This edition of #HRTechChat features Alex Furman, founder and CEO of Performica and 3Sixty Insight's Jennifer Dole. In this episode we share why founder’s story matter. Prospective customers want to understand the story behind a company’s founding- why it exists, what inspired its leaders, and how it will make their lives better. Founders’ stories can offer inspiration, give them insight into the values at play in the organization they're thinking of using, and even persuade them that they have made the right decision when considering an investment with a particular company. In this blog post we explore why Alex's stories should matter when you're investing in technology. There was so much to unpack in a short time during the recording, take a listen!

1/18/2023

#HRTechChat with Alex Furman, Founder and Chief Executive Officer at Performica

"Measuring the ROI of Your People" is a podcast that delves into the world of HR analytics, featuring guest expert Kelly Tucker, a seasoned HR professional with over 20 years of experience in transforming the reputation of HR departments. 

Kelly, who is also the Managing Director of HR Star, will discuss the importance of employee engagement and the use of HR data to measure the return on investment of your human capital. 

Tune in to learn about key HR concepts such as talent management, employee retention, and workforce planning, as well as how to effectively use data to drive business outcomes and improve the bottom line. 

Don't miss this informative and insightful podcast on the cutting edge of HR analytics.

"Data - Driven HR: Measuring The ROI Of Your People" with Kelly Tucker

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Brandon Dorr, director of people technologies at WPS Health Solutions, guested on this episode of the #HRTechChat video podcast. He and host Brent Skinner discussed how Brandon's training in IT led him into HR. There seems to be a robust career path in HR (and other lines of business) for IT professionals needed for their expertise in sorting the data that SaaS for HCM produces (and in developing custom, tailored functionality). During their conversation, they also touched on the high caliber of attention that UKG pays to customer success.

#HRTechChat: Brandon Dorr, Director of People Technologies at WPS Health Solutions

I wish we could just push a button and have payroll process without a hitch, like everyone thinks we do," joked Robyn Torgius, guest on this episode of #HRTechChat. Instead of just falling into the work, as most have in the past, people are increasingly choosing payroll as a career path. This is a good thing. As global head of payroll at IFS and member of 3Sixty Insights' Global Executive Advisory Council, Robyn shared her considerable insight into how payroll can be elevated into a profession -- and why it should be.

#HRTechChat: Robyn Torgius, Global Head of Payroll at IFS

“How do I make a 120,000-person organization data-aware?” asks Amaresh Tripathy, my guest on this episode of the #HRTechChat video podcast.

Amaresh is senior vice president and global business leader at Genpact. A General Electric spin-off, Genpact is several billion dollars in size. A publicly traded professional services firm, Genpact mainly focuses on two things. One is all about running various digital operations on behalf of Genpact's clients, which are Fortune 1000 companies around the globe. The other involves data, technology and artificial intelligence, wherein Genpact concerns itself with helping these clients transform some of these same digital operations for the better. Amaresh's role is with this second focus, working to make "our clients more data-intelligent and data-aware," he says.

You probably already see the tie-in with Genpact's workforce. Amaresh believes that, at Genpact, he and his team have built the world’s largest data awareness program. Solutions such as EdCast, found in the Cornerstone suite, factor largely into the effort. We discussed this. An illustrative example of organizational and digital transformation, the initiative relies, critically, on well-sorted learning technology and modern tools for curating and delivering content just right for the task at hand.

Phenomenally, Amaresh is more than halfway to achieving an ambitious goal: so far, somewhere between 65,000 of and 70,000 of the company's own employees have completed the associated certification program, which leaves them highly versed in understanding the tools to extract and blend enterprise data. Graduates then go on to use their newfound knowledge and skills in order to help a client—in the process earning from Genpact what is akin to a black belt in data awareness.

During our chat, Amaresh shared the philosophy behind his vision and delved into the thinking that has helped make it a reality at Genpact. This vision is empowering staff with the high-impact upskilling that is an essential ingredient not only for their success individually, but also for Genpact’s overall. Indeed, like so many initiatives notable for their positive effects on business, Amaresh’s is redolent of the idea that an organization’s people are an asset to cultivate and engage. This is the model for success. All at once, Genpact’s data awareness program is good for the company, its clients, and its people. If you're looking for an example of how the future of work is happening right now, look no further than this episode of the podcast. It was an absolute pleasure speaking with Amaresh.

#HRTechChat with Amaresh Tripathy: Upskilling 120,000 People for Data Awareness at Genpact

Both my guests for this episode have appeared on the #HRTechChat video podcast previously - and it only made sense to host the two of them this time, at the same time. Why? Betterworks CEO Doug Dennerline and Vice President of HR Transformation Jamie Aitken have co-authored and published a book titled "Make Work Better," and our discussion revolved around it.

Let's get something out of the way first. Employers have six ways to Sunday to make work better: make scheduling better for work-life balance, make onboarding better for immediate employee engagement (and faster time-to-productivity), make payroll better so employees get paid incorrectly less often, make on-the-job learning better so staff can build their careers...

Have I missed anything? Probably, and we've been talking about how to make work better for years. Over 10 years ago, when I worked with executives at one of the well-known vendors of technology for workforce management, we argued (correctly) in our thought leadership that you could make work better for retail associates by modernizing WFM systems.

The list goes on. You could start anywhere to make work better. One of the best places to start to make work better, however, is by upending tired old approaches to measuring and assessing employees' performance. More specifically, the central tenet of Doug and Jamie's book is that you can make work much, much better by dispensing with performance management that revolves around the tedious annual performance review.

We've all heard the tongue-in-cheek term, The beatings will continue until morale improves. Well, what are we doing? We can do better than rely on an approach developed by the U.S. military early in the last century and specifically for military scenarios. As for the private sector, "massive research shows that it doesn't change performance," Doug said. "It's a ridiculous thing. Yet people still do it. So, this book was aimed at helping people understand the value of making the change, and giving them a bit of a roadmap on what happens when you do that" and insight into "the profound impact it has on companies that are brave enough to make the change."

What kind of organization doesn't want performance to improve? What's great about leaving the traditional annual review behind is that employees' performance finally does improve -- the goal all along. New approaches aided by the state of the art in cloud software for this (like Betterworks) promote regular dialogue between managers and their direct reports, result in greater workforce engagement overall, and elevate the caliber of leadership throughout the organization.

Over time, in fact, turning away from the old ways of performance management can be an important precursor to organizational transformation -- and HR transformation, certainly. Traditionally (and tellingly), HR departments have always measured success vis-à-vis performance management in simple terms of completions -- "as opposed to impact, what is it that you're trying to achieve?" Jamie said. "Well, it's not just 'check the box.' We need to have a completely different way of showing up for our employees. We need to be thinking about different ways to get them engaged, and focused."

HR departments end up escaping this cost-center-reinforcing mentality and, armed with rich data on workforce performance and engagement, elevate their own standing with organizational leadership. Getting out of the past and into the future of work with their performance management, in other words, is good all around for everyone involved.

For an example of how this plays out, watch this episode of #HRTechChat from last summer, when we interviewed Betterworks user Jeff Andes, vice president of talent management at University of Phoenix.  And I almost forgot: another member of leadership at Betterworks appeared on the podcast last year. In the meantime, and as always, Doug and Jamie were great guests.

#HRTechChat: Make Work Better with Betterworks' Doug Dennerline & Jamie Aitken

Some may appreciate the play on the title of a mid-1970s philosophical novel, “Zen and the Art of Motorcycle Maintenance,” others the Eastern twist on Western theology. Regardless, original Zen and the art of integration strategy is the absolutely essential and crucial understanding that cloud-to-cloud integration is a process and a way of life, never something that eventually ends because it will ever finally be perfect. Vendors in HCM that acknowledge and embrace this universal truth will save money, increase sales, and improve their customer retention — all major competitive advantages.

This episode of the video podcast is something we call the #HRTechChat Showcase, a version of #HRTechChat wherein our guests not only chat with us, but also share slide decks or other visual cues to help convey their ideas. So, if you’re listening to us on one of the audio platforms where we syndicate, this time you may want to look for us on YouTube so you can view the video.

My guests were all-around experts in the granularities of cloud integration: Chief Technology Officer Jeff Tremblay and President Pierre Rousseau of The Cloud Connectors, an integration platform-as-a-service (iPaaS) where they and their fellow co-founders invented and use Clouddata™, a native-to-cloud-integrations computer language.

Listening to vendors of software-as-a-service (SaaS) for human capital management (or any other domain of the enterprise, for that matter), a buyer might be forgiven to believe solution providers have solved cloud-to-cloud integration once and for all with application programming interfaces (APIs). But they haven’t — far from it. An HCM technology stack chockful of countless APIs hanging together via no more than a slew of corresponding point-to-point integrations is, as the cliché goes, a recipe for disaster. Vendors experience what TCC calls the Wall Effect, a hockey-stick graph where the cost of integration (TCoI) for maintaining everything suddenly increases exponentially to sap resources and siphon talent away from innovating. The challenges comprise far more than what appears above the waterline of the Integration Iceberg, an apt metaphor TCC invokes.

To use another cliché, Clouddata is a game-changer. To pull from the related research note that we recently published, “Clouddata does for integrations what SQL has done for relational databases. Much like SQL delivered relational database coding from the very complex language CODASYL, Clouddata fulfills the same role for integrations. Clouddata makes it easy to build complex integrations that enable businesses to scale.”

There’s more, of course. Critical as Clouddata is, it takes more than a breakthrough in computer language to make cloud-to-cloud integration better, more manageable and affordable over the long term. And there’s even more, and at this point, I really should just let Pierre and Jeff do the explaining.

I happen to like the concept of #HRTechChat Showcase, by the way. Perhaps you’ve wondered at times what a briefing with an industry analyst is like, for example. Or, you just like seeing slide decks or other props when learning something new. Some don’t like PowerPoint, but we’ve all seen their impact and effectiveness elevate immeasurably when the caliber of presenter is really good. And, in Jeff and Pierre, we have really good, high-caliber presenters for this episode, indeed.

#HRTechChat Showcase: Original Zen and the Art of Integration Strategy

At the very tail end of May 2023, the enterprise artificial intelligence software and services vendor Veritone announced the acquisition of Broadbean, a global recruitment technology company. Given that PandoLogic joined the family of Veritone companies in mid-summer 2021, we invited an expert each from PandoLogic and Broadbean to appear on the #HRTechChat video podcast and discuss synergies between the two now-Veritone companies. Joining us for this episode were Faisel Samseer, director of partnerships, development and growth for Broadbean, and Nikos Livadas, vice president of partner development for PandoLogic.

 

Viewers (and listeners at the many audio podcast platforms where #HRTechChat syndicates) know we typically have in-depth discussions and communication with our guests in the "virtual greenroom" in the run-up to each episode. This episode is no different. Over a couple meetings and several detailed email exchanges, Nikos, Faisel and I discussed how the two vendors' shared circumstances under the aegis of Veritone ownership afford them the same kind of benefits normally found in any business partnership of this magnitude and scale.

The joining of these two companies is natural in many ways. PandoLogic started out as an AI-based programmatic advertising solution for recruiting and quickly and significantly grew its capabilities from there, delighting customers along the way. As for Broadbean, "Today, we're the world's leader in job distribution technology," said Faisel. "We enable our clients to blast out their jobs to multiple platforms at the same time." He elaborated on Broadbean's large global footprint: "We say we're global. We have offices throughout the world," and Broadbean supports around 7,000 job board integrations.

So, just how, exactly, do Broadbean and PandoLogic complement each other? "I think we all can agree that the bedrock of a successful AI platform is the amount of data that it has on the back end to fuel its algorithms and engines," said Nikos, pointing to the the "immense reach that Faisal was talking about earlier in data and combining it with the power of what PandoLogic has done in the AI space."

This is true. No matter the type of AI, it always evolves better the more data it has access to. We see this in AI-based scheduling software and AI-predicated self-evolving skills ontologies. Outside human capital management -- and inherent in their very name -- "large" language models thrive most when as much data as possible (i.e., from human input) feeds them. It only stands to reason that this same fundamental rule of AI applies when it comes to AI and talent acquisition.

 As Nikos shared in a note to me ahead of the recording, "As our resellers and referral partners embrace the new Veritone HR Solutions set, they will be able to leverage our new expanded global footprint to expose our combined offering in more geo-locations than ever before possible. This will allow our partners to focus on their core competencies while relying on Broadbean/PandoLogic to handle the logistics and distribution aspects."

 Veritone's history in the AI space is long, "and they're a formidable player in AI when it comes to media advertising and voice technologies," said Nikos. Leveraging all that newfound data in a creative way will help the companies' customers find and engage with the best candidates for their open roles. "This is phenomenal for our partners as well," Nikos continued, "and we're looking forward to working with our partners under this new umbrella.

#HRTechChat: A Deep-Dive Into PandoLogic Owner Veritone's Acquisition of Broadbean

Welcome to HR Unstoppable, the podcast that is redefining the way we think about Human Resources. 

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The buying cycle for enterprise software and technology shouldn't be a power struggle between departments. 3Sixty Insights is a research, advisory, and consulting firm providing deep understanding of how to bridge the gap in perception and priorities between stakeholders. Through our research, we unearth strategic approaches for streamlining the decision-making process, successfully managing solutions, and maximizing value from business software and technology investments.

New tracks tagged #Employee Data