David Kovacovich is an Engagement Strategist, Organizational Culturalist, and Behavioral Economist. He has been a member of the SHRM Annual Conference Social Media Team since 2013 and is a keynote speaker in the NCHRA lecture series.
David is on Twitter at @DavidKovacovich and blogs at Dave's Weekly Thought.
Last week BI Worldwide published the Employee Engagement trends that will impact programs this calendar year. The results rectify program initiatives that continue to entice participation. There are also a few new trends that are taking intrigue to an elevated strategic level.
We've reviewed the trajectory of Workforce planning for ages: Employee Recognition gave way to Employee Engagement which is now being called Employee Experience. These phrases more-closely resemble buzz words but there is a distinction to be made in the verbiage.
I remember hearing Rajat Paharia on a panel discussion some years ago denouncing the term gamification. He was at the time dubbed the Father of the strategic technical discipline. Logically, the commodification of the behavioral practice wore him out.
We've been talking about gamification in the human capital management space for ten years, mostly in attempt to simplify the concept to form an opinion for or against it.
It was an honor to be included in Dr. Bob Nelson's new book "1001 Ways to Engage Employees". I shared a case study with Dr Bob which showcased how we used the SCARF methodology to enhance a major technology company's performance management strategy.
Managing employee performance has moved from annual write ups to high touch, systematic career development. The example I shared with Dr Bob was effective for two reasons:
We're here to put a dent in the universe. Otherwise, why else even be here? ~ Steve Jobs
With the 2018 HR Technology Conference upon us, all my friends are abuzz...... !
What new technology is coming?
What's developing in the AI, Bot and Big Data spaces?
What are the new buzzwords?
Are the old vanguards still relevant?
The 2018 Society for Human Resource Management Annual Conference & Exposition has concluded. and HR professionals are in equal parts exhausted and inspired as they digest knowledge and seek to share it in their native space.
Back in 2014, I conducted training entitled: Our Three Audiences.
The goal was to workshop the avenues in which human resources is the one true conduit to all organizational functions: employees, managers & executives.
As #SHRM18 grows near the focus on bridging workforce gaps remains an ever-pressing HR-related topic.
We head into #SHRM18 ready to be introduced to a variety of new ways in which to engage our employees. Having been in the human capital management business for a decade, I can confirm that the Golden Ticket to engagement remains ever-elusive. While technology, total rewards packages and methods for content delivery evolve, there is no single source solution to address every engagement point.
I've been in the Human Capital Management industry for 10 years. We started with logoed lamps for milestone achievements. The concept of Employee Recognition made the process of rewarding behavior change more immediate and systematic. Employee Engagement introduced employee learning, performance management, live events and leadership development into a broadened view of employee development.
Moments after stepping off the plane from New Orleans I headed into San Francisco to present at the Northern California Human Resources Association's Compensation Conference.
After a week of interacting with 10's of thousands of HR Professionals, a few questions remained:
1. Why aren't things changing at a more expedient rate?
The Society for Human Resource Management have concluded our 69th Annual Conference. Ideas were shared, people spoke and exhibitors exhibited while HR Pros braved the rain and well-functioning air conditioning.
This having been my 10th SHRM Annual Conference, finding new and intriguing information was a bit of a challenge.
The rain has come to New Orleans and it may be possible to hold #SHRM18 before the end of the week with the amount of HR rock stars who may be stranded in the airport... :(
Day 3 had a very direct theme: Performance Management (and the need to improve upon the process)
On Sunday I will awake at 5:00 a.m. to make my way across country to the city of New Orleans. Many will already be filling the conference center halls at SHRM17 in celebration of our great profession.
i don’t believe there is a more-progressive suite in the tech space than that of Human Resource related technology. Call it HCM or HRIS or HRIT, so much has happened so fast and there is a technical solution for every employee support function.
The questions can be daunting for an HR Professional seemingly forced to turn IT expert:
It’s been a decade since I first attended The Society for Human Resource Management Annual Conference. While there are always new buzz words and evolving trends, many of the HR related topics from 2007 are still on the #SHRM17 agenda.
If I may voice my concern:
1. Why haven’t we mastered social performance management?
2. Why is external recruiting more important than Leadership development?
The Society for Human Resource Management (SHRM) Annual Conference is a month away. This is the largest gathering of HR Professionals on earth and a seminal opportunity to network, find new ideas and gather certification credits.
The difference between success and failure is execution. Many people do not take control of their lives because they do not execute on their intuition to ignite change.
So, How did I make the transition from eternal pessimist to brain scientist?
1. I learned the art of deconstruction
2. I developed an understanding of Behavioral Economics
3. I learned to connect numerical reason to map results
