HR Tech 18

 With the HR Technology Conference upon us, all my friends are abuzz...... !

What new technology is coming?
What's developing in the AI, Bot and Big Data spaces?
What are the new buzzwords?
Are the old Vanguards still relevant?

At HR Tech, exhibitors, entrepreneurs, program managers, bloggers and end users all meet up to find systems to make work better.

Having been in the Human Capital Management (HCM) space for over a decade, I see technology from deep in the trenches every day. There are no trends or fancy buzzwords.... just a lot of Human Beings doing really great work across the world.

System evolution is always exciting, new bells a whistles are fun, but what really works?

Every day we enter the workplace face-to-face with business problems. Our duty is to solve them.

In the HCM space there are two distinct paradigms we face every day:

How can we engage users in system adoption?
What carrots are most compelling at sticks end?

Behavioral Modeling
Let's disregard Employee Engagement and Employee Experience and Performance Management and SCARF and Holacracy for a moment to answer 2 very simple questions:

What do you want your employees to do?
How can you help them do it?

Your Employee Value Proposition (EVP) should contain:

• Work Content
• Compensation & Benefits
• Personal Goals
• Organizational Goals
• Growth Opportunity
• Rewards & Recognition

In order to holistically address the above, we have to focus on 3 areas of application:

1. What Intrinsic Motivators are the life blood of Employee Purpose?
2. What dynamics must be inventoried to apply organizational strategy?
3. How do we program mechanics to achieve our goals?

Engagement Ecosystem 
Now, let's apply it.....

Two elements of technology are most important when seeking to amplify program adoption:

1. Consolidation
2. Integration

Employee Engagement is not a matter of the ends justifying the means. The process of getting over the rainbow is most important.

ALL of the by-ways of your EVP have to be systemic and easy to access.

Employees should have the autonomy to select the areas of your EVP that are most important to them, to participate accordingly and to have a weighted motivational scale to help them achieve success.

Learning, Leadership Development, Ideation, Teamwork, Core-Value Participation and Soft Skill Development are all key components in the challenge of helping your employees become the greatest version of themselves.

Whether you are in the exhibitor hall, attending keynotes or finding new engagement avenues in break out sessions at HR Tech; keep the above mentioned in mind.

There may not be one all-encompassing technology to assist in every employee adventure but everything should tie into a synchronized workforce vision.

Technology doesn't work without a sensible strategy, ease of administration and an ultimate intent to make everyone better while avoiding unnecessary minutia.

Don't Forget to Remember!

Dave