Business Model, that is. All of the breathy talk about disruption really boils down to shifting business models.
The view that bottom line results have come at the expense of human capital ignores all sorts of variables from rapidly shifting markets to the relentless logarithmic technology explosion.
John Sumser speaks with Crystal Miller, a strategist with AT&T with over a decade of recruitment marketing and digital strategy experience.
John Sumser speaks with John Schwarz and Dave Weisbeck, the CEO and Chief Strategy Officer at Visier, a next generation HR Analytics company.
We sit at the edge of a new era. In London in the 1820s, automation raised its head in the cotton mills. It took over 80 years from then til the widespread adoption of factory work. The 19th Century generally wasn’t pleasant as a result. People who you’d think of as HR people took the lead in making factories workable and usable. They figured out the new work. They experimented with the design of work. This will happen again as we move into the real webbed future. This week, HRExaminer explores the past and future of recruiting and human resources technology to uncover The Next Wave of HR Tech. Enjoy!
In the industrial revolution HR experimented with and shaped the design of new work. We now sit at the edge of a new era in work that is shaped by technology. What role will HR play this time?
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.
Whether they buy it or demand it, HR Departments are going to want and need the coming wave of data that is just starting to be collected by mobile and wearable devices.
Is there an opportunity for HR to harness people data across the entire spectrum of information sources to find the best utilization of people?
Have you discovered any new processes that need automation lately? Of course not. The era of enterprise computing is coming to a close.
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