Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

It’s quite surprising how many company’s HR departments haven’t yet joined the digital revolution. These companies seem to think that how it was done is fine and has worked perfectly well in the past, so why bother updating anything?

The thing is that often the people in HR feel differently, with 70 to 80% of their time spent on low-value administrative tasks. I feel that’s shameful, particularly as a huge amount of that work can be automatized and digitized. This would allow HR to be massively more productive and play a more strategic role in the company by creating new opportunities, learning methods and more for their companies.

If you agree with me, consider embracing these digital solutions.

Peer to peer recognition

Often a big part of the modern HR department is validating the newer employees, who are in many ways far more demanding than previous generations. That can be taxing for both managers and the HR department to do.

A good solution that has recently come out is Tapmyback. The idea here is to allow people to recognize each other’s work, so that people are no longer looking to management alone to validate what they’re doing.

This will make it far more likely that your employees will receive the recognition they need, while freeing up the HR department to concentrate on offering opportunities for staff to grow and excel.

Non-traditional reviews

Many people do not like to be reviews. And that’s not really that strange, is it? For that reason, OrangeHRM is a good go-to product, as it makes reviewing a far more effective and less stressful affair, where people don’t have to sit in front of their manager but can instead read the process online.

It can, in fact, do far more than that including track time off, help with recruitment and offer training suggestions – which are all very useful services to automate. The good news is that there is a 30 day free trail so that your company can see if it’s suitable.

Resume analyzers

One of the biggest tasks you’ve got to do in the HR department is to manage resumes. Fortunately, that’s gotten a lot easier today with the resume parsers. These will go through piles or resumes, looking for keywords and key skills that you need and discarding the huge pile of useless crap that often comes with it.

In fact, they’ve become such a common occurrence that resume writing services are completely ready for them. And so, you won’t actually miss out on any of the good resumes while cutting down on the time that hiring new personal consumes substantially.

Social media recruiting

Here’s a surprising statistic 73% of 18 to 34 year olds have found their job through social media. That means that if you’re not yet trying to recruit though these platforms, you really are missing out on a huge slice of the younger market out there (and though there is something to be said for experience, diversity is useful too).

For that reason, make certain that you start using services like linkedin to get the word out there that you’re looking. Only in that way can you be sure that you’ll find the right person for the position that you’re looking for.

Online educational resources

Another great new technological wave that every HR department should introduce is the one taking place in online education. For example, there are now dozens of online courses that are available for free or only a little money at such places as EdX.

These offer you a great opportunity to both offer your employees a chance to boost their skill set, while cutting down on costs as well as travel time for them to get those skills.

In fact, some companies have taken to offering employees a certain time during their day or week where they can study these courses, all while never leaving the office. In this way, they can get on with learning without forcing their companies to find ways to work around their absence as they’re still there in case of emergencies.

Last words

In truth, it surprises me that companies would ever think HR isn’t ready for the digital age. There are huge gains to be made in the HR department by coming in to the 21st century. And the great thing is that the more effective your HR department functions, the easier it is for them to help the rest of your company get a head and upgrade their skillset.

And that matters. After all, the modern world is changing ever more rapidly and it’s vital for any company that their workers are changing and improving along with it. Otherwise you might just find that your company’s skillset ends up obsolete.

There really is no recovering from that.

Sylvia Giltner, Blogger, Artist, Student

Technology and art are a big part of my life, and I enjoy integrating them into everything I do. — Sylvia Giltner


If you want to share this article the reference to Sylvia Giltner and The HR Tech Weekly® is obligatory.

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Capabiliti beats 96 LMS apps globally at GetApp SaaS Summer Games ’16

Written by Ankit Sindhi | Originally published at The Qustn Cafe 

We’re pleased to announce that Capabiliti – your very own training and engagement platform by Qustn Technologies – has won the bronze medal at the GetApp SaaS Summer Games 2016 for the LMS category.

For those who do not know, GetApp, a Gartner owned company, is an ecosystem of business apps and software platforms such as learning management systems.

GetApp designed the SaaS summer games to find out the most popular SaaS software from the top SaaS companies globally in six different, most popular business app categories, viz. Accounting Software, Social Media Marketing Software, Learning Management System, Employee Scheduling Software, Business Intelligence, and Marketing Automation Software.

Here are the top 5 business apps from the Learning Management System category:

The Qualification Criteria

Apart from the base criteria of being listed on GetApp along with hundreds of other contenders, medals were awarded to SaaS platforms based on the average GetApp user review score of all applications in a given category, as on August 9, 2016.

Moreover, a software must have a minimum of 10 user reviews to qualify, with the gross number of user reviews for an app being the deciding mechanism in case of a tie between 2 apps on the score.

How Capabiliti Won

This win for Capabiliti coincides with the platform crossing a million training and engagement transactions on it for the second quarter running this financial year.

Clients use Capabiliti for employee feedback, training needs analysis, running contests and surveys, improving overall engagement and much more, apart from training and assessing their employees.

Here is what some of the Capabiliti users had to say, that contributed to our rankings:

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ss3.pngSource: Capabiliti Reviews on GetApp.com

Mrigank Tripathi, Founder and CEO of Qustn Technologies – the makers of Capabiliti, personally thanked each and every Capabiliti user who supported Capabiliti and came out to express their delight on GetApp in the form of reviews. “Next year, we’re gunning for gold!” he exclaims.

I’ll take a second here and direct any interested users to try out Capabiliti for training, engagement and experience the next level of business intelligence in terms of HR right now!

Country Wise Leaderboard

Capabiliti is the only app from India that made it to the top 3 in this category. Here are the country-wise rankings according to the data provided by GetApp:

What do you think about these app evaluations? How big (or small) a role do they play in influencing your purchase decisions? Tell us!

About the Author:

Ankit SindhiAnkit Sindhi is a digital marketer with Qustn Technologies. He tries hard not to sell his wares when he writes, and often succeeds. When not at work, he is busy networking, playing music, reading, and traveling.


Source: Capabiliti beats 96 LMS apps globally at GetApp SaaS Summer Games ’16

Higher Ed To Career Tech Startup Funded With Competitions, Incubators And Angels

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Written by  Moira Vetter | As appeared in Forbes.

Moira Vetter, Founder & CEO Modo Modo Agency, Forbes Contributor

Patrick Jones, the Founder and CEO of Vocatio, has been on a tear. A graduate of Leadership Atlanta, Jones was exposed to the challenges of developing leaders by bringing college graduates into the workplace. Jones saw an opportunity to develop a technology solution that could bridge the gap between higher education and higher pursuits in employment. Thus Vocatio—which Jones call the GPS for your career journey—was born…but growing it would take a lot more financial creativity and a varied approach to fundraising.

The PeopleOps Innovation Challenge

Jones, a successful executive who had participated in growing a large firm to exit, got to work on his startup. He first connected with a consortium lead by a Nebraska firm called VentureTech. He found them the old-fashioned way… on Twitter. Vocatio and 160 other companies applied for the PeopleOps Innovation Challenge, a competition intended to help non-technical founders rapidly prototype ideas and get them market-test ready.’ Jones landed in the final four, went through an interview process and two week later was informed he’d won complete with $50k and technology services support.

What Can A Competition Do For You?

For those interested in competing for capital and support, it’s important tot remember that not all competitions are created equally. As Jones pointed out, VentureTech brought something even more valuable than capital to the table—they brought 5 beta customers. With those beta customers, Jones was able to get his idea closer to market.

Are incubators the next best step to find capital and your market entry?

Jones at this point applied to several accelerators in Palo Alto and Florida. But Jones cautions that as much as you want to get capital and find believers you have to guard against the hype. In his case he was able to find some amazing mentors when he was accepted to the Global Silicon Valley Labs incubator that helped broaden his network of advisors and potential investors.

Watch out for two kinds of people drawn to incubators and accelerators.

With the amount of popularity and attention that exists with accelerators there are two kinds of people to guard against. The first are the blind believers that love every idea they see. These people don’t have the critical eye or likely the connections to help you develop your idea.

But, according to Jones, and his advisor Ellen Leanse from Stanford, the more dangerous group are those that are there to deconstruct your idea, your ambition and water your concept down in to something they like. It can feel like a process of downloading critical intellectual property repeatedly that is not heading toward capital. This is where great advisors come in handy because entrepreneurs need people to check their enthusiasm and run critical assessments… but killing the concept or the entrepreneur serves no one.

So maybe Angel capital is the path to launch.

After several rounds trying to pitch, convince and advance his idea with accelerators, Jones decided to approach select Angel investors. Jones, connected with Mark Rampolla, founder of ZICO Coconut water, out of Los Angeles. With Angel capital, Jones was able to test not only his technical concept, but build the brand concept. User experience design testing and real-world research with potential users are critical to helping build the business case for a launch. Also, when considering who your lead investor is, consider how active they are. Mark Rampolla makes 10 to 15 investments a year and brings much more to the table for Vocatio than simply capital. He is a great barometer of the investment marketplace and the deals that are likely to grow in the near-term.

The next steps for a startup entrepreneur

Jones is about to close a $250k round of investment and is closer to entering the public market. He is preparing for a major milestone at the ASU GSV Summit. This is a huge summit for the investor community and Jones has already been selected as a presenter at the April conference in San Diego.

He has gotten an impressive management team pulled together, something critical at this phase to future growth and future capital. That team needs to complement Jones. According to Jones, he has a tendency is to approach opportunities cognitively—with the brain. Logic won’t always rule the success of the business and the success of their capital strategies. At the end of the day, the best high-raise returns come from entrepreneurs that demonstrate a strong emotional quotient (EQ) and where investors feel you’re up to something big.

While you are spending a lot of time on the ‘what you do’ and ‘how you do it,’ this won’t likely be what draws in employees, investors and customers. Be sure you’re expressing the ‘why’ you do what you do in the spirit of Simon Sinek.

This is particularly important for someone like Jones to keep in mind as Vocatio grows. For his company to be a success, he needs to help individuals move from what they will do in their careers and how. The most powerful hook in navigating the GPS of career will likely start with ‘why’ people follow a particular vocation. Whether it’s the team, the investors or the customers, be sure your branding and messaging answer the ‘why’ question.

How are you performing as an entrepreneur answering the ‘why question’ while you’re sorting out the ‘what’ and ‘how’?

If you like what you read, please follow Moira Vetter at Forbes and share the piece.
What do you think entrepreneurs want to know about managing money or securing capital?

Source: Higher Ed To Career Tech Startup Funded With Competitions, Incubators And Angels – Forbes