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Our best Hr & Tech posts selection: April 2013


I'm Feeling Optimistic About The State Of HR Technology! In Full Bloom, by Naomi Bloom, In Fool Bloom

I’ve been feeling quite optimistic lately about the state of HR technology, which is quite a good feeling.  For most of my career, I’ve been frustrated by less than great software and less than great adoption of the best available software, but now there are multiple reasons for optimism on both fronts...

Intro to Talent Management Software, by Sarah White, HR Tech Blog

Talent management software according to a recent Forbes Magazine article by Josh Bersin, “has now become a mandatory part of corporate HR infrastructure.”  In just a few years technology that was seen as a ‘nice to have’ or  even ‘unnecessary’ addition to corporate human resources have become indispensable to Fortune 500 in today’s highly connected talent marketplace...

Most Important Function of the Future = HR, by Marc Coleman, HRN Europe

The most talented department of the future will (need to) be human resources. Organisations work fine, it is the people working in them who decide the outcome. Increasingly, line leaders are filling the CHRO positions because they have greater understanding of business models, change management/transformation and plenty of experience at finding solutions to often very complex issues – so the theory moves to business management...

The HR Department of 2020: 6 Bold Predictions, by Erin Osterhaus, The New Talent Times

Without a doubt, software is changing how HR functions. But rather than spell the end of the human resources function, the nine experts I interviewed predict these changes will provide growth opportunities for HR professionals. This article lays out what will change and why, as well as how HR professionals can prepare...

Harness the Power of Visioning to Be a Better Leader, by Dr. Robert Hewes, Training Mag

How to become a better leader? There are many ways to go about it. A good place to start is a specific leadership competency focused on the big picture of what you do. Start at the beginning with visioning—where are you going? Great leaders are able to paint a compelling vision. They know where they are going and then they work to get there. They motivate others to do the same. And, finally, they use it to guide work and make choices about activity. Sounds simple, but in practice, it is anything but that....

Game on for Employee Gamification, by Jody Ordioni, Ere.Net

While within the HR community gamification is still catching on (I find a number of my clients don’t even know recognize the word) gaming, in all forms, is incredibly popular. When the latest Call of Duty video game was released in November, one in four workers planned to call in sick. Look at it from a productivity standpoint: The amount of hours it took to create all of Wikipedia’s content in 12 years … is spent every three weeks playing Angry Birds...

3 Cutting Edge Talent Management Practices From Silicon Valley , by Dr. John Sullivan,

Anyone who tracks advanced trends in talent management knows that many of them originated in the Silicon Valley. However, you probably also know that many of the publicized practices that start in the Silicon Valley are so unique and outrageous (like the free Sweets Shop that is part ice cream parlor and bakery at Facebook), that no firm outside of the Valley ever copies them. The three Silicon Valley practices that I am highlighting probably won’t require immediate action at your firm simply because they are so bold and outrageous that conservative talent managers will not even consider them. As a result, I am labeling them “leading edge practices that you should simply be aware of.”

Selection by Fernando Juste and Carolina Reynoso 

Editorial HR

Meta4, with 1,300 customers in 100 countries, manages more than 18 million people worldwide. The company’s R&D&I center located in Spain (Madrid) develops HR applications capable of meeting local and global needs of all types of organizations. The editorial team is made up of professionals with over 15 years of experience in the HR technology field.

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