The HR Technology Mic Drop
It’s a little known fact that by 2015, the HR technology industry will most likely be worth $10 billion. As the World of Work shifts towards driving better business outcomes through efficiency and transparency, we acknowledge the industry’s efforts and innovation this week on #TChat from the #HRTechConf. HR technology is not only teaching us how to improve the way we measure performance, but also how we engage, train, and reward. This week’s guest: Jessica Miller-Merrell, SPHR, President/CEO of Xceptional HR, author, speaker, HR professional, and workplace social media expert, taught our community how HR technology is transforming our workplaces to provide a more efficient and transparent experience, that’s a win-win for employers and employees.
It’s no secret that HR technology is designed to improve business outcomes, but:
A1 HR Technology must be about increasing the internal community collaboration and amplifying conversations not controlling it! #tchat
— Brian Fanzo (@iSocialFanz) October 8, 2014
Can you imagine working at an office where silence is golden? Hopefully, for most of us this is not the case. But Brian does bring up an interesting point about how HR technology should act as an amplifier to employee engagement and productivity. HR technology also provides us with the tools to track and measure how we work, because ultimately it’s about creating opportunities to read and react versus sit back and wait for employees to walk out the door. Remember…
Plain and simple is right. Great HR technology not only amplifies our engagement and productivity, but it connects us to other areas that drive business outcomes. Metrics and analytics matter when it comes to measuring productivity, but they also can contribute to how we hire and retain talent. It all ties into how we drive better business outcomes. Analytics is a common buzz word in our industry, and rightfully so because:
HR technology helps us plan, monitor, and tweak. And the bigger picture here is it connects the dots for everyone. Employers can find the talent they need more efficiently and create opportunities for them to grow. And while there are some great and highly-innovative HR technologies available to organizations, the end result isn’t always a perfect ending. Make sure you know what it is you’re looking for. When it comes to HR technology:
A3: Get to know the products. Make sure you have a good match that meets your company’s strategic needs and your culture.#TChat
— O.C. Tanner (@octanner) October 8, 2014
The right HR technology aligns with an organization’s strategic needs and culture. Remember, employees are the driving force behind whether or not HR technology succeeds and reaches its full potential. Make sure employees are asked for feedback about the kind of tools they feel their work is lacking or completely missing. Definitely invite the most enthusiastic employees to participate in a focus group to demo HR technology. If they love it, then they will be your biggest ambassadors to promoting the product. Driving better business outcomes is a team effort and it does require HR technology to help make an impact.
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Closing Notes & What’s Ahead
Thanks again to our guest: Jessica Miller-Merrell, SPHR, President/CEO of Xceptional HR, author, speaker, HR professional, and workplace social media expert who has a passion for recruiting, training, and all things social media.
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Note To Bloggers: Did this week’s events prompt you to write about trends on the engagement experience?
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