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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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Organize for Complexity

Niels Pflaeging read my ebook Seeking perpetual beta and said that “after reading the book one yearns for more from you about the right learning architecture, about how to develop organizations applying this thinking, about how to build learning programs and infrastructure.” Well I think Niels has answered much of that question himself, in his recent book Organize for Complexity. Since I promote the fact that today work is learning, and learning is the work, then if you create better ways of working, you are also improving organizational learning. As Niels writes about the “learning riddle”:
Mastery is the human capability to solve new problems. It can only be developed through practice. We call this “disciplined practice”.
Fads like business analytics, knowledge management, and big data will never make organizations fit for complexity.
This is why I now call PKM: Personal Knowledge Mastery; to separate it from much of the traditional practice of knowledge management. #PKMastery is disciplined practice.
So what does Organize for Complexity cover? Pretty well everything you need to know in order to prepare your organization for the “age of global markets”, or what I call the network era. The book simplifies years of research and management practice and presents a lucid set of working examples, guidelines, and models that can be understood by all. It’s like an updated, synthesized version of Senge’s Fifth Discipline Fieldbook, but designed for the second decade of the 21st century.

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The Next Phase of Collaboration: Getting the Job Done

The Next Phase of Collaboration: Getting the Job Done | HRintech  - - -  HR Innovation & Technology | Scoop.it
While many companies struggle to adopt social business practices, others have found ways to generate real business results through collaboration.

The difference often comes down to a structured approach to social business that was explored yesterday in a CMSWire webinar featuring Jim Lundy, CEO and lead analyst for Aragon Research, Matt Wenger, CEO of ThinkTank and Kim Glover, manager of knowledge management for FMC Technologies. The session was sponsored by ThinkTank
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4 Keys To Building A Social Business From The Inside Out

4 Keys To Building A Social Business From The Inside Out | HRintech  - - -  HR Innovation & Technology | Scoop.it
When talking about the explosive growth of social media, there may be nothing I hear more from small- and medium-business owners than this:

“We know we need to get involved in social, we’ve tried! Our team just doesn’t buy into it. They have a way of doing things, and it’s really hard to change.”

Like a perfectly thrown dart, this nails the bull’s-eye and simultaneously it depicts why many entrepreneurs are struggling to make social work for them.

But before I make what would seem to be the easy application of blame on the employees, I’m going to throw a quick curveball: The employees aren’t at fault whatsoever. If your organization is failing to embrace social media then it starts at the top.
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Respect is not enough

Respect is not enough | HRintech  - - -  HR Innovation & Technology | Scoop.it
I applaud any effort to elevate the importance of respect for one another. Respect rests in your intentions and that’s a critical part of cultural intelligence. In fact, CQ Drive - your interest and motivation to adapt to different cultures - is the first of the four CQ capabilities. But respect alone is not enough.

Customer service reps need the skills to accurately interpret an interaction and respond effectively and respectfully.
Negotiators need culturally intelligent strategies to build trust and close deals across cultures.
Organizations need global standards that are applied universally while allowing flexibility for how regions enact standards like responsibility, innovation, and integrity.

These are the kinds of skills that leaders and teams in organizations operating around the world need to develop.

Cultural intelligence has to be driven by respect or it’s simply a tool to manipulate others. But it’s overly simplistic to think what your default social skills and what you intend to be respectful will be enough. The greater the cultural distance, the more likely your respect won’t be interpreted as respect. But as we consciously develop the skills to read a situation, take the perspective of others, and behave with cultural intelligence, we’ll make great strides in being both respectful and effective in our increasingly diverse, globalized world
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ING introduceert educatieve game app

ING introduceert educatieve game app | HRintech  - - -  HR Innovation & Technology | Scoop.it
ING lanceert een nieuwe versie van de ING Fame Game. Dit is een mobiele app voor jongeren tussen de 10 en 15 jaar, gericht op financiële educatie. Uit onderzoek van het Nibud blijkt dat jongeren die vroeg hebben geleerd om verstandig met geld om te gaan, later minder snel in de financiële problemen komen. De app leert jongeren spelenderwijs met geld om te gaan.
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Transforming Culture Is Simple: All It Takes Is Changing People

Transforming Culture Is Simple: All It Takes Is Changing People | HRintech  - - -  HR Innovation & Technology | Scoop.it
In a survey of top leaders by Booz and Company last year, 84 percent said culture was critical to success, and yet the majority admitted their culture was in need of a major overhaul.

So, how do you transform a culture to meet your company’s needs today? How can you get employees or teams to behave the way you need them to execute your strategies and enhance your performance as well as your employee engagement and the customer experience?

How do you get the innovation and agility you need in fast-changing markets? How do you get the cross-organizational collaboration that makes one plus one equal three?
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Online leren terwijl de baas meekijkt

Online leren terwijl de baas meekijkt | HRintech  - - -  HR Innovation & Technology | Scoop.it
Het bedrijfsleven besteedt jaarlijks miljarden aan zakelijke trainingen en opleidingen, maar wil daarop bezuinigen. Nieuwkomer Studytube speelt hierop in.

De jaarlijkse bruto omzet van de Nederlandse opleidingsmarkt wordt geschat op ongeveer 3,5 miljard euro.

Bekende aanbieders zijn onder meer Schouten en Nelissen en NCOI, die zowel beroepsopleidingen (master, hbo en mbo) als specifieke vaardigheidstrainingen (o.a. sales, marketing, projectmanagement), masterclasses en maatwerktrajecten aanbieden. Nieuwkomers als GoodHabitz (sinds 2011) en Studytube (sinds 2014) onderscheiden zich op deze markt met een pure focus op online leren en trainen. De behoefte hieraan gaat fors groeien, is de verwachting.
Online leren terwijl de #baas meekijkt
Traditionele markt opschudden

Herman Hintzen van de Nederlandse investeerder HenQ Invest stak onlangs met investeringsfonds Redcrest 1 miljoen dollar in Studytube.
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World HR Congress Day 2: Bad HR Management Kills

World HR Congress Day 2: Bad HR Management Kills | HRintech  - - -  HR Innovation & Technology | Scoop.it
Are you killing people in the workplaces you are overseeing?” asked organizational behavior guru Jeffrey Pfeffer of Stanford University, starting off his presentation at the World Federation of People Management Associations’ (WFPMA) 15th World HR Congress on Oct. 16, 2014.

He explained that companies are failing to pay attention to human health and well-being, when this should be an employer’s “sacred responsibility.”

What makes some employees get sick, and even die? he asked. His answer: broken leadership and bad organizational decisions—such as lack of health insurance, poor job design, long hours and shift work, no social support in the workplace, poor work/life balance, perceived unfairness and injustice, and layoffs and job insecurity.

For healthy people, according to Pfeffer, losing a job increases the chance of a new health condition arising by 83 percent. The health effects of job loss do not dissipate even after an employee finds a new job, he said.
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Some Quick Thoughts on Big Data and Metrics

Some Quick Thoughts on Big Data and Metrics | HRintech  - - -  HR Innovation & Technology | Scoop.it
A lot of companies have been talking about big data lately, but what does mean for us in HR and talent acquisition?

Simply put, it is using data to spot trends and make decisions that impact the business. This is no different from what companies have been doing for a while in other functional areas such as finance, corporate strategy, supply chain, and more recently HR. It is just that how this is captured, analyzed, and presented has changed.

Geoffrey Dubiski of Sumner Grace and I once gave a talk on “Recruiting and Your Bottom Line” at an IQPC event.
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Maak spelers van je werknemers: gamification bij het contact center van Knab

Maak spelers van je werknemers: gamification bij het contact center van Knab | HRintech  - - -  HR Innovation & Technology | Scoop.it
Er is al aanzienlijk geblogd over gamification, maar het volledig plaatje blijft vaak hangen op losse aanbevelingen. De essentiële bouwstenen zijn voor de meesten wel duidelijk, maar dan komt de vraag: ‘how to make it happen’. Om meer duidelijkheid te scheppen zal ik jullie, aan de hand van een recente invoering van een business game, meenemen in het hele proces. Deze case study betreft het contact center van de bank Knab. De mix aan verschillende aspecten als fun, spel, player journey en experience én de ontwikkeling van meetbare en vooral duurzame systemen om zakelijke doelstellingen te dienen zal ik hier structureren in een stappenplan.
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Nieuw Organiseren

Nieuw Organiseren | HRintech  - - -  HR Innovation & Technology | Scoop.it
Deskundigen zien drie fundamentele veranderingen die al gaande zijn: Verticaal wordt horizontaa, centraal wordt decentraal en top-down wordt bottom-up.
* Verticaal wordt horizontaal:
Beslissingen, onderling overleg en reflectie vinden plaats tussen afdelingen en tussen medewerkers onderling. Er ontstaat ruimte voor enthousiasme, voor gedragen plannen en sprankelende ambities.
* Centraal wordt decentraal:
Geen 100% afhankelijkheid meer van centrale leiding maar ruimte voor eigen initiatief. Daar waar het werk wordt uitgevoerd ontstaan de beste ideeën, worden zinvolle verbeteringen bedacht en ontstaan er nieuwe initiatieven.
* Top-down wordt bottom-up:
De traditionele aansturing van bovenaf maakt plaats voor bottom-up initiatieven. De lijnen worden korter, medewerkers beslissen zelf over wat er nodig is om klanten of cliënten zo goed mogelijk van dienst te zijn. Besturing en uitvoering van de werkzaamheden ‘liggen laag in de organisatie’
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Nog steeds uurtje/factuurtje - Zijn wij vernieuwend genoeg?

Decentralisatie en transparantie zijn de grote trends volgens Farid Tabarki, een van de keynote-sprekers op het ZiPconomy seminar op 13 november. Wat betekent dit voor de groeiende groep flexwerkers en hun businessmodellen? Innovatie van businessmodellen is een voorwaarde voor zakelijk succes, zegt Henk Volberda in zijn boek Re-inventing Business.

Jan Jonker koppelt zakelijk succes aan duurzaamheid. Hij concludeert dat meervoudige, gedeelde en collectieve waardecreatie nieuwe businessmodellen onderscheidt van traditionele modellen. Minder dan twee procent van de bedrijven in Nederland heeft een nieuw businessmodel. Hier liggen nog grote kansen voor bedrijven en organisaties.
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Knowledge: The Key to Empowering Employees & Serving Customers

When it comes to service and support, customers don’t long for conversation. They want fast answers. According to Parature’s 2014 State of Multichannel Customer Service Survey, customers rank the top two aspects of a satisfying customer service experience as:

Getting my issue resolved quickly (41%)
Getting my issue resolved in a single interaction (26%)

So, what is the key to delivering on the above? At the heart of every efficient (and hopefully first contact) resolution is knowledge. It is a simple foundation that, if developed and managed correctly, can be used both internally and externally – and distributed from a single source across almost every internal or external customer-facing channel including phone, IVR, email, live chat, mobile, social, support portal and more.
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Reinventing Organizations – Review

Reinventing Organizations – Review | HRintech  - - -  HR Innovation & Technology | Scoop.it

What is a “Teal Organization”? Frédéric Laloux, in Reinventing Organizations, uses a colour scheme, based on Integral Theory, to describe the historical development of human organizations: Red > Orange > Green > Teal. Laloux lists three breakthroughs of Teal organizations:
Self-management: driven by peer relationships
Wholeness: involving the whole person at work
Evolutionary purpose: let the organization adapt and grow, not be driven
The book describes in detail how Teal organizations work and how they can be initiated. Laloux studied many organizations and through observation and engagement deduced what makes them work. They include organizations of all types, such as AES, Buurtzorg, FAVI, Morning Star, RHD, Sun Hydraulics, and Patagonia.
The world needs more Teal organizations so we can evolve as a society and a civilization. First we shape our structures, and then our structures shape us, Winston Churchill said (attributed). Geary Rummler stated that if you put a good person in a bad system, the system wins every time. Our organizations influence our behaviours, as they compose a significant part of our social networks. Creating better organizations will give us the necessary “technology” to further develop.

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4 Ways to Turn Your Employees Into Brand Ambassadors |

4 Ways to Turn Your Employees Into Brand Ambassadors | | HRintech  - - -  HR Innovation & Technology | Scoop.it
Would you like your employees to be brand ambassadors on social media?

Do your employees feel confident sharing on social media about your company?

In this article you will discover how Adobe is empowering their 11,000 employees worldwide to be social media brand ambassadors. As a result, they are building customer goodwill and influencing sales.
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Why the Smartest Companies Are Embracing Remote and Flexible Work Arrangements

As the workforce is shifting toward striking a balance between personal and professional lives, the concept of workplace is shifting from a brick-and-mortar office to a more virtual environment. The reason this is so popular? People are increasingly more interested in having control over how, when, or where they work from. According to the latest New Way to Work Index report from Unify, 43% of employees would choose flexible working over a pay raise, reflecting just how much importance they attach to workplace flexibility.

Smart companies undertand this and understand the importance of a happy, motivated, productive workforce, so they are adapting to support remote and flex working arrangements. Earlier this year, Flex Jobs released a list of top 100 companies that are offering remote jobs and it’s no surprise to see companies like Xerox, Dell, and American Express featured among the top five brands that are embracing this new work culture.

So why are these companies warming up to the idea of remote jobs? How do they stand to benefit from this set-up? Let’s take a look at three major benefits that brands are likely to draw from adopting a flexible working environment.
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How to Cultivate Trust in Your Work Relationships

How to Cultivate Trust in Your Work Relationships | HRintech  - - -  HR Innovation & Technology | Scoop.it

A few years ago, I worked with a woman named Angela who managed a program that was interdependent with the one I was involved with. Though we didn’t have a reporting relationship, our mutual success was clearly dependent on our ability to collaborate.

It was one of the most difficult working relationships I’ve ever experienced — and an extremely stressful one. As I reflect back on that time, I realize there was one major ingredient missing from our collaboration. The problem was we never whispered those three little words that everyone wants to hear from their closest co-workers:

“I trust you.”
The lack of trust was frustrating to my team and me, and it made everything we did so much more difficult: Conversations took longer, coming to an agreement was excruciating (if not impossible) and negotiating everything, from resources to outcomes, was exasperating.

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The future is self-management

The future is self-management | HRintech  - - -  HR Innovation & Technology | Scoop.it

Two late 19th century theorists still firmly inform management thinking.
Henri Fayol’s functions of management pretty well sum up how many managers see their responsibilities today.
To forecast and plan
To organize
To command or direct
To coordinate
F.W. Taylor’s Principles of Scientific Management viewed management as the necessary controlling layer in order to systematize work and make it efficient. If labourers could not adapt to managers’ directions, then they should be let go.

But today, a lot of management can be done with machines. You don’t need a manager to find information.

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Changing Behaviours

Changing Behaviours | HRintech  - - -  HR Innovation & Technology | Scoop.it
The Problem

I have been for a long time interested in the thorny question of people and their behaviour. What drives people’s behaviours? Why do certain people behave in one way, and others in different ways, even in much the same situation?

More specifically, why do people doing various kinds of knowledge-work, such as software development, not adopt the most effective ideas in the field? With the advent of the internet such ideas are widely known and easily referenced, yet uptake is slow and patchy, to say the least.

I guess there are dozens, maybe hundreds of different reasons why people don’t adopt a new idea as soon as they find it. But I’ve been looking for some more general “rules” governing these situations.
Needs Drive Behaviours
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Steve's HR Technology - The technology (sometimes) doesn't matter

Before I hit the main point of this post, I want to be clear about something - I think whether in enterprises or for personal use, having the 'right' technology available is often a critical enabler of both indivdual and organizational performance.

Anyone that has had to deal with older, even antiquated business systems that are slow, difficult to use, have to be accessed through a labyrinth of logins and passwords, and at the end of the (painful) process can't really produce the information you need to make decisions, can attest to the importance of modern tools and technologies. Or maybe it is that aging first or second generation iPhone you are still carrying around. You know, the one that has the tiny screen and doesn't have enough memory and processing punch to be able to run the VERY LATEST version of iOS. The iOS version that you know is better, even if you have no idea how. But you NEED IT.
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Lean voor veel organisaties op lange termijn een lastige klus

Lean voor veel organisaties op lange termijn een lastige klus | HRintech  - - -  HR Innovation & Technology | Scoop.it
Lean management is populair en wordt al in talloze organisaties toegepast. Vaak gaat het om successen op de korte termijn. Zo worden hier en daar kosten teruggedrongen en klanten efficiënter geholpen.

Veel lastiger blijkt het om Lean management op de lange termijn door te zetten. Voor iedereen die wil weten hoe je Lean management blijvend kunt implementeren, schreef Marcel van Assen het 'Handboek Lean Management' dat onlangs bij Academic Service verscheen.
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5 Reasons You Need to Create and Manage Your Personal Brand

Personal branding has become a hot topic in the workforce these days. And smart employees focus on managing their personal brands daily. They understand the concept that every time someone has contact with you at work, or on social media, one of two things happen: your personal brand is either strengthened or weakened…by what you say or don’t say, and by what you do or don’t do.

So, exactly what is personal branding? In a nutshell, a strong personal brand allows all that’s unique and effective about your personal and professional style to become known (in a deliberate and managed way) to your colleagues up, down, and across the organization. And that can enable you to generate maximum value and unique “distinction” for yourself.

But why else should you care about creating and managing your personal brand at work? Let’s look at five ways it can benefit your caree
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Building An Ideas Driven Organizations

Ideas Are Free
What are we talking about
What is an Ideas Driven Organization? Why is it important to build such an organization and their importance in the context of the times that we live in
The significance of building a culture where ideas are not only welcome but are also actioned on.
Why command & control systems might not be the right way to manage organizations in today’s economy?
The best process for creative problem solving that works
The importance of small ideas & the competitive advantage they provide.
The importance of carrying ideas to different parts of the organization.
How knowledge industries can benefit from building processes around ideas?
How can governments benefit from building an ideas driven organization?
Importance of having the right strategy in order to truly accelerate the benefit from building an ideas driven culture?
The importance of goal alignment
How can a start-up build a culture of Ideas driven organization right from the start?
The role of a leader in the organization

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Hoe LinkedIn met big data onze wereld verbetert

Hoe LinkedIn met big data onze wereld verbetert | HRintech  - - -  HR Innovation & Technology | Scoop.it
Een monopolie-positie is altijd prettig. LinkedIn zit in zo'n comfortabele positie. Als hét wereldwijde zakelijke sociale medium heeft het z'n sporen inmiddels verdiend. Met meer dan 300 miljoen gebruikers wereldwijd heeft het daarnaast een schat aan data beschikbaar. Als data-analist bij LinkedIn zou ik elke dag met plezier naar m'n werk gaan. Man, wat een interessante data! En doen ze er ook nog wat nuttigs mee? Nou en of!
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Why Our View Of Work Impacts Company Culture

Why Our View Of Work Impacts Company Culture | HRintech  - - -  HR Innovation & Technology | Scoop.it
There is a social grooming that takes place on a generational level and a community level. We learn from parents, family members and other well-meaning influencers in our lives that work is a necessary evil that we must endure in order to get money. In our communities, ideas like “Mondays suck” and “TGIF” have deified the weekend and vilified the workday. At the end of the day, everyone from the CEO to the front-line employee who started two days ago has to go to work.

work_viewThis way of viewing work has become quite prevalent and has securely inserted itself as an integral part of the organizational fabric. Sure there are some training programs and seminars that push against the ugliness of work being work, but they are fragmented and only mildly effective. One of the ongoing things that perpetuates the notion of work being this arduous task which must be endured is that of company culture.
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