Portals and apps are trending, but employees still prefer talking with HR
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When human resource leaders approach C-suite executives with requests to fund new HR technologies, they can feel a little like a teenager asking a date’s parents for permission to stay out past midnight.
ACA tracking and reporting requirements often go beyond what many systems provide
More HR leaders shift focus to developing staff who can interpret big data
One of the biggest challenges human resource executives face is increasing the analytics capabilities of their staff. With the abundance of workforce-related information made available through big data, HR leaders have a prime opportunity to use that data in ways that help business leaders make more informed, cost-effective talent decisions.
When the Kohler Company began using more contingent workers following the Great Recession, HR leaders there sought a certain type of vendor management system (VMS) to help manage the shift in workforce strategy. Two top requirements in a VMS were advanced reporting capabilities and an ability to address contractor-related security issues, said David Pittner, a senior HR analyst and head of external labor management with Wisconsin-based Kohler, which makes kitchen and bath products.
It was only a matter of time before the self-destructing messages of “Mission: Impossible” fantasy became a reality. Now that the technology has arrived—sans the signature smoke—it has created new legal and public relations issues for HR leaders to consider.
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.
How are new trends in biometric technology affecting employment?
With the number of job seekers using smartphones and tablets growing daily, it’s little surprise that creating mobile-friendly career sites is a top priority for recruiting leaders.
Although much of the focus on optimizing mobile recruiting centers on the device interface—fitting content to different screen sizes and ensuring that navigation is touch-screen friendly—experts say more attention should be paid to critical matters such as creating job applications that are easy to complete on mobile devices.
If you haven’t yet negotiated a software-as-a-service (SAAS) contract with an HR technology vendor, chances are you’ll be involved in one soon, given the growing popularity of that software-delivery model.
Although vendors negotiate hundreds of these contracts annually, most HR information system (HRIS) managers negotiate only a handful in their careers. So it pays to level the playing field by understanding the common pitfalls and missed opportunities in crafting these not-so-simple contracts.
Productivity is a key metric on the shop floor of Industrial Mold and Machine in Twinsburg, Ohio. But when manufacturing workers there wanted to collaborate with colleagues on ways to improve the output of their metal-cutting machines, they had to leave their workstations to access computer kiosks located around the plant.
When Amir Farhi, CEO of Netotiate, a company that conducts online merchandise negotiations, was seeking to fill a key inside sales representative job, he didn’t turn to job boards or a career website for help. Farhi instead looked to hire for the position through referrals from his employees’ network of friends and connections on social media sites LinkedIn and Facebook.
When salespeople at LifeSize Communications, a video conferencing company in Austin, Texas, wanted advice about how to sell a product against a competitor, they didn't turn to formal training or e-learning. Instead, many logged onto an internal online collaboration network to access content posted by a LifeSize partner in South Africa. It describes an approach he used to win business against that competitor.
With more human resource professionals using mobile devices as their go-to communication tools, it stands to reason that there would be more HR applications or “apps” than ever before for business use anywhere, anytime. While most of these apps once were concentrated in the recruiting arena, in 2012 there are apps for analytics, time-and-attendance tracking, performance feedback and more.
But which of these myriad apps are most useful? Industry analysts, HR practitioners, leading consultants and others offer their take on what separates wheat from chaff in the market.