The number of cell phones is expected to exceed the number of people on the planet, according to Digital Trends. That’s a pretty amazing statistic. Add to that the over 1M active apps in the iTunes App Store, and there’s tremendous productivity potential in terms of the combined technology in our phones and apps.
Posts Tagged Technology
Last week, John Sumser, principal analyst at HRxAnalysts, hosted a great debate with Ed Newman, vice president of Strategy at iMomentous, about mobile recruiting.
As human resource professionals increasingly take advantage of employee and manager self-service technologies, there’s a belief that HR departments once consumed with transactional tasks are now free to focus on more strategic work.
Much like a groundswell where a massive storm can create huge waves and a rise in the sea level, a groundswell among large groups of individuals -- using the power of technology and social media to connect -- can create a major surge in support, approval and enthusiasm to accomplish goals. Companies have started using groundswells to inspire consumers to rally around a cause -- and a brand. Procter & Gamble successfully created a groundswell around the Secret brand with their “Fearless” campaign.
Robust during the first half of 2013, hiring in the information technology and engineering sectors slowed down considerably in the last quarter of the year, according to data recently released by two trade groups. And Robert Half Technology’s most recent hiring forecast indicates the slowdown might continue into the new year.
As many companies are still in the midst of their planning for 2014, there are a number of factors that will impact the way they hire new talent and manage their employees. As the HR space is constantly changing, with new ideas and technologies constantly cropping up, organizations need to identify how the latest developments can improve their talent management processes and figure out how they can be integrated into their current systems.
One of the things I enjoy about the end of the year are predictions posts. I think it’s fun to read other people’s take on upcoming trends and the future of the profession. As a business professional, trend watching confirms my thoughts about what’s happening in the workplace.
It’s small, it weighs very little, and it has the potential to disrupt millions of workplaces.
Google Glass is that cool new toy you’ve been hearing about. A lightweight band worn like regular glasses that features a camera and a small display screen, Glass can take videos, display directions and browse the Internet. It can even be operated by voice command.
Possibilities for workplace benefits are beginning to emerge: Surgeons can get real time data while tending to a patient. Businesses can capture even more data about customers and their buying habits.
The Arizona Republic’s recent strategy to move its community reporters out of the office, suggesting they hunker down with company-provided laptops at local coffee shops and fast-food restaurants with free Wi-Fi, is becoming the norm for other employers, according to Kelly Walsh, PHR, a 20-year human resources professional.
Technology solutions have for some time helped Human Resources departments improve service delivery, find and attract talent, provide employees opportunities to learn and develop their careers, and support an organization’s business strategy. But what has changed in the last few years are the methods, strategies, and challenges for to insure the successful implementation and adoption of modern workplace and HR technologies.
Grace Hopper was one of the first computer scientists. Born in 1906, she developed the first compiler, the concept of machine independent programming language, was a US Navy Rear admiral, and left a legacy for women in STEM fields. In 1947, she found a moth in the tubes of a UNIVAC computer, and coined the term “bug.”
Human Resources has an important role in an organization when it comes to decreasing expenses and maximizing revenue, and finding the right technology is key to increasing productivity, efficiency and effectiveness.
When looking to implement new HR technology, it’s necessary to understand current processes, identify organizational goals and determine future needs. These initial surveys will help to streamline the selection process and mitigate costly mistakes.
The multitude of new HR systems and solutions currently on the market all promise to bring greater efficiencies to the way we conduct our talent management processes. And as HR technology continues to evolve, so has the way these solutions are implemented. Long gone are the days of on-premise implementations and heavy involvement from the IT department; as SaaS-delivered solutions have become the norm, organizations can simply implement a new system with the press of a button.