Before my days as a trainer, speaker and author came along, I served some time on the periphery of the telecommunications industry and in some Information technology projects. I was usually the non-technical guy who acted as translator for the customers / users / muggles. I’d facilitate meetings, co-draft specs, and draft user documentation and training. I learned a lot, not the least of which is that I did not wish to do that ever again.
I can be overly keen sometimes. I’m that guy. An executive recruitment firm once reported on me as being “infectiously enthusiastic”. I’m taking that with all the good graces and positivity of a description that includes the term “infectious”. But I get it. One of the things into which I launch myself with enthusiasm is tech. And, one of the learnings from my time in the tech trenches is that there is a lot of smoke and mirrors. To temper the odds of any future disproportionate or unwarranted enthusiasm on tech or any subject, I like to look back in time on the internet. In 2007, what was being touted as the next big thing, is it big now, or is it even an actual thing at all yet? What was the much-hyped HR tech of ten years ago? Is it here now and is it kicking digital butt?
I feel like I want to draw up a bingo grid and include terms such as ‘big data’, ‘UX’ and ‘disruptive’. Were they on the cards ten years ago or are they just around the horizon? If you’re ever lost in a desert, you’ll know that the only thing just around the horizon is another horizon. We’ve all been there. I only do it for the hallucinations. If you’re ever lost in a dessert, well done.
There is one prediction I found most often from back in 2007 that seems to have played out solidly today. I’ll quote it directly, “Fear automation not outsourcing”. It’s kind of tech-facing, although not specifically relating to HR tech. Unless you work in HR, which as readers of this publication, you almost certainly are.
There is a pill bottle today that has enough tech in its lid to verbally remind people to take their meds. Convergence is a thing. It happened with TVs and computers, with phones and everything else, and, according to some political spokespeople, with microwaves and spy cameras. With HR tech, the time is now or soonish for talent management to hybreed with ERP. I’d also like to copyright my word “hybreed”. Another key battleground for tech folk generally, including HR, is UX or User eXperience. Finally, users are no longer the doormats we were back in 2007. Now, the people poking screens matter. Now, poking screens actually does something. I’m not sure why anyone would’ve been poking their screens back in 2007?
Taps are replacing clicks as mobile devices are the means by which we all do our thing. When Bill gates first mooted “a computer on every desktop”, that was seen as a boon. Now, computers on desktops are a hassle unless you’re a power gamer. Most HR professionals shouldn’t be power gamers. Least not at work anyways. Especially don’t recreate your organisation’s people using Sims or some kind of role play gaming software. The last thing we need is HR folk getting all ‘Game Of Thrones’ with their talent management. I got my hair cut yesterday by someone talking about their kids at school and “achieved, merit and extinction”. I think she meant “distinction” and it probably should’ve been “excellence”. We don’t want HR tech driving extinction but we probably do want HR tech driving distinction. This is where big data analytics comes in.
Big data is definitely a reality but the next thing of note is the analytics to make finessing it and extracting value from it viable, practical, ethical and efficient.
My favourite HR tech is in the L&D space and it isn’t MOOCs (Massive Open Online Courses) although they are great. It’s micro-learning – what you need, where you need, when you need it. People forget things they don’t use much so having a ‘library’ of resources online available via mobile devices is an excellent adjunct to traditional training. I had an outside lightbulb that had shattered with no way to grip it to twist it out. Via YouTube, I found a ninety second video from Bosnia with the solution – stick a potato in the broken bulb and twist. I lived to tell the tale and that is useful L&D tech.
My main worry with tech is that they have developed software (and this is real, although still in the early stages) that can detect sarcasm in the written word. Wow, it looks like they were right in 2007, I do have to fear automation.
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About Terry Williams – The Brain-Based Boss
I’m all about engaging people and helping you engage yours to influence behaviour to improve results – at work and at home. Maybe you’re a manager, a salesperson, a leader, a parent, a presenter or an event organiser? You need to grab your people’s attention, create some rapport, be memorable and influence behaviour change. How can we do that? I’m originally a trainer by trade, turned manager, turned comedian and partway back again. Author of ‘THE GUIDE: How to kiss, get a job & other stuff you need to know’, I write and speak about how to engage people, be they employees, family or yourself. How can we connect with people’s own internal motivations and help them use their own inner passions to drive towards productivity, success and happiness? And hopefully have a few laughs along the way… As a trainer facilitating learning and development in others, I find myself drawing on my own extensive business experience. I specialise in the delivery of high impact, customised training solutions for organisations that are serious about improving the performance and lives of their people.
