This preview comes to you late, but it’s just in time. It’s for #HRTechChat Episode Twenty-One, which takes place today. Yes, our new day is Friday, and our new time of day is 1pm ET / 10am PT. This week, for our metaphor, we’re turning to the current events of global geopolitics. In ways, an HR Technology Spring is upon us, and in ways it resembles both positive and negative aspects of the Arab Spring—which also comes late, but just in time. In both cases, a sweeping overturning of the old ways of doing things is creating a vacuum where the new can exert its influence. The void presents an opportunity and tempts nefarious elements to derail progress and set those affected on yet another path of frustration.
Social media, big data, automation—HR departments ought to embrace the new. The question is, what parts of the old order of HR technology should they retain? One way to protect the void is to retain elements of the tried-and-true, for stability. However loathsome the notions of dictatorships are, for instance, elements of them in the Middle East have girded those societies for decades. And aspects of these dictatorships might have paved the way for a more controlled, positive evolution toward pluralism and all the other good stuff many in that world want. Without stability, chaotic change can occur, and much of it can be negative.
Big Promises, Big Lexicon
Big data encompasses the idea that one day soon all the small data out there will be available as an accessible, easily interpretable amalgamation and aggregation. Social media is the auspices for a constellation of tools all promising to improve, by several orders of magnitude, organizations’ employee engagement and all things related. The cloud will streamline IT exponentially and simplify the delivery of technology immeasurably. Automation is poised to free HR practitioners from the shackles of administrative tedium. Mobile technologies will eliminate the cubicle and render every employee individually reachable for the finest of points. You get the point. Last month, two #HRTechChat regulars, Sarah White (@ImSoSarah), founder and CEO of Sarah White & Associates, and Deb Maher (@DebAMaher), senior director, HRIS and Shared Services at DeVry Inc., addressed much of this by presenting an aptly titled webinar, “How Social Media, Automation, and Analytics Are Re-booting HR,” produced by Human Capital Institute and underwritten by cfactor Works Inc.
No matter how applicable and at hand the elements of HR Technology’s apparent spring may seem to be, however, they’re still buzzwords; despite being official, their widespread use in the lexicon has given them the qualities of cliché. They’ve become the easy shorthand, the shortcut words and phrases we use when we figure that everyone knows what we really mean. And yet, their weight in sum is prompting watershed change in the makeup of technology for human capital management. The obstacles to getting there are considerable, but we’re nevertheless fast-approaching the day when systems and the components of HR technology will have departed completely from those of the past.
Your HR Tech System Is Unconstitutional. What Now?
This week, an Egyptian court ruled that the country’s parliament was elected unconstitutionally. Poof! Just like that, the Arab Spring struck again, and nothing was the same. Into the foreseeable future, the citizens of that country will struggle to adapt to their new normal. Where’s HR technology’s poof? A new normal has prompted many a company to reboot its HR technology—to throw away old, dysfunctional tech and replace it with some of this newfangled stuff. The change might come by popular demand or as edicts from on high. And the question becomes: How much change in HR technology is too much at once?
HRTechChat Episode Twenty-One: Join Us Today (Fri 6/15) @ 1pm ET / 10am PT!
Spring is here! Actually, summer is here. But it’s the HR Technology Spring that’s been upon us for a while now. Please join us today, Friday 6/15, at 1pm ET / 10am PT, for #HRTechChat Episode Twenty-One. What’s the right amount of change in HR technology, to usher in the new without creating chaos? Following are the questions that TMT (@talentmgmttech) will tweet today. Look for Brent Skinner, contributor to HRO Today, too, as well as his co-hosts at-large Sean Charles and Meghan M. Biro. We can barely wait for your tweets:
- Q1: Describe the aspects of #hrtech that you would rule unconstitutional and annul, if empowered to do so. #HRTechChat
- Q2: What would #hrtech chaos look like? Which elements of the #hrtech spring would you take a pass on? #HRTechChat
- Q3: Big data comprises small data. Let’s identify the small data & describe what it all would look like big. #HRTechChat
- Q4: Social media is everywhere. It’s what’s for dinner every night. But when should we eat something else? #HRTechChat
- Q5: What are the tech & other factors that’ll keep the #hrtech spring together? What’s the “secret sauce”? #HRTechChat
- BONUS CONVO: How would you characterize dangerous change in #hrtech? #HRTechChat