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7 Key Insights From HR Tech 2015

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HR Tech 2015 focused on how new technology influences culture, leadership, and environment. Here are seven key insights to takeaway.

Published in: Recruiting & HR, Career
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7 Key Insights From HR Tech 2015

  1. 7 KEY INSIGHTS FROM HR TECH 2015
  2. Presented by
  3. Click the “tweet” button above to tweet the information on each slide
  4. The HR Technology conference meets yearly to discuss trends in tech, culture, and tools within the HR space. This year’s conference, featuring keynotes by Marcus Buckingham and Jim Whitehurst, focused especially on employee engagement and retention in our fast-paced business world. Read on to discover the top 7 insights from the HR Tech conference—and what they mean for you.
  5. 1 HR DATA IS BROKEN 61% OF A PERFORMANCE RATING IS A REFLECTION OF THE RATER, NOT THE RATEE. - Marcus Buckingham
  6. Marcus Buckingham debunked the idea that people could effectively rate others. Numerous studies have shown that employee rankings and reports should not be based on what colleagues say about them. The more effective method of determining a person’s intentions and character are self-assessment type tests. They are the employee data source of the future.
  7. 2 SATISFIED EMPLOYEES = FINANCIAL RETURNS A STUDY OF 100,000 EMPLOYEES SHOWED THAT COMPANIES WITH DISSATISFIED EMPLOYEES DRAMATICALLY UNDERPERFORM IN THE STOCK MARKET.
  8. Glassdoor’s Andrew Chamberlain, Ph.D., presented study after study pointing to the undeniable conclusion that satisfied employees really impact bottom-line financials. He then highlighted the importance of a mission-driven culture, mentorship, and inspiring leadership in creating an environment where employees thrive and do great work. $$
  9. 3 BENEFITS THAT FIT DRIVE EMPLOYEE ENGAGEMENT WE THINK ABOUT: HOW DO WE MAKE OUR EMPLOYEES’ LIVES EASIER, OR BETTER, OR BOTH? THAT MEANS WE OFFER PROGRAMS THAT ENABLE THEM TO BE PRESENT WHILE THEY’RE AT WORK. WE WANT THEM TO BRING THEIR WHOLE SELVES TO WORK, AND NOT HAVE TO WORRY ABOUT THINGS WE CAN SOLVE FOR THEM. - Sarah Lecuna, Benefits Manager at Intuit
  10. At the session “How Silicon Valley’s Best Employers Use Benefits to Drive Employee Engagement,” HR leaders from Adobe and Intuit agreed: the best received and most effective benefits make sense for your workforce. Use employee surveys and feedback to gauge what your employee base needs. Delivering on benefits that fit will make your company stand out from the pack and empower employee engagement and retention.
  11. 4 ATTRACT TOP TALENT BY FOCUSING ON MOBILE TALENT IS A BIG PART OF MOBILE. WORKERS HAVE EXPECTATIONS ON HOW YOU WILL ALLOW THEM TO EXECUTE THEIR JOB, SO INVESTING IN MOBILE IS A MECHANISM TO INCREASE BUSINESS RESULTS. - Panelists at “Mobile HR Technology: The Good, the Bad, and the Ugly”
  12. The more common mobile-friendly websites and apps become, the more crucial they are to your organization. Invest in mobile now to make your applications, website, and tools accessible and intuitive for all employees, regardless of location or generation.
  13. 5 MILLENNIALS STILL MATTER LIVINGSOCIAL TAKES SPECIAL CARE TO ENGAGE MILLENNIAL EMPLOYEES, BECAUSE RESEARCH SHOWS A GENERATIONAL DIVIDE BETWEEN WORKERS, ESPECIALLY IN THEIR ATTITUDES TOWARDS TECHNOLOGY.
  14. At the core of LivingSocial’s approach to engaging Millennials is the use of accessible, easy-to-use, and functional technology that helps employees connect with each other and the organization. By empowering employees with intuitive tools, LivingSocial gives Millennials the foundation for happy and productive workdays.
  15. 6 LET YOUR EMPLOYEE VOICE BUILD YOUR BRAND MANY TOP COMPANIES—COCA-COLA, SALESFORCE, AND NORDSTROM, TO NAME A FEW—LEVERAGE THEIR EMPLOYEES’ EXPERIENCES AND FEEDBACK TO STRENGTHEN THEIR BRAND.
  16. According to Jason Seiden, you may be surprised at how positive and encouraging employee messages are when you let them have a voice. Whether you encourage employees to speak up through surveys, social media, or a combination of the two, their understanding of your brand is great feedback on who you are as a company, and how you can improve. VERY SATISFIED SATISFIED NEUTRAL UNSATISFIED VERY UNSATISFIED
  17. 7 OPEN ORGANIZATIONS ARE THE FUTURE IF THERE'S MORE HONESTY AT THE WATER COOLER THAN IN CONFERENCE ROOMS, YOUR ORGANIZATION HAS A PROBLEM. - Jim Whitehurst, President & CEO of Red Hat
  18. In his keynote, Whitehurst explained the importance of creating an open organization where employees provide feedback and management listens. In an open organization, employees "opt in" and feel engaged with your core purpose every day. It’s not top-down management. It’s crowdsourced from employees and customers alike—and it empowers great work.
  19. The highlights of HR Tech 2015 focus on the culture, leadership, and environment that new technology can build for our workforce. In the end, technology only provides the tools. But with these insights, you can build the vision that will empower your employees to create more great work for your organization.
  20. JOIN OUR COMMUNITY
  21. O.C. TANNER AND THE O.C. TANNER INSTITUTE O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies to Work For® list, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit. Learn more at octanner.com. The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.
  22. THE MILLENNIAL EFFECT ON EMPLOYEE ENGAGEMENT 5 Everyday Objects that are the Result of Great Work MYTHS ABOUT GREAT WORK: AND the Reality of What to Do to Make it Happen 6 ? How to Master the Art of a Great Meeting SHRM CONFERENCE 2015 MORE PRESENTATIONS BY O.C. TANNER

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