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]

AI JUMPS SHARK; HR TECH'S A PRODUCT BUSINESS

HCM technology customers are done with sales and marketing pitches that tout machine learning, artificial intelligence and the intricacies of other advanced technologies. [HCMT]

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]

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]

CAREERBUILDER MIGRATES PLATFORM TO GOOGLE CLOUD

After reviewing the results of its beta integration with Google Cloud Job Discovery, CareerBuilder announced it is fully migrating its platform to Google Cloud’s technology. [HCMT]

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]

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]

ONBOARDING CXOS: HAVE A CHALLENGING, DYNAMIC AND PERSONAL PLAN

If a CxO doesn’t quickly learn to be, let’s say, "street smart" about the way a company operates, it will be extra challenging for them to succeed. And you can’t afford that possibility. [WinterWyman]

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]

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]

UTAH TECH FIRMS SEEK TO DIVERSIFY A NOT-SO-DIVERSE REGION

Although technology employers in the Salt Lake City region take diversity seriously, they face a particular challenge: Utah’s population isn’t all that diverse, meaning the local talent pool isn’t, either. [Dice]

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]

SHOULD DATA SCIENTISTS LEARN UX SKILLS?

Whereas not so long ago, analytics was presented almost exclusively to high-level managers or selected specialists, today’s workers are given access to high-level data on everything from manufacturing processes to long-range workforce planning. That means data scientists must make sure their stories are clear. [Dice]

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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