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10 Disruptive HR Technology Trends for 2016

10 Disruptive HR Technology Trends for 2016
The transformational changes taking place across the HR technology landscape have the potential to provide CIOs with better tools for managing the people side of their IT organizations.
Imagine a human resources application that runs on employees’ smartphones, recommends nearby people with whom they can network, helps to boost their productivity by evaluating their time management, offers suggestions for improving work-life balance, and provides targeted, on-the-job training. It may even share exercise and healthy eating tips when and where employees need them.
This scenario illustrates the consumer-focused direction of HR technology, one that centers on employee productivity and engagement. Given the strides vendors are making to provide those capabilities, they may become reality for large enterprises sooner than many executives think, according to a new report from Bersin by Deloitte, “HR Technology for 2016: 10 Big Disruptions Ahead” (registration required).

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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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Different Cultures See Deadlines Differently

Don’t assume digital communication breaks through cultural barriers. Let’s say you email someone in Japan and expect a quick response to a simple question…but then you don’t hear from them until the next day or days later. Why might this be? Well, Japan’s business culture prizes group consensus. The person you emailed may be consulting their team members and superiors before giving you an answer. So they are being thoughtful and respectful, rather than uncaring, but this might not come across over email. You can politely inquire about what is causing the delay and manage your expectations accordingly the next time you encounter a similar situation with someone from Japan or East Asia. Patience is key.
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Forget Myers-Briggs, algorithms can better predict team chemistry

Forget Myers-Briggs, algorithms can better predict team chemistry | HRintech  - - -  HR Innovation & Technology | Scoop.it

“Historically, all of the psychology and psychometric profiling (eg Myers-Briggs) looks at who you are, but this can’t predict what will make people work well together,” he says, adding that if we could crack the formula, businesses and communities – the world – could achieve so much more. Innovation cycles would accelerate, breakthroughs would happen sooner.
The key lies deep in data science. “It isn’t just a case of whether you’ve got certain personality types in a team; it’s more subtle than that,” Shepherd explains.
Companies use Saberr’s sophisticated online analytics software in a bid to make better recruitment decisions and to address under-performing teams – from sales to software development.

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Is hr beland in een catch 22 - Is HR beland in een Catch 22?

In organisaties die onder grote druk staan, krijgt ook HR veel op zijn bord. Ik spreek HR-managers die zich het hoofd breken over de dilemma’s die al die ingrijpende veranderingen betekenen voor het HR-beleid. Zij zijn zich ervan bewust dat nieuwe omstandigheden om nieuwe, baanbrekende oplossingen vragen. Sommige van die HR-managers zeggen dat medewerkers, management, bonden en ook HR zelf nauwelijks in beweging zijn te krijgen. Dit omdat zij blijven vasthouden aan bestaande structuren, verworven rechten, afspraken uit het verleden. De vraag is hoe je daar uit komt. Grofweg zijn er drie manieren om te reageren op omstandigheden.
De intuïtieve aanpak
Daarbij handelen we op basis van ingevingen, van de onmiddellijk waar te nemen feiten, gebruik makend van ons gevoel, zonder een bewust redeneerproces. 
De routineuze aanpak
Bij “routineus” handelen en beslissen kunnen we terugvallen op vaste patronen en procedures, met voorspelbare uitkomsten, meestal zonder dat er een planning voor nodig is. 
De rationele aanpak
Onder deze aanpak valt handelen en beslissen door het volgen van bewuste redeneerprocessen. Daarbij baseren we ons op kennis, feiten en data. We onderzoeken en meten de omstandigheden, toetsen onze hypothesen door systematisch nadenken en analyseren.

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Where do you Begin with your (Big) Data Initiative? | The European Business Review

Where do you Begin with your (Big) Data Initiative? | The European Business Review | HRintech  - - -  HR Innovation & Technology | Scoop.it
While “Big data” has garnered a lot of attention over the last number of years, many managers struggle in deciding where to begin. They can often be mistakenly seduced by technology companies with the promise of an IT solution to the (big) data problem. By first distinguishing between the two different ways that data can be leveraged, this article suggests a route to navigate the terrain. It introduces the QuDa model as the foundation from which a (big) data initiative can be mapped. Its fundamental premise is that it is managers not technology that give meaning to data.

 
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Why cyber security is HR's business

Why cyber security is HR's business | HRintech  - - -  HR Innovation & Technology | Scoop.it

With trends like Big Data and analytics gaining momentum, HR holds an increasing quantity and variety of data. 
But do you know how secure that data is?
Craig Searle, head of cyber security Asia Pacific at BAE Systems Applied Intelligence, told HC that having robust security controls around data was critical.
HR professionals also needed to be aware of their legislative and regulatory obligations around such information, said Searle.
“If you want to get rid of the data you’re holding on an employee who has perhaps left the company, it’s understanding what the legislative and regulatory requirements are around when you can get rid of that data and what appropriate measures you can take in getting rid of it, like secure deletion processes and that sort of thing.”

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Why HR lacks clout with data analytics

While roughly three in four HR executives use analytics to anticipate workplace needs, only 31% provide data across the enterprise that supports and drives the business.
 
This number drops to 24% for firms in highly developed economies, according to The Digital Transformation of People Management – a report by SAP and Oxford Economics based on a global survey of 250 HR executives.
 
The report also found gaps in how data was used across the surveyed businesses.
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Innovation and the Future of Work 

Innovation and the Future of Work  | HRintech  - - -  HR Innovation & Technology | Scoop.it
I shared some examples of innovated practices but also emphasised that innovation generally comes from understanding what we need to within a particular organisation, breaking free of traditional best practices and understanding new best fit opportunities.  Once we have developed this new mindset, it’s generally fairly obvious what we need to innovate.  (Of course coming up with the right innovation is still difficult, but it’d be no fun if it was easy!)
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Top 10 Missteps Managers Make in Performance Review Meetings

Top 10 Missteps Managers Make in Performance Review Meetings | HRintech  - - -  HR Innovation & Technology | Scoop.it
Yes, we are in the heart of performance review time. Let’s take this time to remind ourselves and the managers within our company of these 10 common performance review pitfalls.

Missing the Opportunity. Most of our year is focused solely on driving execution – interspersed (hopefully) with some timely feedback on specific accomplishments and ongoing needs. When it comes to the end of the year performance review however, managers must set aside a formal meeting time and make the discussion a priority.  While not having the meeting at all is certainly the most egregious error, constantly rescheduling and/or trying to conduct the conversation amidst other work (e.g. on the way to the client or conference, etc.) miss the mark as well. Your employee’s first clue to gauge how much you value this conversation is in the setup.
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The Purpose Effect 

The Purpose Effect  | HRintech  - - -  HR Innovation & Technology | Scoop.it
The purpose effect suggests that there's a sweet spot based on an overlap between someone's personal purpose, their role purpose and the organisational purpose:


The organisational purpose should go beyond making money.  I like Dan's write up of Paul Polman at Unilever informing analysts he wasn't going to provide them with short-term guidance on business performance to ensure they could focus on a mature discussion with the market about the company's long-term strategy.  (Note to self - including a CEO comments in your book is a great way to get their endoresement for it too!)
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The secret ingredient that makes some teams better than others

The secret ingredient that makes some teams better than others | HRintech  - - -  HR Innovation & Technology | Scoop.it
Culture defines any business, but it’s one of the hardest things to manage. In this extract from her new TED Book, Margaret Heffernan lays out the often-overlooked element necessary to build an effective, efficient organization: social capital.

Running a software company in Boston, I recognized — and my board told me — that we needed to reposition the business. Our product was too bland, too generic to stimulate excitement or loyalty. I needed a team to help me, and I ended up working through the problem with a motley crew: a young web developer, a seasoned and eccentric media executive, a visual artist, and me. We spent a week in the private room of a burger joint, exploring options, rejecting easy answers, pushing one another to find something none of us could see.
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The 7 Pillars of Successful People Analytics Implementation

The 7 Pillars of Successful People Analytics Implementation | HRintech  - - -  HR Innovation & Technology | Scoop.it

Gone are the days when finding a job involved walking into a business with a WordPerfect resume in hand. Prior to social media networking, cloud, mobile applications, and big data, there was almost no publicly available data or information about your workforce or your competition. You had to rely on sheer instinct and “gut feel” when it came to hiring and retaining employees, because there was no other way to empirically measure and analyze data to make more informed decisions.
Even today, some are still being caught by surprise when a star performer announces in a Friday afternoon meeting that he or she is leaving.
What if those conversations could be changed? Today’s leading companies are using people analytics to compete and win the war on talent. 

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Bye, Bye, Human Resources?

Bye, Bye, Human Resources? | HRintech  - - -  HR Innovation & Technology | Scoop.it

The never-ending debate about the future of Human Resources took another major twist as Airbnb, recently announced that they are redefining their HR function in terms of what it is and what it does with the appointment of a new Global Head of Employee Experience to oversee and connect everything to do with their “workplace as an experience” vision, which is central to their culture and customer-centric approach.
You know better than I that debate is not new within HR as a profession. It seems like one epic rap battle between those on one side, those on another, and then there are the observers in the middle who are simply waiting for a seminal moment or announcement on who won and then they can quickly go about implementing the next model immediately once they have attended the relevant conference or workshop. 

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Udemy - The Complete Java Developer Course (2016) » Vector, Photoshop PSDAfter Effects, Tutorials, Template, 3D,

Udemy - The Complete Java Developer Course (2016) » Vector, Photoshop PSDAfter Effects, Tutorials, Template, 3D, | HRintech  - - -  HR Innovation & Technology | Scoop.it
This course assumes no previous experience, and takes you from the absolute beginner concepts like showing you the tools you need to download and install, writing you very first Java program, and then goes into more detail as we explore the entire Java feature set. All the basic Java keywords, operators, statements, and expressions are explained in great detail, together with complete chapters on object oriented programming and the Java API. You learn to develop powerful Java applications using one of the most powerful Integrated Development Environments on the market, IntelliJ IDEA!
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The Key Perk at This $50 Million Chicago Company: 'Millennial Grandparenting'

The Key Perk at This $50 Million Chicago Company: 'Millennial Grandparenting' | HRintech  - - -  HR Innovation & Technology | Scoop.it
"I may say the wrong thing sometimes," he admits, "but I'm never going to have somebody leave here for something I did not say. People want to be appreciated."

To turn that appreciation from an annual affair into a daily drumbeat, Gimbel has invested heavily in employee development and training, winning top scores for that measure in our 50 Best audit. He takes ideas that are common enough--like mentorship programs and staff trips--and finds ways to build genuine excitement around them. The result is a team that actually enjoys coming in to work, helping fuel red-hot growth at the $50 million Chicago-based staffing and recruiting agency.
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French Legislation Suggests Employees Deserve The Right To Disconnect

French Legislation Suggests Employees Deserve The Right To Disconnect | HRintech  - - -  HR Innovation & Technology | Scoop.it
Checking your work email on a weekend or a holiday? As part of planned labor reforms, new legislation in France would encourage companies to create policies to help their employees disconnect from the office.

Buried inside a hotly contested French labor reform bill is an amendment suggesting that companies of 50 or more employees draft formal policies to limit the spillover of work, specifically as it’s related to “digital technology,” into the private lives of employees. This, according to the BBC, would involve establishing a policy that specifies hours when employees aren’t supposed to send or receive email.
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How Should Companies Handle Data From Employees’ Wearable Devices?

How Should Companies Handle Data From Employees’ Wearable Devices? | HRintech  - - -  HR Innovation & Technology | Scoop.it

Wearable electronics, like the Fitbits and Apple Watches sported by runners and early adopters, are fast becoming on-the-job gear. These devices offer employers new ways to measure productivity and safety, and allow insurers to track workers’ health indicators and habits.
For employers, the prospect of tracking people’s whereabouts and productivity can be welcome. But collecting data on employees’ health—and putting that data to work—can trigger a host of privacy issues.

The Wall Street Journal asked Joh

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If robots are the future of work, where do humans fit in? 

If robots are the future of work, where do humans fit in?  | HRintech  - - -  HR Innovation & Technology | Scoop.it
But all the predictions lead to the same place: the obsolescence of human labour. Even if a robot takeover is some way away, this idea has already become pressing in specific sectors. Driverless cars are forecast to make up 75% of all traffic by 2040, raising the spectre not just of leagues of unemployed drivers, but also of the transformation of all the infrastructure around the job, from training to petrol stations.

There is always a voice in the debate saying, we don’t have to surrender to our own innovation: we don’t have to automate everything just because we can. Yet history teaches us that we will, and teaches us, furthermore, that resisting invention is its own kind of failure. Fundamentally, if the big idea of a progressive future is to cling on to work for the avoidance of worklessness, we could dream up jobs that were bolder and much more fulfilling than driving.

There are two big threats posed by an automated future.
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Four must-have qualities for all senior HR resumes

As HR continues to strengthen its strategic focus across Asia, HR professionals will have to showcase a broader range of strategic skills, a spokesperson from Careerbuilder told HRD.
 
To advance further up the modern day HR career ladder, there are four key qualities that HR leaders must have on their resumes.
 
1) Clarity in vision
 
“HR leaders must be able to hold a holistic view of the entire organisation and promote growth in all aspects,” the spokesperson said.
 
To reflect this, she added, resumes should include past achievements which showcase the ability to construct and shape a range of HR processes and policies in areas such as training, compensation & benefits, and new-employee
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5 Features To Turn Your Online Course Into Interactive Storytelling 

5 Features To Turn Your Online Course Into Interactive Storytelling  | HRintech  - - -  HR Innovation & Technology | Scoop.it
Students love the option to swipe left, right, and click for more information in their personal lives. Interactive storytelling presents content in an interesting way to encourage student engagement. With interactive storytelling, readers can choose to click on a video, or explore graphs or other data. Similar to a game, the user determines their path through the content by the choices they make. This supports the individuality of learners. And it increases learner interest and participation, aiding in the development of meaningful learning.
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How Skillshare Is Creating the Netflix for Learning

Michael Karnjanaprakorn, CEO of Skillshare, explains to Inc. senior writer Christine Lagorio-Chafkin why education is becoming more accessible than ever.
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Organisation Design - Decentralised and Networked 

Organisation Design - Decentralised and Networked  | HRintech  - - -  HR Innovation & Technology | Scoop.it

like Vlatka Hlupic's research but reject her idea of the shift.  To me, there will be many multiple shifts going on in the future and most of these will probably not include emergent leadership.  Plus even this is what an organisation wants to achieve I don't believe all organisations will need to go on one single journey to get to the desired state (moving from apathetic to unbounded).
I do like Vlatka's six box leadership model which has similarities to my own organisation prioritisation model, notably through a focus on relationships (and hence a basis for the network type organisation in the conference session's title).

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Women in leadership is a business issue, not a women's issue.

Women in leadership is a business issue, not a women's issue. | HRintech  - - -  HR Innovation & Technology | Scoop.it

Women in leadership is a business issue, not a women's issue.  However given the low number of attendees in the room it doesn't seem to stand out  as a men's issue - which might, of course, be part of the reason for the problem?  As Tacy suggested, this should be something which concerns mentors, leaders, fathers of this generation of women and the next.
We started with the #LikeAGirl video and then looked at some of the evidence for why this type of sterotyping is a problem in leadership as well.  Eg Barclays find that in the bottom 20% of businesses by financial performance just 19% of leaders are women.  In the top 20% 37% are women.  DDI and the Conference Board found that in the bottom 20% 16% of hi-pos are women.  In the top 20% 28% are women.  How re we going to populate the ranks of leadership if don’t change our high potential pools? 

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I solemnly swear … an HR data and analytics manifesto

In the spirit of the election season, I would like to propose a type of nonpartisan party platform for candidates for analytical leader or officer positions within organizations. And even if you aren’t in charge of analytics, these are good principles to live by as someone who has to wrestle with what the analyses in your organization really mean and how best to use them – or ignore them.

Diagnosis before action.
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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.
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9 Free Online Courses To Pump Up Your Big Data, Analytics Skills 

9 Free Online Courses To Pump Up Your Big Data, Analytics Skills  | HRintech  - - -  HR Innovation & Technology | Scoop.it

Analytics, big data, and data science are hot areas in the industry, and professionals who have these skills are in high demand. Some reports put annual salaries for data scientists at above the $200,000 mark. Career site Glass Door rated data scientist as the top job for work-life balance, which is not anything that's easy to come by these days.
The demand for data scientists, analysts, and big data experts is strong, and educational institutions are scrambling to meet the demand. But do you really need to go back to school to get another degree in order to establish yourself in a career as a data scientist? Maybe not.
There are plenty of other ways for aspiring data scientists and analytics experts to prove their worth to potential employers. 
How do you gain the basic skills? There are a plethora of free online courses available today -- some from well-known and respected universities, others from popular providers of massive open online classes (MOOC) -- offering help with the skills you need to succeed.

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