What I Learned at #hrtechconf


Just back from the HR Technology Conference and Expo in Chicago.

I walked the expo hall floor. I popped my head into a few sessions and even participated in two sessions of my own. I ate cookies, drank alcohol, and talked to vendors about talent management and SaaS. I don’t know what to tell you, peeps. I don’t have any great insights on the future of HR and technology, and I came home a little depressed (like I always do).

Words I heard.

  • Simplicity.
  • Refinement.
  • Stealth.
  • Faster.
  • Streamlined.
  • Clear.
  • Integrated.
  • Metrics.
  • Dashboard.

Fine, okay. Those words are great. I have been working in Human Resources in some capacity since 1995 and those words don’t change. I’ve never heard a vendor say, “I’m about to sell you the biggest, slowest, shittiest piece of software in the history of modern HR. You’ve been warned.”

There’s a clear line between elegant HR software solutions and getting people back to work. Because I’m Laurie Ruettimann and I like to mix it up, I wanted to hear more about the social and political ramifications of implementing crappy, overblown, ineffective technology. We are in a recession, and every dollar invested in a Human Resources process or system should show a return (of some kind) for employees and job seekers.

Some companies get that more than others. Let’s talk about that.

Sigh. I’m not sophisticated enough to tell you that X company gets it more than Y company, but I suspect that some of the analyst and industry leaders aren’t, either. So in lieu of an amazing post on the awesome software solutions that will help to improve the employee and job seeker experience, here’s one of my (not so) world famous iMixes.

You’re welcome.

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