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.
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.
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.
Going to a tech conference and coming away feeling like part of a family of complete strangers and unrelated people is something I have never experienced.
Recruiting, which is always the most competitive of the HR silos is already trying to make sense of a world that violates our preconceptions.
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.
My favorite app is the off button. It’s not that I’m a complete luddite. I just have a healthy skepticism about technology as the solution for everything.
Whether or not your software was built by a single team using clearly defined data elements matters. A whole lot.
HR Tech is all about maintaining the records to keep the organization running and the regulators at bay. And still, the definitions are too narrow.
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