Hosts Stacey Harris and John Sumser discuss important news and topics in recruiting and HR technology. Listen live every Thursday or catch up on full episodes with transcriptions here.

This Week

 

This week, Stacey and John are both at the HR Tech festival in Singapore where they discuss the event and related topics, such as Stacey’s presentation on Sierra-Cedar’s Human Capital Management Blueprint and HR Tech in the Asia Pacific region.

 

• Stacey and John are both at the HR Tech festival in Singapore where they discuss the event and related topics, such as Stacey’s presentation on Sierra-Cedar’s Human Capital Management Blueprint and HR Tech in the Asia Pacific region.

Transcript

Important: Our transcripts at HRExaminer are AI-powered (and fairly accurate) but there are still instances where the robots get confused and make errors. Please expect some inaccuracies as you read through the text of this conversation. Thank you for your understanding.

SPEAKERS

John Sumser

Stacey Harris

FULL TRANSCRIPT

00:00:04 :16 – 00:00:11 :10

Good morning and welcome to HR Tech Weekly, one step closer with Stacey Harris and John Sumser.

00:00:11 :12 – 00:00:21 :20

I’m doing well and it’s the first time we’ve been doing the radio show in the same room John. So that’s kind of nice we’re talking here in Singapore and this beautiful Mandarin Hotel we’re in. It’s nice.

00:00:22 :28 – 00:00:26 :12

We must be VIP’s but this takes my whole script away. I can’t ask you, where are you today?

00:00:28 :24 – 00:00:29 :00

Yeah, sorry.

00:00:31 :21 – 00:00:33 :09

exactly yeah.

00:00:33 :20 – 00:00:47 :15

We’ve been in town in Singapore for the HR tech festival which just ended last night. We’re in process, Stacey is going to Shanghai.

00:00:47 :23 – 00:01:14 :09

Yeah I’ll be going to Shanghai on Sunday spending a week there at the HR Technology conference for China and really excited. This is my first opportunity to get to Singapore and my first opportunity get to Shanghai and sharing the brand new released breakout of this Sierra-Cedar data for the Asia Pacific market. And that was actually really exciting to get to share something new that was based on just those organizations headquartered here. So it’s been a fun event.

00:01:14 :11 – 00:01:18 :00

So I had a chance to sit in your session yesterday and I was blown away by what you’re doing.

00:01:24 :09 – 00:01:44 :01

Would you mind taking a little bit of time before we get into the rest of the revisions was talked about what have you found out about the research. Is really interesting model of how HR technology goes together. I assume that’s the backbone of your research. I actually don’t know so to talk a little bit.

00:01:44 :10 – 00:02:15 :21

Well I think what what you were referring to is our human capital management blueprint. This is actually we’ve been building on this wall for the last five years. I’ve been here because I think the big thing that that we found over the last several years is that our technology used to be very much of a process driven conversation. It still isn’t a lot of places but the processes drove the categorization. Basically you had a process around every area and every area that had a model that was tied to a process.

00:02:16 :12 – 00:02:53 :14

And we realized that when we were starting to talk to people on the survey or hearing their feedback they weren’t buying projects and tools and the technology environments based off of the process anymore they were buying them these days based off of their strategy off of their culture needs and more importantly I think more interesting is their data and data governance needs. And so what we tried to work through is a new model and that you saw yesterday which is really how you start your technology conversation is not about the processes and it’s not a map of all the different tools.

00:02:53 :16 – 00:03:11 :04

It just started with that data governance strategy and culture conversation in the center. And it’s almost like a little block Iowa four dimensional block that has all a lot of little ways that you’re going to fit things to it and around it fits the categories of H.R. technology that you’re purchasing.

00:03:11 :14 – 00:03:42 :04

That’s all your administrative H.R. technology all of your service delivery H.R. technology all of your talent management or first management workforce intelligence applications and then even your emerging technology fits in those categories because we find that organizations have to think about emerging technology at the same time that they’re thinking about their basic payroll systems which is used to be something that was sort of separated pretty clearly because now you think about the mobile or artificial intelligence as you’ve been talking about benchmarking.

00:03:42 :06 – 00:04:20 :25

At the same time you make decisions about which payroll systems you have. So it’s been a really fascinating sort of tie all that together as categories of technology not a specific module or not a specific piece of software it fits in a category of the type of thing you’re trying to achieve. And then on the outside of it it’s all the processes and policies that you have in H.R. and then y