HR pros share their insights from the 2023 HR Technology Conference
The HR pros shared mindful insights into financial wellness, personalized benefits communication, and the future of AI in the HR industry.
In between the casinos, good eats and pool in Las Vegas, I had a chance to stop by a few presentations while at the 2023 HR Technology Conference. All jokes aside, the event was packed with HR pros sharing mindful insights into financial wellness, personalized benefits communication, and the future of AI in the HR industry.
Here are some top highlights:
Will Peng, CEO and co-founder of Northstar, during his presentation “Using financial wellness to communication and drive adoption of total rewards”.
“Choice without guidance leads to an overwhelming amount of complexity… Just as there is an unfair responsibility placed on the shoulders of individuals to answer financial questions, by extension their is an unfair responsibility put on the shoulders of people teams, HR leaders and managers, and employers because they are the primary sources of wealth creation and benefits. It’s really important that their financial wellness program not just supports the employee, but also the employer.”
“Increasing engagement and retention through personalized benefits and people experiences” featuring Katie Carroll, director of product marketing, and Tammy Kaplan, strategic account advisor and product consultant at Empyrean.
“We live in this personalized shopping world and benefits should be no different. We are now supporting a workforce that spans five generations… We have to tackle the challenge of providing the right benefits education, but in an extremely personalized way. And it’s really key to use data so that their experience can evolve with them. As their needs are changing, the [benefits] guidance continues to grow with them.”
Josh Bersin, global industry analyst and CEO of The Josh Bersin Company, during his keynote presentation “How AI will transform the market forever”.
“The reason people analytics has been so hard is because the data is all over the place. Some of the data are in the surveys or some other system and you have to hire someone with a Ph.D. in data science to bring it all together. And then a year later, you get the answer to a question you asked a year ago… “That hasn’t been particularly satisfying for people and it’s interesting to me that all the people in HR who I’ve talked to seem to have a hard time hanging onto their jobs; analytics people move around a lot because people get frustrated with how hard it is to do this. Well, I kind of think that’s going to go away. If you look at the way some of these AI systems work, they are going t pull massive amounts of energy and data together and they can make sense of it… There is going to be a massive change in the people analytics department.”
Related:
Do the benefits of AI-based technologies outweigh the risk for employers?