I’ve just got back from a great two days at HR Technology Europe in Amsterdam this week. But since I was busy working as Master of Ceremonies, I’m going to struggle for time to get much out on my blog.
Anyway here’s my summary of the key themes for me:
- HR technology is really important, it’s taking an increasingly central role in HR strategy, and in business strategy too. So it is a really exciting time to be in HR tech (though I don’t quite agree with Richard Mutter from HSBC that employee and manager self service is the reason why it so exciting!)
- It’s increasingly complex too – with social, mobile, cloud, SAAS, analytics and big data, contingent workers and changing business requirements, all within an increasingly challenging economy (once again)
- It’s still the social aspects of this that I think are the biggest changes, which I think came out strongly during the stream on day 2:
- Brian Jones from Smiths Group referred to the combustible mixture formed from the mix of anarchic gen y and formal gen x - which we also saw in Mark Turrell’s keynote on toppling dictators – and I thought this was a good metaphor for the use of social technology and more traditional HR systems too
- Eg we saw the potential disconnect between the sessions on recruitment taking place in the two streams when I received a tweet about Jerome Ternyck from SmartRecruiters’ suggestion that recruitment is a social conversation, not a process which can be automated at exactly the point at which Brian Dean from HSBC showed a slide of their automated process supported by Taleo and SHL.
- But these things can be complementary – there doesn’t need to be a clash.
- So HR technology strategy is difficult to get it right – but it can be done! And I thought Andy’s presentation of the Aviva / Workday case study was a wonderful example of a company which has achieved this.
Picture credit: Recruiting Essentials
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