On September 12, @shrmnextchat chatted with Women in HR Tech Chair, Jeanne Achille (@jeanneachille) and presenters Cecile Alper-Leroux (@cecilehcm), Alys Scott (@AlysWhistleHill) and Katharine Mobley (@KatharineMobley) about Women in HR Technology and how HR can work inside and outside their organizations to attrac
We’ve probably all heard the comment that technology is just a tool, meaning it’s a device used to carry out a particular function. Totally makes sense. We use technology to communicate, make purchases, learn new things, etc. So, technology is a tool.
Not too long ago, women who worked in the technology industry or in science, technology, engineering and math (STEM) careers would tell you that they were often the only female in the room. And it was uncomfortable.
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?
Katharine Mobley is an award-winning marketer who is blazing a trail for the next generation of women in technology. With over 20 years’ experience in her field, she has witnessed drastic changes in marketing and advertising and the impact they’ve had on technology companies. She is a highly regarded marketing maven, as well as a self-proclaimed data geek and social media addict.
Stephanie Lampkin, TEDx speaker and former downhill ski racer, has graced the cover of The Atlantic, MIT Tech Review 35 under 35 and Forbes to name a few. She is the founder & CEO of Blendoor, enterprise software that mitigates unconscious bias in hiring. Stephanie has had a 15 year career in the tech industry founding two startups and working in technical roles at Lockheed, Microsoft, and TripAdvisor.
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.
Every organization wants to be a best place to work. But what does it take to get there? Fortune writes, “A great place to work is one where employees trust the people they work with, have pride in the work they do, and enjoy the people they work with … and these same qualities—trust, pride, and camaraderie—also fuel business performance.”
What does the future hold in a shared ledger economy?
Rapid advancements in workplace technology have positively impacted how, when and where work gets done. However, if not properly designed and implemented, this same technology can create additional burdens that impact hiring, hinder efficiency and make employees less productive.
Language is the fundamental currency for how people express themselves.
The HR profession has changed significantly over the past decades as the profession has evolved from basic personnel management to a strategic business function that leads a wide range of practices and competencies. Today’s HR powers not only a service economy, but a knowledge economy, and as this knowledge economy grows, it is critical that organizations also evolve their approach to talent.
Merriam-Webster defines ‘algorithm’ as step-by-step procedure for solving a problem… In an analog world, ask anyone to jot down a step-by-step procedure to solve a problem – and it will be subject to bias, perspective, tacit knowledge, and a diverse viewpoint. Computer algorithms, coded by humans, will obviously contain similar biases.
As we move further into the 21st century, the use of big data, machine learning, artificial intelligence, robotics, and automation is more prevalent every day. These changes have broad implications for society, for organizations, recruiting and HR professionals. Things are moving quickly!
Here are a few ethical questions for consideration: