In this post I interview Dan Hilbert, founder of OrcaEyes, a Human Capital and Talent Management analytics solutions provider, about his attendance at the HR Technology Conference later this month and his opinions on what the next 12 months hold for HR practitioners.

This entry is part our series of HR Technology 2009 related posts. Also, in case you missed it, check out the Kindle Giveaway we are running in conjunction with this year's conference.

CE> Why are you going to HR Tech this year?

DH>  We're very excited about attending HR Tech this year and honoured to be recognised as one of the five cool new technologies to be announced at the conference.  That means that we get to present our technology to HR business leaders, analysts and others.

CE> What are you looking forward to at this year's conference?

DH> In some ways this is our coming out party.  Over the past couple of years we've been building the business around the concept of comprehensive human capital management and optimization while developing the product.  We've now got a number of precedent setting case studies to share and we're keen to show people what OrcaEyes is all about.

CE> What else will be good?

DH> I'm looking forward to the new technology announcements and in particular the analysts panel - Jim Hollincheck. Josh Bersin, Naomi Bloom,  and Lisa Rowan - sharing their insight on current and predicted trends in HR technology and talking about best practices.

CE> What will be the biggest priorities for HR/employers this year?

DH> Technology is going to lead the direction and transformation of HR as it has done in just about every other industry over the past 20 years.  For HR the link between workforce performance and organizational productivity is going to be essential - and this link has to be measurable to the business.  In today's challenging economic times, HR is confronted with demands for workforce optimization and productivity increases.  As economies begin to recover, HR will also be dealing with a surge in recruitment demand. The use of technology, like StepStone's and OrcaEyes is critical to identify the trade  off between recruiter work-levels, internal development initiatives and the measurable impact on business.  Making the right selection decisions and knowing the impact on core business drivers is a priority - "hunch-based" HR decisions are too risky for organisational success in the 21st century and are no longer necessary.

With the addition of decision support and workforce planning technology to an integrated suite of advanced talent management and acquisition tools, scientific, evidence-based HR decisions can be implemented to proactively drive business performance, innovation and risk management as we have never seen before.

CE> How should HR/employers approach these priorities?

DH> Actually, the technology does much of the heavy lifting. HR need to optimise the use of the core technology solutions and talent related resources at their disposal. The process requires HR to understand the strategic objectives of the organization.  That's all.  The technology does the rest by analyzing data from existing HR systems and linking to strategic systems.

Direct, scientific correlation technology now exists to proactively assess and predict the measurable risk to business strategies and revenue resulting from human factors - whether that's about making the right hiring decision, succession planning, engagement or simply keeping top performers while attriting low performers from the organisation.  We now have enough case studies that unequivocally show that industry leading companies lose 65%-90% fewer high performers than others.  Consequently, by implementing better performance review and training systems, HR can optimize workforce productivity and reduce business risks.

If business leaders don't readily share the strategic objectives of the company, simply show them a five year gap analysis of all positions under their domain and you will not only get the strategic information you need, you will also get critical positions in order of important and leadership support.  Why?  Because in most cases their jobs will be at risk.

The combination of this kind of information for decision support and optimised delivery platforms are crucial - over the next decade great companies and countries will be built, based on great Human Capital Management and workforce optimization technology.

StepStone and OrcaEyes can be found in booth #315 at Human Resource Executive's 12th Annual HR Technology Conference & Exposition.

Tags: #hrtechconf, Chicago, Dan Hilbert, HR, HR Tech, HR Technology, OrcaEyes, StepStone, workforce planning

This entry was posted on Wednesday, September 30th, 2009 at 4:35 am and is filed under Community, Events, HR Tech Conference, Talent Crowd Interviews, Talent Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.