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Opinions expressed in this blog are my views and there is no assurance absolutely that they are accurate, correct and without mistake. I shall not be responsible for any adverse consequences of someone acting on the opinion expressed by me. I reserve the right to change my opinion based on better understanding of the subject or unknown facts coming to my knowledge post-hosting or change in the fundamentals of the subject I opined. I can't promise that I would reply comments from any one. If the opinion expressed by me contains material which is in breach of copy right of any person, the same will be removed after due enquiry. 

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Developments in HR Technology in 2019

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A few days ago Josh Bersin released the much-awaited report on “HR Technology Market 2019.” [ Download Report ] This report includes comprehensive coverage on trends and developments in the HR Tech landscape. Technology is advancing at an unprecedented rate urging HR Professionals to keep pace with it to gain competitive advantage. Moving in the Cloud environment is facilitating the rapid development of tools for vendors. Due to advancements in AI and ML, HR Technology is going through automation evolutions. This has enabled HR Tech offerings to add capabilities like Robotic Process Automation, Chatbot, Conversational User Interface (Voice/Text), AI-based suggestions, tips, hints, and nudges. According to the report, there are three ‘vectors of change.’ First, enhancements in the technology considering Moor’s Law. Second, the availability of API's to bring HR Technology in the ‘flow of work’ while using Microsoft Teams, Slack, and other similar apps. And third, secur...
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What is OKR - CFR and How it works

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The recent trend in Performance Management is moving away from Annual Performance Review to the process of regular Check-ins. The main reason behind this trend, as Laszlo Bock says: "The major problem with performance management systems today is that they have become substitutes for the vital act of actually managing people." There’s this so-called Pearson’s Law which says: “When performance is measured, performance improves. When performance is measured and reported back, the rate of improvement accelerates.” A similar quote by Peter Drucker says, "What gets measured gets managed” & even Louis Gerstner says the same thing, "People don’t do what you expect but what you inspect." Hence it is important to Measure what matters. Recently I read the book by John Doerr  ( Measure What Matters , 2017). Let’s see what is OKRs ( Objectives and Key Results ) & How this ‘Goal setting system works'. Origins of OKRs: During his tenure at In...
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(This article is written to practise my newfangled lexicon. Please pardon me for my mistakes.🙏🖖) Josh Bersin is a well-known HR Tech analyst and founder of Josh Bersin Academy. In the field of HR, he is the leading light and maven among other luminaries. A few days ago, he released a remarkably improving report filled with his perspicacious, distinctive, and magisterial insights on 'HR Trends for 2023.' Not to put too fine a point on it, but this compendious report is right out of the top drawer.  [ đź“ĄDownload Report ]  With reductionist analysis, this report comprehensively delineates 15 main trends and expatiate their effects on HR. Understanding these trends will stand HR professionals in good stead to devise their functional tactics and stay ahead of the curve. And suggested measures in this report will help them successfully address these trends and gain a competitive advantage. Let's try to epitomize the long and short of this report. Skills are on the rise in HR. N...
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