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Blogging ten years ago

Blogging ten years ago | HRintech  - - -  HR Innovation & Technology | Scoop.it
Ten years ago today, on December 13, 2002, I wrote and published my first blog post. Nothing especially inspiring, earth-moving or even awesome in what I said, just a brief note to announce my entr...
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HRintech  - - -  HR Innovation & Technology
Sharing news & expertise of HR innovation (HRin) & HR technology (HRtech)
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Sourcing talent, a key recruiting differentiator part 2 - the (Big) Data Landscape overview

Sourcing today is Data Driven. Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing…
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What is Resume Parsing?

Recruiters use resume parsing to create a far more convenient and efficient resume and application screening process. Resume parsing helps recruiters out in a huge way. This technology allows recruiters to electronically gather, store and organize the information contained in resumes or applications.

Once this information is obtained, it is easily searchable using keywords and phrases. As each resume is parsed, the program searches for these terms and words and brings the recruiters relevant resumes and applicants. So instead of looking through dozens or hundreds of resumes, this technology sorts and searches them for the recruiter.
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The Modern Workforce: 4 Crucial Shifts | Insurance Innovation Reporter

The Modern Workforce: 4 Crucial Shifts | Insurance Innovation Reporter | HRintech  - - -  HR Innovation & Technology | Scoop.it
Accelerating advancements in science and technology have set the foundation for massive shifts in the decades ahead, yet we continue to operate on a platform meant for a different time. This platform has hit a productivity wall, and a new emerging platform has changed the expectations of those we engage with. As they advance, these shifts will challenge our long held beliefs and intuition, while changing long standing business models across industries. In the face of this, organizations must unlearn what they know and embrace new ways of thinking. This is especially important in our approach to the workforce and the evolution of our management paradigm. How we lead the modern workforce will require change, and it starts with four crucial shifts: embrace a new way of working, move towards a collaborative management paradigm, value human characteristics, and plug into the emerging platform.
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The Ultimate Guide to the Future of Work

The Ultimate Guide to the Future of Work | HRintech  - - -  HR Innovation & Technology | Scoop.it
10 years ago, Genentech and Wegman’s were the top companies to work for. Facebook had just opened itself to anyone with a valid email address, including businesses. Email and IM were starting to overtake phone calls and meetings as the top form of business communication. Needless to say, a lot has changed since 2006, and the next decade will bring an equally dramatic transformation.

So take a few moments to stop worrying about today’s work and take a peek into the future — you don’t want to let these big trends sneak up on you!
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Being predictive in HR analytics is probably less important than you think

Being predictive in HR analytics is probably less important than you think | HRintech  - - -  HR Innovation & Technology | Scoop.it

A few years ago the talk in HR was about Big Data. Now, the talk is about Predictive Analytics. In both instances people had grabbed a popular and exciting topic from outside HR and claimed that this was the new big thing. In both instances the labelling probably gets in the way of understanding the real value that the core techniques provide. In both instances what’s hidden behind the labels is where the value is.
In a recent podcast interview with Matt Alder I mentioned that size was never really the issue with Big Data in HR - the issue was always that the variety and quality of the data meant that HR analysts were dealing with data that wasn’t easy to analyse. When you hear quotes on the size of data increasing exponentially then it’s worth realising that a large amount of this is unstructured data - text, images, video, sound. The Big Data challenge for HR has always been how to deal with this unstructured  and messy information. Size per se is less important.

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The art and science of well-being at work | McKinsey & Company

The art and science of well-being at work | McKinsey & Company | HRintech  - - -  HR Innovation & Technology | Scoop.it

Leaders of high-intensity, high-performing organizations are beginning to recognize the important effects of mindfulness, exercise, and sleep on the body—and the brain.
Living in a fast-paced, digitally focused, hyperconnected world often means sacrificing the ability to step back and take a breath. In this episode of the McKinsey Podcast, McKinsey Publishing’s Lucia Rahilly taps principal Manish Chopra, specialist Els van der Helm, and author and McKinsey alumna Caroline Webb for their experience and expertise on the mind–body connection and why executives are increasingly taking notice.

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Different by Design: The Fabric of the New Organization

Different by Design: The Fabric of the New Organization | HRintech  - - -  HR Innovation & Technology | Scoop.it
We just finished our 9th annual research conference, IMPACT 2016, and I was once again inspired by the innovation, passion, and sharing among the 600 or so people who joined us. This year’s conference was entitled “Different by Design: The New Organization,” and we focused for three days on the many ways we are redesigning our companies in the digital world of work to be more agile, responsive, engaged, and performance-driven.

fabric500The metaphor I used to kick off the conference was a discussion about how companies are like a beautiful fabric: designed uniquely to fit together with colorful thread, enduring and flexible, strong yet soft, able to adapt to any external conditions.
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Degrees of Company Transparency - hr bartender

Degrees of Company Transparency - hr bartender | HRintech  - - -  HR Innovation & Technology | Scoop.it

We have a tendency to think all transparency is good transparency and that might not be the case. In thinking about the concept that there are degrees of company transparency, I ran across this post on TLNT.com titled, “The Ugly Side of Transparency in the Workplace.” It’s a good read about the potential pitfalls of a transparent culture.
It’s important to note that acknowledging the potential downside to transparency isn’t an endorsement for being secretive. It’s also not a justification for not being transparent. Understanding the downside to transparency is an opportunity for self-awareness and education. Employees need to know what good transparency and not-so-good transparency look like.

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Are Millennials Driving Change in the Workplace?

As technological developments propel the workplace forward more quickly than ever before, the way people work is dramatically changing. With the ability to connect from anywhere at any time, employees are beginning to experience increased flexibility and autonomy in their work. Technological resources make it possible—and necessary—to constantly learn new skills. In a global marketplace, the search for talent often extends all over the world, and contract-based work is becoming more common. Add to this a cultural shift toward pursuing work that is personally meaningful, and the emerging workplace model looks progressively different than the traditional work paradigm.
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Making sense of MOOCs

Making sense of MOOCs | HRintech  - - -  HR Innovation & Technology | Scoop.it

Amid clouds of hyperbole heralding unprecedented global progress fuelled by free learning, the Massive Open Online Course was born. So how is it faring?
MOOCs first came into most people’s consciousness in 2012, dubbed the year of the MOOC by the New York Times as a number of high profile American universities started doing the unthinkable in an increasingly exclusive and expensive education market – giving the product away.
Amid clouds of hyperbole heralding unprecedented global progress fuelled by free learning, the Massive Open Online Course was born. Sceptics tempered the euphoria, pointing to low completion rates and questioning the extent to which MOOCs were extending educational opportunity (given that most of those signing up for them were already graduates).

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How can organisations become more transparent with their people data?

How can organisations become more transparent with their people data? | HRintech  - - -  HR Innovation & Technology | Scoop.it
As organisations mature and become more data driven one of the most important steps they take is to develop clear reports which tell the story of the business through people data. We have all seen powerful data illustrations, which when used well are perfect at describing an idea, concept or example through information. When functions such as HR and finance collaborate and create visualisations of people data we know through research that users are far more likely to connect with an idea and engaging narrative, rather than a spreadsheet of tired looking graphs.
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Boost your L&D visibility & credibility – The Annual Learning Report | Learning Wire

Boost your L&D visibility & credibility – The Annual Learning Report | Learning Wire | HRintech  - - -  HR Innovation & Technology | Scoop.it

The Annual Learning Report
The interviews with 50+ CLO’s and HR experts have revealed 6 different clusters with credible metrics, to create your Annual Learning Report. Based on the needs of your organization, you can select relevant metrics from the two streams labeled prior:
Which L&D activities does L&D deliver and how do they operate?
- L&D Basics 
- L&D Efficiency

- Digital learning
- L&D operations & achievements 
- General L&D Effectiveness

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The Future of Work: It’s Already Here… And Not As Scary As You Think

The Future of Work:  It’s Already Here… And Not As Scary As You Think | HRintech  - - -  HR Innovation & Technology | Scoop.it

I recently had the opportunity to speak at the Singularity University Summit in San Francisco on The Future of Work. After months of research on the topic, reading dozens of books and articles on AI, robotics, and economics, I came to a simple conclusion: the future of work is already here. And we all have to deal with it.
The Future of Work: Why Now?
The phrase “Future of Work,” has become a buzz word. (I found 48 million Google hits on the phrase.) There are are suddenly hundreds of conferences, books, and articles on the topic, covering everything from artificial intelligence to robotics to income inequality and contingent labor.
The reason for the interest is simple: we are in an economic cycle where jobs, as we know them, are rapidly changing.  Here are just a few of the changes:

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5 “Foot” Steps To Creating Brand Humanization

5 “Foot” Steps To Creating Brand Humanization | HRintech  - - -  HR Innovation & Technology | Scoop.it

I’m super passionate about the importance of Brand Humanization, that mix of culture, community and corporation which can create magic for employees and shareholders, or signal trouble, not only in the ranks, but in the larger world of brand reputation. There is so much happening in this arena right now. It’s very cool really.
On the one hand we have TOMS Shoes, the oh-so-hip shoe brand with a huge social network sustained by a very human brand with a cause. TOMS hits all the high notes in Brand Humanization. It leverages the power of social networks and attracts a growing community of consumers – brand advocates – who are continually energized by the brand’s charitable mission. TOMS fans trust the brand and its purpose;

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Will IoT technology bring us the quantified employee?

Will IoT technology bring us the quantified employee? | HRintech  - - -  HR Innovation & Technology | Scoop.it
World-class athletes track how far they run, how much weight they lift, how many calories they ingest, how much sleep they get, and even how much oxygen they consume. By measuring and monitoring these variables, athletes can optimize their performance, shave seconds off their time, and gain a competitive advantage on the field. And technology that collects information and offers quick feedback helps these athletes conserve energy, keep track of daily workouts, and determine their peak performance times.
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Should we prepare for a bossless future?

Should we prepare for a bossless future? | HRintech  - - -  HR Innovation & Technology | Scoop.it

Top-down hierarchies are out, creative and collaborative structures are in. This approach to management is starting to become a new norm in the startup world. But can we expect this trend to gain significant traction in the mainstream corporate realm anytime soon? Could the CEO go the way of the dodo?
Innovation and disruption are the key ingredients for a successful fast-growth startup venture – as well as for any established enterprise wanting to keep pace in a quickly evolving competitive ecosystem. Today, even historically traditional organisations are starting to study the flexible structures found in startups in order to facilitate a capacity for change and nimbleness. Taken to its greatest extreme, the pursuit of an endlessly agile, flexible structure would theoretically result in abandoning traditional management hierarchies entirely.

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The future of HR is Open Source

We are living in a time of unprecedented change. This applies to politics – with the worrying rise of Donald Trump in the US and the EU in/out Referendum in the UK, to economics – in the wake of the financial crisis, to technology – where Moore’s Law has multiplied and is set to go into hyperdrive and to business - where digital is changing every single business model.

The impact to the world of work is already multifarious and set to reach epidemic proportions. It’s rare that a day goes past without the likes of Harvard Business Review, The Economist or Forbes declaring that humans are set to be imminently supplanted by robots in the workplace. Even if some of the most dramatic headlines are hyperbole, most of us would concede that the next 5-10 years are going to see work change beyond recognition to an extent perhaps not seen since the Industrial Revolution

As custodians of the people that work for their organisations, HR is right in the frontline. How should it face this onslaught?
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Behavior Influenced Search Ranking

A system and method for behavior influenced search ranking may include obtaining, via a network interface, a search term from a user device. An initial result including a first group of the user profiles may be generated based on user profiles from a social network in relation to the search term, the user profiles stored in a profile database. A rank of each of the first group of the user profiles may be determined based, at least in part, on interactions from a
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HR Technologies to Watch - Q2, 2016

HR Technologies to Watch - Q2, 2016 | HRintech  - - -  HR Innovation & Technology | Scoop.it
Recently I told a group of HR and recruiting professionals that they should keep up with the ever-changing HR technology market by participating in 3-4 software demos a week. You might wonder why I said this… well, partly for professional development, partly because I don't want them to be blindsided by advancements in HR tech, and, partly because I'm a geek and I want them to bear witness to the cool things that are happening in our market. I told the group that if they had trouble determining where to start to email me, and I'd build a list for them.
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The Role Big Data Plays in Digital Transformation - IBM for Marketing Agencies

The Role Big Data Plays in Digital Transformation - IBM for Marketing Agencies | HRintech  - - -  HR Innovation & Technology | Scoop.it
Access to big data has changed the game for small and large businesses alike. Instead of using small focus groups and general demographics to extrapolate target market activities, modern companies can now access specific information—and lots of it—about employees and customers, helping fine tune marketing and sales, and drive increased ROI. Big data can help businesses solve almost every problem with a working, research driven solution.

But, for many organizations, “big data” is a scary term. Where does the info come from? How do I translate such a massive and ever changing data set into usable information? I’ve found the key to successfully leveraging big data in order to support digital transformation strategy is to start slowly.
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The evolution of Global Workforce

The evolution of Global Workforce | HRintech  - - -  HR Innovation & Technology | Scoop.it

Technological advances and cultural changes have always driven the evolution of the global workforce, but now an even faster-paced transformation is underway. The rapid adoption of high-tech solutions delivering new insights – combined with increased global competition, real-time communication and a highly mobile talent pool – is leading to significant changes in the way people live and work around the world.
The five overarching needs that people of the world relate to, regardless of geography – Freedom, Knowledge, Self-Management, Stability, and Meaning – and what they mean for employers
How the changing workplace is perceived
The greater need for individuals to adapt to different roles to demonstrate value
The desire for employees to feel connected to meaningful, and impactful work
The benefits and risks of increased automation
The study incorporates diverse perspectives spanning: geographies, job level, company size and more. 

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Four Drive Theory of Motivation

1. This video will explain the F our­Drive Theory of Motivation
2. Unlike previous methods of developing motivation theories, the four drive theory was
created by P aul R. Lawrence and N itin Nohria to understand the human brain.
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12 Books Every Great Data Analyst Should Read

12 Books Every Great Data Analyst Should Read | HRintech  - - -  HR Innovation & Technology | Scoop.it
I had the pleasure of speaking today to the Virtual Government Tableau User Group. I mentioned that great data analysts have an appetite for learning and included a list of books that every great analyst should read. Here are 12 books that I highly recommend (obviously this isn’t an exhaustive list):
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Data Management: 17 reasons to start managing your data today

Data Management: 17 reasons to start managing your data today | HRintech  - - -  HR Innovation & Technology | Scoop.it
Data volumes are exploding. Mainly out of sight and out of mind of business management. Key sources of data growth are smart and connected products, like user devices of employees and customers. Usage stats of apps and websites are contributing vastly. Also RFID tagged products, machinery and transport generate loads of data as part of internet of things. All these quite simple transactions and movements are being registered. Soon we all know about tera, peta, exa, zetta and yota.
Data potential. Data on customer behavior and customer preferences provide extra turnover potential. Google advertisements of products you were thinking about last week and the Amazon book offerings tuned with your interests have become standard. But also a ship building company can offer and deliver the right and extra services in the right harbor to customers when knowing wear and tear data of ship parts and real time shipping lines data.
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How to create a psychologically safe environment at work

How to create a psychologically safe environment at work | HRintech  - - -  HR Innovation & Technology | Scoop.it

Psychological safety, in a work capacity, is all about creating environments in which employees feel accepted and respected.
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There are ways to identify if your workplace is psychologically safe or unsafe.
For example, in an unsafe environment it is likely that any mistake you make will be permanently held against you.
Similarly, if you’re in a meeting with people in senior positions and feel like you can’t speak your mind for fear of being judged your environment is not psychologically safe. 
This article will go on to discuss ways in which you can make your working environment psychologically safe. But first, it is important to explore what the concept means and why businesses should sit up and listen.

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