The problem isn’t easily solved by simply writing checks. You need to understand the landscape and trends that are impacting HR Tech today.
Who’s going to win the recruiting and HR contest?
The company that helps you live longer or the company that squirrels around with primitive offerings?
Enter HR Technology.
The problem isn’t easily solved by simply writing checks. You need to understand the landscape and trends that are impacting HR Tech today. Here’s my five-part series on HR Technology that will walk you through what you need to know.
I: The End of the Enterprise Software Era
Have you discovered any new processes that need automation lately? The era of enterprise computing is coming to a close. Let’s talk about what happens next.
II: Integrating Non HR Data
Recruiting, which is always the most competitive of the HR silos is already trying to make sense of a world that violates our preconceptions.
III: HR Data for Other Departments
What used to be delivered in a stale memo is now communicated in the flow/context of other data. It turns out that the more personal the data, the more it sticks.
IV The Quantified Everything
In the first waves of quantification, it’s been okay for HR Departments to hide behind the flag of productivity. In the near term future, competitive battles will be won by the organization that can best quantify and therefore predict the behavior of the people in the workforce.
V: Human Augmentation
When the advance of human augmentation reaches a certain point, we’re going to have to start figuring out the new work and how to pay people whose work is mostly done by machine.
VI: Conclusions
We’ve been plowing through the five threads that will shape HR and HR Technology and now it’s time for the conclusion of our six-part series.
