Read our reports from the world's leading business conference on technology for HR executives. We will be updating this story throughout the day and evening as reports come in on the various sessions -- so check back often.
In the closing keynote, Naomi Bloom advised HR leaders to inventory their HR technology systems -- and discard the ones that don't work. Use the money to invest in technology that adds value to the organization. And re-evaluate the company's talent pool at the same time, she said.
There are shake-ups in the market, but overall, the outlook is good for HR business-process outsourcing. Large companies are becoming profitable, new capital and new companies are entering the market, and most clients are satisfied with their providers.
A vision statement for business initiatives makes sure everyone is moving in the right direction, said an HR leader from Accenture. Making sure line leadership is involved and that change management is a big part of the process are also key.
Microsoft takes a different approach to introducing a benefits portal. Unlike other high-tech companies, it chooses to outsource the endeavor. The initiative reduced costs and registered a huge uptick in user access.
In addition to the regular topics, the annual Industry Analyst Panel at the HR Technology Conference offered a few surprises, including which vendors offer the best talent-management suites, according to the panelists.
Getting buy-in for a large, integrated HR technology transformation may be easier than upgrading in bits and pieces, according to some presenters at the Third Annual Talent Management Panel. They also talked about what they look for in a vendor.
Data privacy issues and scalability were important concerns when Chiquita began developing a global HR system. The company's approach to IT requires transparency, customer focus, flexibility and Cloud computing.
Working through the problems is necessary during outsourcing contracts, said presenters from CVS Caremark and IBM. Their relationship seems headed for the dumps until they began engaging each other, including their employees.
Keeping hiring free from political influence, the City of Chicago turned to Taleo to turn a corrupt hiring practice into a system that uses user profiles by job candidates who all have equal access to job listings, qualifications and consideration
HR should lead the charge for internal social-networking initiatives, said Kris Dunn, who blogs on The Human Capitalist and Fistful of Talent. HR leaders need to work through the fear, confusion and apathy that may result from social networking, and think about the potential benefits.
HR organizations that can find vendors to act as business partners are most satisfied with their talent management solutions, compared to other vendors, according to recent research by Bersin & Associates. Leighanne Levansaler of Bersin also warned HR leaders to be wary of vendors who promise solutions based on standardized best practices for performance management. Such practices are highly dependent on individual corporate culture, she said.
Two technology experts discuss the various "great new technologies" that HR leaders can use for recruiting, collaborating and building networks.
A new way of thinking about talent management is necessary for the "net generation," who are often called the millennial generation, said the opening keynoter at the HR Technology® Conference. That generation has grown up in a digital world -- and that affects recruiting, retention, learning and traditional management theories.