THANK YOU FOR SUBSCRIBING
Hrtech Outlook Weekly Brief
Be first to read the latest tech news, Industry Leader's Insights, and CIO interviews of medium and large enterprises exclusively from Hrtech Outlook
Rebecca Tooley, Vice President Corporate Learning & Talent Strategy,Swift TransportationWith almost 20 years of experience, Rebeca Tooley serves as a learning and development executive, leading teams to higher performance with proven results. Her training specialties include leadership and organizational development, curriculum development, leadership development, digital learning, performance management, employee onboarding, and succession planning. Rebecca has provided HR, talent, and organizational development strategies for companies in the healthcare, sales, higher education, and transportation industries. She holds a Bachelor of Science in Marketing, a Master of Science in Education, and a Master of Arts in Industrial/Organizational Psychology.
What are some of the pain points you see in the marketplace today?
Today, it is difficult for many firms to identify outstanding talent and expose that talent within the organization. Huge strides have been made in innovation and technology with the onboarding process from the software perspective. However, there is still space for improvement in this area.
For instance, we are still organizing and supporting activities to promote diversity and inclusion. Although there has been considerable innovation in some of these tools, such as blind recruiting tools and coded bias tools, we must not lose sight of the human element of this process. When we attempt to attract and retain talent, we continue learning things like who is doing an amazing, great job, finding the ones who want to grow or develop, or seeking other possibilities within the company. There have been a lot of improvements made to learning management systems that offer things like certifications or badges that show what employee skills are and what they are interested in.
What are some of the technological trends impacting the marketplace?
For organizations who have IT resources to perform work in-house, there is always the buy vs. create dilemma, which directs their attention to what software we can acquire as opposed to whether or not they can build it in-house. When doing things in-house, organizations have an opportunity to customize solutions for their specific employee base, which present many advantages that positively contribute to the employee experience.
As we adopt or consider leveraging any kind of new technology software platform, it's crucial to align it with a strategic business partner or key leaders who will be utilizing that technology. I believe innovation often occurs in those situations where you're talking to people who are using the end product. Whether we buy the tool or design it in-house, the customization will be far more robust if we include the individuals who are using or will be using the tool because they have first-hand knowledge and experience that will make that customization more meaningful and effective.
“For organizations who have IT resources to perform work in-house, there is always the buy vs. create dilemma, which directs their attention to what software we can acquire as opposed to whether or not they can build it in-house”
How do you envision the future of the space?
To understand about our companies, our teams, and the business we're in, technology may be a tremendous advantage to organizations. However, when we consider diversity and inclusion efforts, talent retention, and talent attraction, technology can only go so far. As innovation is here to stay, we cannot let it die out; however, we can't lose sight of the fact that the human element of running a business requires equal attention. Human resources professionals, in my opinion, are among the best candidates for this role. So basically, it's just making sure we stick to our word and continuing innovation at a rate the firm can handle while considering factors like company culture.
Read Also
