A New Wave of HR Technology Is Disrupting the Market

There’s a pattern in the lifespan of human resources (HR) technology companies of the past two decades: they get gobbled up. The pioneering firms in HR technology from the late 1990’s to early 2000’s were mostly acquired by bigger enterprise companies in need of a few product parts. IBM acquired Kenexa, Oracle bought Taleo and SuccessFactors was acquired by SAP.

With those acquisitions, founders and early employees left and innovation died. Then came the Great Recession and all investment ended. Today, industry experts like Sheeroy Desai, CEO at recruiting and HR management platform Gild, think job growth is finally hitting stride. Though some bigger players appear stagnant and still, HR tech companies are growing quickly, as hot, agile startup technologies enter the field.

“In the past decade this stagnation has allowed Workday to emerge as a new disrupter,” Desai remarks, “but with almost no real competition even Workday has not brought the level of innovation that is truly needed.”

“Almost every current HR function operates under 20th century principles of past practices, efficiency, risk avoidance, legal compliance, and hunch-based people management decisions,” remarks HR thought leader, Dr. John Sullivan. But, today, there is a new set of entrants who are challenging the status quo.


Read the complete article here: http://www.entrepreneur.com/article/246459

3 Innovative Ways to Structure Your HR Department

Nikki has recently been hired as the new human resources director for a budding tech startup that is scaling up rapidly. It’s an exciting time: What started as just a few dots on a tiny organizational chart has quickly ballooned into multiple sections and departments.

As the startup grows, so does its need for a designated HR department. That’s where Nikki comes in. She must determine how activities within the HR department will be organized, controlled and coordinated.

Sound like a fun challenge? It certainly is. For startup owners and HR decision-makers like Nikki, here are three innovative ways to structure a successful HR department from the ground up:

1. Hire for people operations.

When people think “people operations,” Google usually comes to mind. The tech giant pioneered this data-based approach to human resources, and today’s most cutting-edge startups are following suit (as is the case with many things Google does).

What makes people operations different from traditional HR? For starters, people operations is more than just human resources — it’s a data-based approach to understanding a company’s most valuable asset: its people. Most importantly, this approach to HR is based on retaning employees by understanding what drives them.

When it comes to employees, eliminate the guesswork from employee satisfaction surveys, team assessments and social media. By having a dedicated team to solicit employee-related data, HR can more accurately identify issues that lead to disengagement and attrition, and thereby prevent it.

Read the complete blog post here: http://www.entrepreneur.com/article/246483

4 Technologies That Free HR to Work With People Instead of Just Their Paperwork

From automated emails to applicant tracking systems to video interviews, technology provides essential tools for HR teams today. A 2014 survey by The Starr Conspiracy revealed that more than half (57 percent) of the 210 companies surveyed said they plan to invest in some type of HR technology solution in the coming 12 months.

As more companies integrate tech into everyday HR processes, the risk increases that some will lose sight of the human aspect of human resources. But embracing tech doesn’t mean dropping the human side of HR. When used right, technology enables businesses and HR professionals to be even more personable.

Here are four facets of HR where technology is commonly used and how to make the most of that tech without neglecting the human side of business:

1. Talent acquisition.

The hiring process is a key function of human resources that has been largely affected by technology. Applicant tracking systems (ATS), for instance, help HR professionals manage their candidate pool. Once that pool is narrowed down, it’s time to begin screening applicants, and many companies are now relying on video technology to paint the perfect candidate picture.

While applicant tracking systems have made hiring managers’ lives easier with keyword filtering and video interviews , do applicants feel the same way?

Read the complete article here: http://www.entrepreneur.com/article/246262

Embracing HR Practices to Support the Agility

David Dame, enterprise agility change agent and organizational coach, describes scaling engagement agility in the context of HR practices.

Agility is no longer just an IT or engineering movement, it is something that the entire organization needs to embrace. For this to be effective and long lived it needs the full involvement of human resources, organizational leaders, and change agents. Human resource practices need to adapt to this new fast-paced environment. They need to become ‘lean’, they need to become ‘flexible’, they need to become ‘agile’.

James Cleaver, Senior Manager, Global Talent Acquisition at OpenText said:

HR traditionally believed its function is to put order and structure to the organization, yet Agile believes in rapid change by breaking down structure and order.

As per the research report published on CIPD, the experts identified two specific areas where HR can make a difference to supporting agility:

1. Leading the strategic agility agenda – foreseeing and addressing emerging business needs.

2. Using and championing agile methodology – utilising experimentation and incremental change to adapt and build people management solutions geared to support current and future business needs.

Dave says that here is no longer a guaranteed long relationship between employee and employer. In today’s world, organizations need a balance between employer and employees. He explains following things to look at to connect with employees quicker and continually:

1. Job models: Instead of projecting employees career for the next 5 to 10 years HR should shorten the horizon to 2 to 3 years. HR should keep these as lean and flexible as possible. Keeping open and flexible models allows employees to see themselves in a continually changing organization.

2. Training: Dave suggests encouraging employees to take the trainings that might help the organization pivot to new opportunities.

Read the complete article here: http://www.infoq.com/news/2015/05/human-resources-agility

HR And Talent Management: The Top 10 Human Capital Trends For 2015

Recently Deloitte released their report on Human Capital Trends for 2015, which explores everything from the on-demand workforce to reinventing HR to data and analytics to much more. If you have a few minutes I highly recommend you check it out. I recently had the opportunity to speak with Josh Bersin from Bersin by Deloitte, he was one of the authors of the report and is a world leading expert on HR and talentmanagement.


In this episode of the future of work podcast Josh gives a unique “big picture” view as to how these trends are impacting the world of HR and talent management. Our talk covers leadership, learning, culture, workforce on demand, performance management and re-inventing HR. We also talk about analytics, the simplification of work, as well as machines as talent. While this podcast is especially relevant to you if you are a HR leader, it is just as relevant to you if you are an employee trying to understand how your job is going to change or how your career might evolve in the future. Let me know what you think!

Read the complete article here: http://www.forbes.com/sites/jacobmorgan/2015/05/07/hr-and-talent-management-the-top-10-human-capital-trends-for-2015/

Is customer-centric HR the next frontier in HRM

Getting the right talent has moved to the top of the CEO’s agenda. According to the annual CEO survey by PwC, 63 per cent of CEOs are concerned about talent shortages and the availability of key skills. But does HR possess the capabilities to deliver on the CEO’s agenda? HR management guru, Dave Ulrich, says human resource needs to shift focus from inside a company to outside and concentrate on end customer alignment when hiring and mentoring talent. Our panel of experts discusses how HR can train its focus on the end customer


Focus on outcomes rather than output: Pankaj Bansal

Pankaj Bansal

It is time HR departments moved beyond just creating a culture of keeping employees happy and meeting their expectations. The customer needs to be treated as a major stakeholder in the workforce strategy, the workforce policy and the workforce technology, besides the work culture. Due weightage should be given to employees, investors and social frameworks while keeping the customer at the centre. Enter HR version 3.0 or the new world of workforce management. So while version 1.0 of HR was about process and policy compliance and version 2.0 focused around talent and technology. Now is the time to bring the customer at centre stage with V3.0.

In a customer-centric organisation, servicing the customer permeates every level, from top to the frontline and from the back office to the storefront. For example, a well-known airline company linked the employee incentive directly to customer feedback, when they provided performance cash vouchers to travelers (customers) requesting them to give them to employees who delighted them. These vouchers were budgeted in the monthly incentive payout of the employees.


Read the complete article here: http://www.business-standard.com/article/management/is-customer-centric-hr-the-next-frontier-in-hrm-115050300645_1.html

6 common HR mistakes that affect a company’s greatest asset

It is almost a cliché. Companies large and small often proclaim that employees are their greatest asset. While they are correct, it is ironic that many damaging mistakes that companies make are related to ineffective or poor human resources practices. Following are several of the most common mistakes and how to avoid them:

Hiring without due diligence. Companies that are experiencing rapid growth and need to ramp up quickly are sometimes tempted to take shortcuts in the hiring process. Almost inevitably, this will create problems in the near future, if not immediately. Smart owners and hiring managers interview serious job candidates more than once and include at least one other member of senior management in the process. They check references thoroughly and verify key background facts, such as experience and education.

Misclassifying employees. Sometimes – especially when economic conditions are poor – businesses elect to staff some functions with workers the company classifies as independent contractors rather than employees, thus saving on payroll taxes and employee benefits. It is important to recognize that the rules defining which workers can legally be classified as independent contractors are complex, and federal and state agencies are aggressively cracking down on businesses that misclassify employees. The financial penalties for improperly classifying workers can be catastrophic, even to the point of threatening a company’s existence.

Read the complete article here: http://www.bizjournals.com/nashville/blog/2015/05/6-common-hr-mistakes-that-affect-a-company-s.html

Latest in the Recruitment World – August Updates



We bring you the best updates from the recruitment world from around the world.

1. Why Managers and HR Don’t Get Along -> 

Have you ever noticed how ambivalent line managers are about the Human Resources function? On one hand, most of them want their HR people to be involved in key strategic decisions and on the other, they want to make sure that whatever they do is not perceived as an “HR program.  

Read the complete article here -> http://blogs.hbr.org/2014/07/why-managers-and-hr-dont-get-along/

2.  Startup Executives May Not Focus On HR, but It Plays Important Role

Two words can make a startup executive’s eyes glaze over faster than any others: human resources. Yet startups in particular need to be prepared for personnel crises that can upend the workplace.

Read the complete article here -> http://online.wsj.com/articles/startup-executives-may-not-focus-on-hr-but-it-plays-important-role-1405653826

3. Role of the HR to Maintain a Safe Environment at the Workplace
Workers spend a major part of their daily life, at least eight to ten hours of it, at their workplace. So, it is essential for them to get a safe and friendly working environment there. It not only helps the worker to be more committed to his job, but also contributes to the company’s overall productivity.

Read the complete article here -> http://news.yahoo.com/role-hr-maintain-safe-environment-workplace-195224505.html

4. What are the risks of ignoring your HR responsibilities?

I spoke to an owner of a small business the other day who told me that he never gets around to doing the HR (human resources) tasks for his staff, it always gets pushed down the priority list. His thinking was that, although he knew he had certain legal responsibilities, ‘nothing bad had happened yet’. Does that sound familiar?

Read the complete article here -> https://bdaily.co.uk/advice/30-07-2014/what-are-the-risks-of-ignoring-your-hr-responsibilities/

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