Sat.Aug 24, 2019 - Fri.Aug 30, 2019

Cognitive computing is a game changer for HR

Bersin with Deloitte

Part 1: RPA offers a good way to get in the game. Posted by Bryan Cole on August 28, 2019. The use of highly innovative and powerful technologies in HR is rapidly expanding, but embracing this new way of working can seem daunting.

To Increase Organizational Performance, Cultural Similarity May Beat Individual Quality


Consider how much of your HR focus is on the quality of the individuals in your organization, but research suggests it may be equally or even more enlightening to understand the collective similarity–not just individual quality. The typical focus on improving individuals.

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What is collaborative leadership?


The way we work is rapidly changing: remote work has led to more distributed teams; increased access to information has changed how we consume data; and cross-functional collaboration is breaking down traditional divides between departments, teams, and even skill sets.

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BUILDING CULTURE THROUGH RECRUITING #2: The Impact of Values, Potential Factors and Competencies.

The HR Capitalist

Capitalist Note : This post is part of a series on Building/Reinforcing Company Culture Through Great Recruiting and Talent Acquisition Practices. . Let's face it people, "company culture" is a loaded phrase.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Interview with Charlene Li, Part 2: Disruptive Growth Begins from Within


This is the second half of a two-part series based on our interview with Altimeter Group founder and Senior Fellow, Charlene Li ahead of the release of her new book, The Disruption Mindset: Why Some Organizations Transform While Others Fail.

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Honoring America’s Workers – in September and Beyond


It’s been a national holiday for 125 years now. Labor Day is something that many people look forward to as it marks the beginning of one of the best seasons of the year – football.

Shopping for Benefits: What the Future Holds for Employers and Employees

Corporate Synergies

Emerging apps and benefits technology platforms can provide employees with a better understanding of their healthcare options when shopping for benefits. As Seen In. For better or worse, technology is transforming just about every industry.

Dear ReWorker: Is It Sexist to Promote a Male Employee Over Two Females?

Cornerstone On Demand

Dear ReWorker, I manage three analysts: one male and two females. All analysts have been working in the field for a similar amount of time, but one of the women is currently on maternity leave. The male analyst recently asked for a promotion to a senior analyst position.

Everything #HR Needs to Know About Digital Transformation

HR Bartender

(Editor’s Note: Today’s article is brought to you by our friends at Paycom , a leading provider of cloud-based human capital management software.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

What is People Analytics and How Do I Get Started?


People analytics (also commonly known as HR analytics or workforce analytics) is the practice of collecting and transforming HR data and organizational data into actionable insights that improve the way you do business.

How to Use Technology to Improve the Employee Experience

Ultimate Software Ultimate Software's Blog Thoughts on Putting People First in the Workplace Navigation Topics HumanResources Payroll Performance Management Recruiting Culture Ultimate Software Blog Contributors Articles People First How to Use Technology to Improve the Employee Experience August 29, 2019 By Adam Rogers Leave a Comment Share this: Click to share on Facebook (Opens in new window) Click to share on LinkedIn (Opens in new window) Click to share on Twitter (Opens in new window) Click to share on Pinterest (Opens in new window) More Click to print (Opens in new window) Click to share on Reddit (Opens in new window) Click to share on Tumblr (Opens in new window) Click to share on Pocket (Opens in new window) Click to share on Telegram (Opens in new window) Click to share on WhatsApp (Opens in new window) Click to share on Skype (Opens in new window) It’s an exciting time to be in HR. Technology’s exponential advancement continues to test the limits of what’s possible, we have greater control over the employee experience, workforces are more innovative and strategic than ever, and many leading executives are pledging to put their employees before profits. Meanwhile, this emphasis on people is resonating throughout all businesses. Two years ago, Gartner predicted that customer experience would exceed price and product as the key differentiator in their industries by 2019. Earlier this year, Kelton Global released research that found that a staggering 85% of HR decision makers regretted their HCM purchase—and poor service was their primary source of dissatisfaction. We live in a service-oriented world, and today’s customers demand better, faster, more personalized experiences. Today’s employees feel the same way. Employee Experience and Employee Engagement Gallup began tracking employee engagement back in early 2000, and employers have been hyper-focused on improving this metric ever since. Dozens, if not hundreds, of studies published over the years have tied better employee engagement to better retention, productivity, and even stock prices. Yet, despite substantial investment, the national percentage of engaged employees has remained relatively stagnant for the past 20 years. It turns out, the secret to truly moving the needle is focusing on the relationship between employee experience and employee engagement. The employee experience describes every aspect of someone’s experience at work—their physical work environment, the technology they use, their workplace relationships, and every HR touchpoint from recruiting to retirement. The employee experience directly influences employee engagement; they are intimately linked. But while we are limited to simply measuring employee engagement, we can actively and strategically design employee experience. Focusing on improving the employee experience is a proactive, rather than reactive process. We can develop strategic initiatives that make a meaningful impact on our employees’ lives (and, simultaneously, business success). The Digital Employee Experience For many organizations, digital employee experience initiatives are the best place to start. Nearly half of all U.S. employees work from home at least some of the time, but almost all of them interact with workplace and HCM technology on a regular—if not daily—basis. Digital experiences are rapidly becoming the primary way employees interact with their companies. Most HR leaders recognize how much of an impact these digital employee experiences can have on employee engagement. In fact, a recent Sierra-Cedar survey found that the user experience was one of three “non-negotiables” that prospective buyers demanded from their HCM solutions, along with personalized relationships and a road map strategy demonstrating commitment to innovation. Consider all the technology and tools your people interact with as they navigate the lifecycle at your organization. Designing for the digital employee experience means making it as easy to find HR documents as it is to Google restaurant reviews. HR Service Delivery HR service delivery describes HR’s crucial role in assisting employees with questions, requests, and processes. It’s a comprehensive term describing HR’s widespread service responsibilities. Whether an employee wants information about paternity leave or needs to file for relocation, HR is responsible for making requests happen as seamlessly and efficiently as possible. But as teams and organizations grow, accomplishing these tasks can quickly become cumbersome, time-consuming, and inefficient, especially when they’re managed through email. HR service delivery technology, inspired by design thinking for the digital employee experience, is an innovative solution to reduce administrative clutter, provide self-service and role-based access to relevant information, and offer employee case and file management. HR is empowered to provide more personalized and responsive support, and employees can easily solve their own inquiries or have requests automatically routed to the appropriate team member. The result is solutions that streamline workflows, boost productivity, and expand HR’s impact throughout the entire organization. Tracking, managing, and fulfilling employee requests is intuitive and process-based. Workflows and processes are seamlessly automated. HR leaders can effortlessly monitor crucial KPIs such as average response time and employee satisfaction rates. And HR professionals are freed from tedious administrative tasks to focus on strategic and relationship-building initiatives. Today’s employees expect—and deserve—the same consumer-grade experiences at work that they enjoy at home. By treating our employees like our best customers and investing in their experiences, we foster the kind of loyalty, passion, and productivity that sets best workplaces apart. Intrigued? This product tour will teach you exactly how HR Service Delivery solutions can create a more efficient and enjoyable experience for all your people. Share this: Click to share on Facebook (Opens in new window) Click to share on LinkedIn (Opens in new window) Click to share on Twitter (Opens in new window) Click to share on Pinterest (Opens in new window) More Click to print (Opens in new window) Click to share on Reddit (Opens in new window) Click to share on Tumblr (Opens in new window) Click to share on Pocket (Opens in new window) Click to share on Telegram (Opens in new window) Click to share on WhatsApp (Opens in new window) Click to share on Skype (Opens in new window) Filed Under: Employee Experience About Adam Rogers Adam Rogers is Ultimate Software’s Chief Technology Officer, overseeing the company’s product strategy, development, and delivery via the Cloud. Leave a Reply Cancel reply SUBSCRIBE TO OUR BLOG! Ultimate Software on YouTube Follow us on Twitter Tweets by @UltimateHCM UltiPro HCM Solutions When it comes to human capital management, we believe technology should work for people—not the other way around. Take our free tour now and learn why UltiPro is right for your people. Spend 5 minutes with us and discover the difference that a truly comprehensive human resource management software can make. GET STARTED NOW Copyright © 2019 · Dynamik-Gen on Genesis Framework · WordPress · Log in

Learning Corner with Jeffrey Pfeffer: What If You Couldn’t Easily Fire People?

Cornerstone On Demand

The recent publication of Buckingham and Goodall’s Nine Lies About Work brought home some painful facts about people management for me. First, the state of people management remains poor. Gallup recently reported, for instance, that the U.S.

HR Technology 2020: Disruption Ahead

Josh Bersin

It’s Fall again and I’m finishing up my biggest-ever report on HR Technology: The HR Tech 2020 Disruptions Study. This comprehensive study is done in partnership with LRP, the producers of the HR Technology Conference , so you can get your hands on it in one of two ways.

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How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

How Diversity Can Remove Cultural Bias from Artifi

Amy Scissons

How to Improve HR’s Effectiveness


The post How to Improve HR’s Effectiveness appeared first on Visier Inc. Deeper Insights

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Office Hours: Why Your Top Performer Might Not Make the Best Manager

Cornerstone On Demand

Don't be fooled—workers who perform well don’t always manage well. According to Gallup, companies pick the wrong candidate for a managerial position 82 percent of the time because they assume that if workers are really good at their jobs, they’re automatically qualified to mentor and manage others.

BUILDING CULTURE THROUGH RECRUITING #1: Your Team and Process Matters More Than You Think

The HR Capitalist

Capitalist Note : This post is part of a series on Building/Reinforcing Company Culture Through Great Recruiting and Talent Acquisition Practices. . Let's face it people, " company culture " is a loaded phrase.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Career Pathways Fast Track Programs: Connecting Jobseekers and Employers with Industry-Specific Boot Camps


A boot camp is a fast track, industry-specific training program that enhances jobseekers’ skills to prepare them for employment in high-growth industries such as construction, manufacturing, healthcare, hospitality or customer service.

The Adaptable Organization Series

Bersin with Deloitte

Part 4: The Organization. Posted by Don Miller and Tiffany McDowell on August 27, 2019. In “Part 3: The Team” of our five-part blog series, we explored how high-performing teams deliver work in an Adaptable Organization.

Everything You Need To Know About Writing Effective OKRs


OKRs (Objectives and Key Results) are more than just goals: they’re a means of executing company strategies. An OKR challenges your company to push past normal toward exceptional. As such, OKRs are an excellent way to explore new territory and grow as a company. To be effective, OKRs must be well-written. The best thought-out strategies will fail unless they’re clearly communicated to your team. Writing a good OKR is the launching pad for your goals and objectives.

BUILDING CULTURE THROUGH RECRUITING #3: Assessment Platforms in Selection.

The HR Capitalist

Capitalist Note : This post is part of a series on Building/Reinforcing Company Culture Through Great Recruiting and Talent Acquisition Practices. . Let's face it people, "company culture" is a loaded phrase.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

How Can Corporate Cards Eradicate Business Fraud?


Most of the employees are frustrated by the expense reporting process; they spend money out-of-pocket and claiming back involves stapling a receipt to spreadsheet, getting authorization from manager and posting it off to head office.

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Reimagining work for the Future of Work: From jobs to superjobs

Bersin with Deloitte

Part 2: The How. Posted by Arthur Mazor and Kathi Enderes on August 29, 2019. In Part 1 of this two-part series, we looked at why superjobs are emerging. Superjobs are a new breed of jobs that bring together different skill sets and even different jobs that used to be distinct, enabled by technology.

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How to Use OKRs for Quarterly and Annual Planning


OKRs (Objectives and Key Results) challenge companies to achieve ambitious goals. OKRs were designed by Andy Grove of Intel, and Google was quick to incorporate OKR planning into its quarterly and annual planning. Google now considers annual OKRs instrumental to the company’s success. This success has encouraged many organizations to adopt OKR best practices for their own planning purposes. . SEE ALSO: The HR Innovator’s Guide to OKRs. The ABCs of OKRs. OKRs have two components.

ABOUT INNOVATION: Why Are Some Cover Bands So Good But Never Make It?

The HR Capitalist

Sell the kids for food Weather changes moods Spring is here again Reproductive glands. He's the one Who like all our pretty songs And he likes to sing along And he likes to shoot his gun But he don't know what it means Don't know what it means And I say yeah. . --In In Bloom, Nirvana.

Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.