CLIPS
SUCCESSFUL DATA-DRIVEN PRODUCTS REQUIRE USER-BASED DESIGN
As HR relies more on data, developers should design products around users, not process, to alleviate the pressure on HR to work smarter and faster. [TechTarget]
HR TECHNOLOGY CUSTOMERS INSIST ON HIGH-TOUCH VENDORS
Consumerization is pushing human resources technology vendors to embrace customer service or risk losing business. [Workforce]
WHAT HR MUST KNOW ABOUT RECRUITING ANALYTICS
As the war for talent heats up, analytics can help HR gain insights across the candidate search and hiring process. [TechTarget]
BUSINESS LEADERS WANT LESS TALK, MORE ACTION FROM ADVANCED HR TECH
Executives are getting tired of talking about disruption and becoming impatient to begin executing. That’s our takeaway from the 2018 Global Talent Trends Study, published yesterday by Mercer. [HCMT/WorkforceAI]
6 WAYS TO GET GREAT HR TECHNOLOGY FOR SMALL-BUSINESS PRICES
Acquiring the best and most cost-effective solution requires doing your homework upfront. Let these six points be your guide. [SHRM]
9 TIPS FOR USING HR METRICS STRATEGICALLY
“The story of why a company is performing as it is isn’t going to come from HR data. Period. Full stop.” That’s an odd statement from someone who makes his living studying the impact of HR and human capital metrics, among other things. But data science can be a strange business. [HR Magazine]
HCM VENDORS: PREPARE TO SUPPORT ‘ORGANIZATION-DRIVEN’ SOLUTIONS TO WIDER PROBLEMS
HCM Technology vendors should begin to consider how they can help customers expand their HR activities in ways that go beyond the traditional. [HCMT/WorkforceAI]
HR'S COMMITMENT IS WHAT ENGAGES BLUE-COLLAR WORKERS
As analysts and executives wring their hands about how to excite a younger and more demanding workforce, out in the real world many HR professionals face another challenge: Engaging the older, less-connected blue-collar worker. [SHRM]
HCM TECH COMMUNITY TREADS CAUTIOUSLY INTO NEW ERA OF SEXUAL HARASSMENT
Employers, engagement specialists and HCM technology vendors don’t expect to see dramatic shifts in their approach to addressing sexual harassment any time soon. [HCMT/WorkforceAI]
WE SHOULD TALK MORE ABOUT HCM TECHNOLOGY RESULTS, NOT SYSTEMS
HR analysts and commentators would help practitioners and CHROs more if they spent less time talking inside baseball and more time thinking about what employers actually need to get done. [HCMT/WorkforceAI]
HOW CHANGES IN TECHNOLOGY ARE RE-CREATING THE HR-IT RELATIONSHIP
Today, HR is more likely to "own" its technology while IT's role is limited to ensuring that it meets requirements in security, systems integration and other technical areas. As a result, IT is often more of a consultant than a decision-maker. That dynamic is re-making HR. [SHRM]
HOW CHIEF PERFORMANCE OFFICERS' WILL ULTIMATELY IMPACT HR
More and more, companies are mining data to tease out intelligence about everything from customer behavior to employee performance. They’re using analytics not just to forecast financial results but to identify effective employees before they’re hired or chart the impact training can have on sales. [TLNT.com]
HOW TO RECRUIT IN A STRUGGLING INDUSTRY
It’s wise to remember that industries labeled as “dying” often are, in reality, battling their way through a transition. For example, the conventional wisdom has had legacy newspaper companies on their deathbeds for years, yet many are finding ways to restructure and grow as they focus on delivering more community-focused information through digital channels. [HR Magazine]
WHY THE KEYS TO IT DIVERSITY MAY BE HIDING IN PLAIN SIGHT
While building a more inclusive culture is a part of an organization's commitment to diversity, so is thinking differently about recruiting and retention. [SHRM]
FINDING AND MANAGING WAREHOUSE WORKERS IS ‘IN-THE-TRENCHES’ HR
Employers try to create the best working environments they can by keeping facilities spotlessly clean, understanding that warehouse workers often regard things like culture and benefits in ways that are markedly different from their white-collar colleagues, and, most commonly, being present on the warehouse floor and looking for opportunities to have personal interactions. [SHRM]
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