By now, most employers are sick of hearing about employee engagement.
Last weekend, 1,500 people gathered in Seattle for the Hopperx1 Seattle, a local Grace Hopper celebration of women in technology.
Seattle is home to many of the world’s largest tech companies. While the overall workforce is comprised of (roughly) 50 percent women, in technology, the ratios are very different – approximately 25 percent of the tech workforce is made up of women.
In Reinventing Jobs: A 4-Step Approach for Applying Automation to Work (Harvard Business Review Press, 2018), co-authors Ravin Jesuthasan and John Boudreau make the case that the right leadership can optimize human-automation combinations to get great results. When designed thoughtfully, these arrangements boost efficiency and performance within an organization.
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.
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?
What does the future hold in a shared ledger economy?
SHRM’s HR Technology Conference opened today in Hyderabad, India on Thursday, April 26th with SHRM SHRM India CEO Achal Khanna and SHRM CEO Johnny C. Taylor, Jr. welcoming attendees from around the globe.
Johnny set the tone of the conference by sharing that “Technology is changing the way we work today. Today one can work from anywhere, and at any time as per their convenience. Only those organizations who understand the value of human talent and human capital and innovate to attract the best talent will move forward, those who don’t will face a difficult future.”
We live in an age where technology is shaping the way people live and work. From automation and artificial intelligence to team collaboration, leadership and social media, digitalization is creating unique expectations from employees and unprecedented challenges for HR.
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: