About The HRIS World HR Dog Series™ #HRdog

An in depth look at why, metaphorically speaking, the technology tail is STILL wagging the HR dog for more than 30 years.

Today, there are a lot of changes occurring simultaneously and not just in technology and Human Resources -- and unless you know where to go to fully unplug for the rest of your life, the changes are affecting everything we do, everywhere we go, and at all levels

On top of all the changes, the rate of change in technology is the highest of all rates of changes -- if you don’t like seeing taillights, then you need to

    Learn how to think instead of what to think -- and learn this rather very quickly...
    Learn how to discover what are the right questions, not just good questions as well as discover who they should be asking, even if not connected with him or her yet...
    Learn how to discern influential and effective differences that will provide the most effective results as oppose to just discerning differences...
    Constantly learn what principles create the most effective changes as well as provide the best directions (principles which are not, by the way, taught in the world of academia)...
    Constantly discover where to find the most influential and wise counsel they can get, again even if they are not connected yet...
    Learn how to find, research and discover the context of a problem, situation, and/or content and not just know the content -- a dying art of which many are not aware is even dying...
    Learn what an entity must do to protect itself from misuse of technology at any level

Notice all this has nothing to do with the knowledge anyone needs to apply their trade(s) and/or skill(s)...

There is also a massive confusion over means and ends -- especially within leadership. Though their focus needs to be on the well-being and sustainability of their business, the rate of changes happening in nearly all arenas is forcing even their hands away from the thoughts and practices of the past to something new. Yet most do not know what that new something is, only that they need to change -- resulting in unwise actions that are more than costly.

We highly encourage your participation in this series as it is all about the Future of Work as well as the future of education, technology, leadership, even our personal lives.

Start a conversation in the comments and/or if you have some thoughts to share in the form of a post then just reach out to us by clicking the contact us button on the lower right of any page.

For this series, we use the hashtag #HRdog on twitter, LinkedIn, facebook and Google plus -- just search for this hashtag to see the latest updates we have sent there. Or better yet, register with our blog to receive our daily newsletters straight to your inbox -- as we do not purchase nor sell any lists, your information stays with us confidentially.

For more information about this series, feel free to click the blue contact us button on the lower right of your screen to let us know how we can assist -- or if you are reading this by our newsletter, then hit the reply button to get back to us!

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A Refresher: What is Software as a Service (SaaS)
Rashed Kahn

From some of the questions we have seen on Quora, LinkedIn, and other social media platforms, we are reposting this to help refresh some memories as well as inform others who are still confused with the '<whatever>aaS' alphabet soup.  Software as a Service, which is also known as SaaS, is a way of delivering hosted software based in the cloud - unlike the more traditional method, whereby software is installed on machines individually. Instead of limiting access to one device, the cloud is a way of using external servers to store data remotely, which can then be accessed from any computer, in any location, by anyone with permission to share it. This method can be used to access some of the common business applications, such as HR, accounts, content management, and service desk applications.

Automation – Is The Technology Tail About to Wag the HR Dog Again?
Garrett O'Brien

The HR tech marketing is increasingly shifting its focus from talk of big data and cloud-based solutions to bolder claims of automation of tasks and roles, primarily through the use of machine learning/AI. HR has a responsibility to understand the changing landscape of work and how it will impact organizations, but it also needs to turn its gaze inward. There are several levels that have to be addressed in order to prepare for automation and it needs to happen NOW -- mostly because the rate of change of technology is not going to wait for you, you, or you. The rate is so fast now that what used to take decades to change now happens in less than 18 months. And that rate is shrinking that timeline logarithmically -- the next workforce to arrive on the scene, Generation Z, will see changes occurring within months as well as within weeks. ...

How Technology Has Changed HR and the Hiring Process
Garrett O'Brien

In a world where technology is a part of every facet of life, it is no surprise that technology has changed HR and the hiring process. In light of budget constraints and personnel cuts, human resource departments are struggling to keep up with the growing demands of effectively streamlining the hiring process. Large and small companies are taking advantage of technology to handle the increasing number of applicants. From submitting an application to filling out the mountains of required paperwork, more companies are relying on technology to balance the workload. Additionally, utilizing technology decreases inaccuracies because applicants input their own information. Thanks to technology, five employees can complete the work of 10 without increased administrative costs or loss in efficiency.

What does our Independence Day have to do with HR Management
What Does Independence Day in the U.S. Have to Do with HR Management?
Garrett O'Brien

Given the Independence Day holiday in the U.S., we are going to focus on some details that most do not know - but should. Being a history buff for nearly 50 years now, you can usually find me reading the Founders original notes and letters as well as notes and letters of nearly any political figure in the National Archives and elsewhere. My only criteria are it has to be written by them or has to be accompanied by a text the provides a better read of the original. Why do I not read history textbooks, especially those written by those who have been deemed experts in their own field? During a break in my studies at the local library, I opened a U.S. history textbook published in 1873 that was 104 years old at the time. Truthfully, I felt the writer had gotten everything wrong and needed a better education -- until I asked ...

An Update On Our Launched Programs and Projects
Garrett O'Brien

Projects and Programs Launched Our newsletters, news magazines, as well as our Content Series, have been launched, focusing on several verticals to give you and our audiences a choice on what to focus on. Our newsletters provide several options, including any choice(s) of our Content Series (or the entire Content Series), podcasts, and/or webinars as well as the option to receive everything we publish. Our current topics in our Content Series include AI and HR Millennials Vendor Spotlight Vendor Interviews Enterprise Software Options Leadership Project Management Insights HR Dog (why is the technology tail still wagging the HR dog?) Our  15+ News Magazines have been launched through Flipboard and are fed from RSS feeds and alerts we have set up across the internet and cover the topics in our content series as well as HR management, HR Technology, Analytics, Conferences, Learning, the industry as a whole, Future of World and a couple of side magazine on Economics and ...

Why The HRIS World?
Garrett O'Brien

When I finished writing our pillars, I always felt something just wasn't complete. The pillars provide an insight into who we are, what we stand for, our values, even the value of knowledge... Wisdom... Discernment... and Principles... And much thanks to Simon Sinek's teachings, I was able to discover what that feeling was, what made me feel the pillars weren't complete. I never addressed the why...

Leveraging HR Technology in an HR Paper World
Dawn Altnam

Contributed by Dawn Altnam Dawn Altnam was a regular contributor to The HRIS World and we wish her all the best in her new endeavors. Links of interest : Paycor : Recruitment Systems Video conferencing : GPS technology ________________________________________ Meeting the Challenge of the Internet The recruiting process in any HR department is a labor and paper-intensive activity... - Position requirements must be gathered and interpreted - Job listings must be updated - Potential candidates must be screened The use of technology to assist in recruiting is helping reduce the effort and allow the creation of easy-to-repeat processes. Everything about HR is changing. To be specific, it’s all moving to the Internet. Recruiting, interviewing, and even paying employees (via 3rd party payroll services) is the direction in which our industry is moving. Click the read more button to discover how to not just cope with these changes, but how to ...

What Have We Learned About Cloud Security? Myth and Threats
Garrett O'Brien

Cloud computing is shaking the technology tail of more than just the HR dog - so this post can be a reference for HR technologists, HRIS administrators as well as your IT department. Hens we have elected to have this post as part of our HR Dog Series (#HRdog). let's start off by clarifying some myths first -- that will present a better frame of reference on what we have learned about cloud security so far. We're also breaking every role in the book of blogging as this post is huge - but it is concise and can be used for future reference when dealing with cloud security. This has turned out to be a bit lengthy as we are covering the myths first -- this will help isolate what is a real problem and what isn't. To make things easier for you the myths are listed with a link to ...

Clear Content, Foggy Context, Skewed Perspective
Garrett O'Brien

Knowing the Content Does Not Equate to Knowing the Context Knowing the full context of the content we use as well as discerning why decisions were made they way there were in that context is fast becoming a lost skill. And given the amount of information available to us doubles every 60 hours, what does that really say about us? Could it be the quality of the information being added is equivalent to junk and trash?? Or is it we are just settling for what feels and sounds good to the situation at hand as well as the current argument (meaning we have abandoned virtues, principles, and integrity)???… And maybe, just maybe… many of us just don’t test our beliefs well enough to discern all this????

Why We, Not Technology, Are the Problem
Garrett O'Brien

Editor's note: This post was published as a draft by the writer on another social media platform; David Chaney, the author, provides professional services to corporate decision makers while his words always provide thoughts to ponder... His draft focuses on technology and character and how the latter plays a role on the former and is republished here with his consent...     "Throughout history technology has either been a friend or foe of human development and advance."Today's technologies, and those of the last several decades that have led to the explosion of information availability and global communication, are no different. "Our challenge today, then, as those who wish to repel tyranny in any form and expand freedom and liberty, is to insist upon the free and unfettered development and trade of technologies that address this challenge.

Is Your Dataset What You Think It Is?
Garrett O'Brien

About this video... Talking at the U.S. State Department this summer, Hans Rosling uses his fascinating data-bubble software to burst myths about the developing world. Look for new analysis on China and the post-bailout world, mixed with classic data shows. About Hans Rosling Though his talk is geared towards dynamic statistics vs perspectivs being tested, there are principles here that are applicable to systems of any sort... With the ever present question being, "Is your dataset representative to your perception?"

People and Technology, Just What Are We Pretending Not to Know?
Garrett O'Brien

  Our post Symptom? or Problem? Don’t Know How to Use Big Data... initiated this series by focusing on 3 points (you can read why in the post)… Nearly all businesses are all revved up with no place to go Most are really asking the wrong questions and need to learn to ask the right questions What we ignore, what we believe, what and whom we are willing to listen to is the human element contributing to this lack of understanding All this is knowledge heavy, which means there is a balance that needs to be made. In our more detailed 2nd installment, we discussed understanding how to use big data can be dependent upon one trait and why…

Understanding How to Use Big Data Is Dependent Upon One Trait
Garrett O'Brien

Are We Focused Upon the Means? or Ends? Earlier this month, I presented a high level view of how our not understanding how to use Big Data is a symptom, not a problem on the HR Tech World blog, closing with the following statements... "Well, the first step towards any success is the always rooted in the willingness to listen – but to whom? Those that impart knowledge are also capable of imparting error, yes? "Qualifying who we listen to is important. What we hear repeatedly we eventually believe – and there has been a lot of concepts, ideas and thoughts repeatedly shared nearly everywhere. So what does one do when there are so many beliefs, thoughts, suggestions as to what will work?" This view evolved from what we have been reading and experiencing at The HRIS World, which is this...

Symptom? or Problem? Know How to Use Big Data…
Garrett O'Brien

All Revved Up... and No Place to Go Questions determine our direction – ask the wrong question, or even the wrong type of question, we could end up with answer that may feel good, may look good, but provide an answer that gives us a direction that proves to be ineffective nor efficient in the long run. Learning to ask good questions versus the right questions is something with which many struggle. There is also the matter of knowing what to do with what you have, least you have something that will only be a burden and not an asset. Personal example: when I first knew I wanted to learn to drive… I had a very positive attitude about learning to drive a car I knew it would be a useful tool in my life I knew absolutely nothing about how to drive nor how to take care of a ...

There’s a Need for Businesses and Educators to Collaborate
Garrett O'Brien

  Education... There is a definite importance to this endeavor. Often, that importance is lost to those who need it the most - our youth. Whether you have children or not, eventually the quality of their education -- or lack thereof -- is going to affect our lives, their lives, personally If not now, it will definitely later. Some of today's youth will be leading us in our later years, some will be business owners, and some will be innovators -- others will be content on an assembly line. Life - without any deviations - is nothing but a straight line. And just how boring is that? Anyone that has driven on such roads knows there is minimal stimulation to keep you alert never mind interested. So, we invite deviations -- some are fun, entertaining... Others are like seeds -- they do not look like much, probably do not taste ...

HR Needs: How To Effectively Work With IT
Dawn Altnam

HR Needs: How To Effectively Work With IT The term "human resources" can mean very different things depending on its context. At large, multi-national corporations, dozens of individuals might work in HR to keep the corporate machine moving. For small and mid-sized companies, however, HR probably means one or two very talented, very hardworking people doing their best to help keep employees happy and safe. Working as HR for a smaller business means you'll also likely run into many challenges and have to find creative and innovative solutions. Often these solutions—things like social performance management software end up encompassing technology, which means you will have to work closely with your company's IT department. This presents its own set of challenges. Your needs will be at odds with the highly specialized work that IT professionals do, and it will be on you to do everything you can to make sure the relationship ...