedded below, (Email and RSS subscribers may need to click through).

The big messages that Steve and I shared were a few – that even in the age of modern SaaS technology platforms the fundamentals of great project management remain important. Executive support, a dedicated project team, intentional attention to change management, and making sure the ‘right’ users at all levels of the organization are appropriately engaged in the implementation project are just as important in 2015 as they were in 1995.

This was a fun session to present, and we want to thank everyone who came out as well as the folks at SHRM for allowing us to be a part of the event.

We’d love any thoughts, comments, suggestions any one has on this deck as well!