The Power of HR Technology in the Quantified Organization. Perspectives and Trends From Today’s HR Thought Leaders. Find out what HR leaders should be thinking about when it comes to gathering and analyzing data; how HR technology has evolved as part of the growing demand for people data to help drive business decisions; and what HR technology trends will have the most immediate impact in the datafied organization. Insights are presented from Stacey Harris (Sierra-Cedar), Steve Boese (HR Technology® Conference & Expo), Robin Schooling (HRSchoolhouse.com), Paul Hebert (Symbolist), and Lance Haun (The Starr Conspiracy).

1. HR’S PLACE IN THE
QUANTIFIED
ORGANIZATION:How Six Industry Observers See the Road Ahead

2. The quantified organization is here, it’s DEFINABLE,
and its business benefits are UNDENIABLE.
Where and how does the datafication of HR fit in?
Six HR thought leaders have shed a bright light on this timely
topic by offering their views on:
What the “datafication of HR” means
to them, and more important, what it
should mean to HR leaders today
How the role of HR technology has
changed to meet the demands of the
quantified organization
What area of HR technology is most
likely to have the most immediate
and measurable impact on, or in, the
quantified organization
1 2 3

3. What the “datafication of HR”
means to them, and more important,
WHAT IT SHOULD MEANTO
HR LEADERSTODAY

4. “What the datafication of HR represents is the potential to
DRIVE BETTER-SUPPORTED DECISIONS AND
RESULTS, WITH IMPACTS ACROSS
THE ENTIRE ENTERPRISE.”
— Lance Haun, practice leader for thought leadership and industry
positioning atThe Starr Conspiracy

5. ON THE OTHER HAND…

6. “HR is historically prone to searching outside the
organization for data before it examines what’s
happening inside. In other words, HR is quick to put
huge amounts of time into comparing its organization
against norms for its industry or its competitors.
BUT DOES THAT DATA REALLY APPLY TO
YOUR ORGANIZATION?”
— Stacey Harris, vice president of research and analytics for Sierra-Cedar, in charge of
the company’s Annual HR Systems Survey and Research function

7. HOWTHE ROLE OF HR
TECHNOLOGY HAS CHANGED
to meet the demands of the
quantified organization

8. “The most immediate, next important evolution for HR
technology will be software that gathers and collects data
THAT CAN HELP BOOST EMPLOYEE RETENTION.
AND IT’S COMING NONE TOO SOON.”
— Robin Schooling, veteran HR executive, active HR blogger at her own site,
Women of HR, and SHRM’s We Know Next

9. ON THE OTHER HAND…

10. “Sometimes, the way we use data [in HR] is like the
old saying about the way a drunk uses a lamppost:
FOR SUPPORT,
NOT ILLUMINATION.”
— Paul Hebert, vice president of solution design for Symbolist, which creates “human”
programs connecting employees to the sponsor organization at an emotional level

11. What area of HR technology is most likely
to have the MOST IMMEDIATE AND
MEASURABLE IMPACT ON,
or in, the quantified organization

12. “HR will be quantifying how people spend their time
in a much more specific and detailed way than ever
before. Personal time will be tracked, too.
THE GOAL OF IT ALL: DETERMINE
HOW TO BECOME MORE EFFICIENT
AND EFFECTIVE.”
— Steve Boese, co-chair of Human Resource Executive® magazine’s HRTechnology®
Conference & Exposition, technology editor for LRP Publications, and host
of the“HR Happy Hour” radio program and podcast

13. ON THE OTHER HAND…

14. “THE FIRST IMPORTANTTHING FOR HRTO HAVE
WHEN IT COMESTO USING BIG DATA IS A GOAL.
Yet having a goal for big data — having a project, a
hypothesis, a strategic business pain you want to understand
more clearly — is probably the most overlooked element
when an organization of any size sets out to develop its
people data through new technology.”
— RichardTeed, president, LBi Software

15. Those are just a handful of the nuggets uncovered in the LBi Software
Lightpaper™ “The Power of HRTechnology in the Quantified Organization:
Perspectives andTrends FromToday’s HRThought Leaders.”
About LBi Software
LBi Software provides precisely engineered, customer-focused human resources technology solutions developed from more than
30 years of experience in HR technology and HR processes. Our flagship solution, LBi HR HelpDesk, is an innovative case manager
and call-tracking workflow solution that creates a rich and powerful knowledge base on the fly, with a unique tiered pricing structure
that appeals to organizations of any size. Our organic belief in — and solid reputation for applying — a true client-vendor partnership
on every project ensures a highly configurable solution for businesses with as few as 50 employees or more than 50,000, always
designed to put the power in the hands of the employee. In addition, every LBi project is supported by our rich experience and
expertise in Mobile Development, Business Intelligence, Data Warehousing, Reporting, and Analytics.
LBi Software is headquartered in Woodbury, N.Y., and is online at http://www.lbisoftware.com.
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