HR Technology Exchange: 4 Key Takeaways

I’ve been writing about Human Resources and technology for three months now. To say I know everything there is to know about the topic was be grossly untruthful.

Enter IQPC’s HR Technology Exchange.

The exchange took place in Dallas, Texas on December 10, 11, and 12. The exchange offered a wealth of knowledge to not only myself, but all the attendees. Speakers were from all backgrounds in terms of the topic, and between them had a wealth of knowledge that would scramble your gigabytes.

So, what are the four key takeaways from the exchange?

1. Build, buy, or Borrow?

Robert Lanning is Director of People Analytics, Insights & Research for Andeavor. To say this man has a real talent for people analytics has to be the understatement of the year. His presentation focused on developing a people analytics team as well as a data-driven workforce strategy. When it comes to adopting technology to help assist in people analytics, Lanning suggested that companies shouldn’t just build, buy, or borrow technology, but do all three.

Why build? Lanning says building your own technology means the solution will be more organization-specific. That also means you can customize it.

Why buy? Lanning says it’s easy to buy the technology you need. It comes standard and is usually non-controversial.

Why borrow? Lanning says if you can build or buy the technology you need or want, borrow it.

2. HR professionals have the hardest minds to convince when it comes to the adoption of technology.

That statement came during a presentation entitled Transforming HR with an Eye on Harnessing Innovation in an Ever-Changing Digital World. The presenter was Shakti Jauhar, Senior Vice President, Global HR Operations and Shared Services for PepsiCo.

I had my own opinion on that matter and thought I would ask around. Here are some of the answers I received:

• Most HR professionals are hesitant not because they don’t want the technology, but because they want to know how it will actually function within their organization.
• Most are worried they’ll lose their jobs.
• HR professionals… most aren’t tech people. They have no idea what they’re dealing with and don’t want the burden of having to be the HR IT person.
• Some don’t want technology because they’re resistant to change.

3.  Making people analytics viral within your company.

Will Swanson is the Vice President of HR Shared Services for Schneider Electric. In his presentation, he discussed leveraging business optimization practices in HR Services. He first outlined the reality of interdependences such as data quality, which leads to people analytics, content management, which leads to employee self-help, and operational quality, which translates to customer satisfaction.

Swanson said it’s important for companies to teach these to all the leaders in a given organization. From there, leaders must adhere to a strict monthly review process. Doing so will make the process go viral, thus focusing on continued achievement.

4. Recruitment is Marketing

That statement was made by Jared Nypen, Director of Talent Acquisition for Great Clips. Nypen used the diagram below to explain the concept.

Basically, the process begins with advertising to those prospective employees. After the inquire about the position with the company, it leads to engaging with that potential employee to pursue hiring. That leads to relationship building.

HR Exchange Network at the HR Technology Exchange

Representatives from the HR Exchange Network were also on hand, including me. While there, I presented our executive report Disruptive Tech Transformations: Human Resources and the Digital Journey.

The report focuses on the current state of technology within the HR sector. It also examines what technologies are being implemented and how. Several key thought leaders on the topic were key to its content construction.

To read the report yourself, you can download a copy here.

The HR Technology Exchange ran from December 10-12, 2017 in Dallas, Texas.