Talent Management – Ultimate Software's Blog https://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Sat, 16 Dec 2017 11:00:47 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.1 Predictions for 2017: Serving People with Emerging HR Technologies https://blog.ultimatesoftware.com/hr-technologies-serving-people/ https://blog.ultimatesoftware.com/hr-technologies-serving-people/#comments Wed, 22 Feb 2017 11:00:49 +0000 https://blog.ultimatesoftware.com/?p=893 Thriving in our rapidly changing and increasingly disrupted modern business environment will require organizations to both recognize major cultural shifts (see my blog post about Workforce Fluidity) while taking advantage of incredible new technologies. In this post, I explore a few of the potentially most impactful emerging and maturing technologies that are gaining traction in […]

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Thriving in our rapidly changing and increasingly disrupted modern business environment will require organizations to both recognize major cultural shifts (see my blog post about Workforce Fluidity) while taking advantage of incredible new technologies.

In this post, I explore a few of the potentially most impactful emerging and maturing technologies that are gaining traction in the realm of HR and will transform how HR and business leaders serve employees in 2017 and the coming years. Note that, regardless of the technology, putting people first is a must in 2017, as your people grow increasingly comfortable explicitly telling you, their employers, about their expectations of working within your organizations.

Augmented Intelligence, Human-Machine Interfaces, and Ambient HR Enter the Scene

People-first, people-centered, inter-connected technology that augments us. 

I’m not a huge fan of the newest buzzword, AI (Artificial Intelligence). It has negative connotations, evoking the deadly HAL or marginally useful benevolent robots, as well as the idea that insights from AI are somehow “artificial” or less than true. I prefer the more apt “augmented intelligence,” which is simply technology that mimics (not replaces) human cognitive processes, augmenting and extending human thought processing capabilities in terms of speed and volume data crunching, even avoiding putting humans in harm’s way.

“Ambient HR” refers to a future in which the ability of HR professionals to listen to the voice of employees (VoE) is increased by using distributed data collection touch points (think Google or Amazon Dots). These future technologies will help us advance beyond today’s latest “text-to-meaning” advanced natural language processing and machine-learning algorithms to uncover not only what employees are saying, but also how they feel about topics such as people practices, work environment, and leadership. In essence, allowing HR and managers to be in more than one place at a time, learning about the sentiment and “health of the organization” through distributed data-collection interfaces that capture human interactions with each other and with their surroundings.

The aggregation of cognitive-capable distributed technology will transform HR from traditional, mechanical systems of management that rely on people to selectively provide feedback in the industrial economy to an even smarter, augmented, context-aware human ecosystem.

The true benefits of these technologies will become most apparent in its ability to extend what a human could realistically do, hear, and process. We will literally be able to be in more than one place at a time, gathering input about how people feel and measuring the emotional health of your team—something a single leader could not possibly physically accomplish! This actual (albeit virtual) contact, and the ensuing insight, is invaluable for workers who crave more frequent and open communication.

Today’s workers want their leaders and organizations to hear their concerns, be open to more communication in the context of their work, and provide greater purpose and meaning in their work. (Refer to our 2016 research for more on this topic.) Such smart technologies as augmented intelligence and distributed technology that extends beyond mobile in the cloud have unleashed extraordinary possibilities for people at work.

The Configurability Imperative Serves All People

Nimble, flexible solutions that support the way people really work.

People are increasingly rejecting the traditional binary constructs of self-identification and a new vernacular is taking hold in the popular culture that is making its way into the workplace. This makes system configurability an absolute must for modern organizations, who must accommodate new definitions of how employees identify themselves so people can be true to themselves at work, as they are in their lives outside of work.

Also, as teamwork replaces “command and control” workforce structures, new work paradigms are emerging that center on more fluid notions of work, jobs, and the people who perform them. Being able to come together as a working group, having the organization acknowledge that grouping, and even being able to reassemble the same combination of successful colleagues, becomes a work imperative beyond simply tagging an individual’s work-group affiliations for identification.

Finally, gig economy employees will make up more than 40 percent of the workforce by 2020. These workers will have more flexible and virtual work schedules—a necessity in a global workspace with 24/7 connectivity—and fill short-term assignments. Preparing organizations will require new, more extensible systems of helping manage people and work, bringing together knowledge of people and work systems—long silos of information in different technology solutions.

The Rise of Virtual and Augmented Reality Experiences

A “day in the life” gets real.

Wouldn’t we all love a crystal ball that we could look into to see what we are getting ourselves into? That is quickly becoming a reality—actually, a virtual reality.

Less than five years ago, virtual reality experiences were prohibitively expensive for organizations, other than gaming companies that could commercialize the experiences on a big scale. Today, creating a virtual reality experience is not only affordable for organizations (school districts are beginning to use virtual reality experiences to help elementary school children explore different careers), but it is an excellent way to connect with more tech-savvy candidates who want to be certain they are joining an organization that values technology (a recent study we conducted with  The Center for Generational Kinetics showed a third of U.S. workers would quit a job if their company used legacy technology).

If virtual reality changes how we see the entire world around us, augmented reality can change how we interact with it, blending reality and virtual reality seamlessly. Job candidates could be encouraged to see themselves in “their new office” while exchanging texts with future co-workers they are connected with on LinkedIn…all before they have accepted the job, helping to cement the deal.

So, why not share a virtually real “day in the life” of the work experience you offer your employees?! It could make all the difference in getting that key person to join your team.

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12 Days of HCM – #6 Talent Management https://blog.ultimatesoftware.com/12-days-of-hcm-talent-management/ https://blog.ultimatesoftware.com/12-days-of-hcm-talent-management/#respond Sat, 12 Dec 2015 10:32:50 +0000 https://blog.ultimatesoftware.com/?p=411 Employee Engagement: A Resolution The New Year is a time for resolutions. In 2016, will you resolve to increase employee engagement? Maybe you’ve thought about it for months. You even started developing a plan. But then you got sidetracked. It’s okay! We’re here to help you keep your resolution. We’ll even guide your through the […]

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Employee Engagement: A Resolution

The New Year is a time for resolutions. In 2016, will you resolve to increase employee engagement?

Maybe you’ve thought about it for months. You even started developing a plan. But then you got sidetracked.

It’s okay! We’re here to help you keep your resolution. We’ll even guide your through the first steps. Start with our on-demand webcast, 10 Ways to Wow Your New Hire, and learn how to engage your employees from day one.

With research showing 33% of new hires decide whether to stay or leave within a week (63% in a month), it’s imperative organizations start engaging employees early.

Because, much like with resolutions, what you do today can last for years to come.

Engaged employees are 87% less likely to leave an organization than non-engaged employees. (Source: BI Worldwide)

When it comes to engagement, the job is never really finished. HR leaders should engage employees early and often to help ensure ongoing organizational health.

 

Suggested Articles:

 

To follow our 12 Days of HCM series on social media, use the hashtag #12DaysofHCM.

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Have you Future Proofed your Company? https://blog.ultimatesoftware.com/have-you-future-proofed-your-company/ https://blog.ultimatesoftware.com/have-you-future-proofed-your-company/#respond Wed, 11 Apr 2012 13:58:37 +0000 https://blog.ultimatesoftware.com/?p=108 According to Gartner Research, succession planning in the C-Suite is a significant concern. I’d argue it’s a concern at every level in an organization. When 61% of employed workers are open to or looking for a new job, companies need to allocate resources toward attracting and retaining their future talent. But the question is…what does […]

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According to Gartner Research, succession planning in the C-Suite is a significant concern. I’d argue it’s a concern at every level in an organization. When 61% of employed workers are open to or looking for a new job, companies need to allocate resources toward attracting and retaining their future talent.

But the question is…what does our future talent look like?

That was the focus of Cale Hammer’s session during Ultimate Software’s Connections 2012: Future Proofing Your Business. While we all realize succession planning is important for business success, nearly one-third of companies don’t have succession plans and over 50% of individuals in VP-Level positions have no successors.

It made me wonder if one of the reasons so few organizations have succession plans in place, is because the process is perceived as down-right painful. As HR pros, we know the keys to success with any program implementation are:

  1. Aligns with business needs
  2. Has top leadership support
  3. Receives regular attention
  4. Gets dedicated resources
  5. Is both manageable and effective

And in the case of succession planning, #6 – Provides a commitment to talent development. Cale shared a client quote during the session that really struck me about the significant need for companies to spend resources on their current talent.

“We lack investment in training and development and do not provide enough opportunities for employees to learn beyond their own roles.”

If organizations plan to remain competitive and grow or even just retain market share, they have to figure out how today’s employees fit tomorrow’s business needs. Cale provided an overview of Ultimate Software’s Succession Planning solution for companies that are trying to figure this out.

There were a couple of things that really stood out for me.

The flexible Talent Assessment Box. With the Ultimate Software Succession Planning solution, you can create a 4-box, 9-box or larger with custom axis to monitor employee status. Imagine one axis as current performance rating and the other as potential for promotability. Each employee is noted on the report. It’s a clean, easy way to monitor and present to leadership where individuals are in relation to your succession planning efforts.

A Succession Readiness Report. This report allows an organization to view the percentage of candidates by division or region and their readiness level in terms of months. So if senior leadership wants to know the number of people who will be ready in the next two years, it’s just a report away. And the report can provide details on who those individuals are.

Those are just highlights, the solution does so much more. If you haven’t already seen a demo of the succession planning module and how it can help future-proof your business, click here to sign up. Succession planning does not have to be long, drawn-out and painful. But it does need to be done for the success of the business.

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Wrap Up from #UltiConnect 2012 – Talent Management is a Journey not a Destination https://blog.ultimatesoftware.com/wrap-up-from-ulticonnect-2012-talent-management-is-a-journey-not-a-destination/ https://blog.ultimatesoftware.com/wrap-up-from-ulticonnect-2012-talent-management-is-a-journey-not-a-destination/#respond Mon, 02 Apr 2012 05:32:29 +0000 https://blog.ultimatesoftware.com/?p=106 One of the definitions that has always perplexed me is talent management. If I talk to a dozen people, I’ll get several different answers about what talent management is and its individual components. Lisa Sterling, director of people engagement at Ultimate Software, brought the concept of talent management into focus for me during last week’s […]

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One of the definitions that has always perplexed me is talent management. If I talk to a dozen people, I’ll get several different answers about what talent management is and its individual components.

Lisa Sterling, director of people engagement at Ultimate Software, brought the concept of talent management into focus for me during last week’s Connections 2012 conference. She defined talent management as the umbrella covering talent acquisition, onboarding, performance management, compensation, succession planning and career development. More importantly, she defined it as a business process not an HR process.

Now some of you might be saying, “I already knew that.” But this is where Sterling shook up conventional wisdom by adding the workforce business data we’re hearing about. For example, thousands of employees are reaching retirement age every day. And the Millennial population will outnumber Boomers in the workplace by 2015. Voluntary resignations have reached their highest point since 2008.

It’s this kind of business data that is impacting the definition of talent management.

While the components of talent management might remain the same, as business pros we must change our approach to stay current with the times. Sterling cited three well-known examples of how current trends are changing the face of talent management:

  1. Technology – It was only a couple of years ago when we were introduced to tablet computers. And now they are a staple in our work lives. Mobile technology is creating opportunities for employees to stay engaged at different levels than before.
  1. Social Collaboration – Tools like Yammer allow employees to exchange ideas, solve problems and stay connected no matter where they are. Companies are able to leverage these tools to create a more informed and productive workforce.
  1. Social Media – Communication has become individualized. Employees are able to have valuable conversations on a variety of social networks. And we all know the company benefit of good communication.

What I found exciting is that Ultimate Software recognizes these business trends and is enhancing their solutions to meet the changing face of talent management. Sterling said it best when she talked about talent management being a journey not a destination. There will always be new business insights we have to consider. They will always cause us to redefine talent management. The real question we have to keep asking ourselves is “Are we ready for the future of talent management?” Because that’s what will keep our business ahead of the curve.

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