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The HR Huddle

The HR Huddle

De: WRKdefined Podcast Network
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Welcome to the HR Huddle, the ultimate resource for all things HR. This podcast is comprised of two unique mini-shows where we will be: Spilling The Tea On HR Tech with Chief Research Officer and HR tech market influencer, Stacey Harris and Cliff Stevenson, Sapient Insights Group, Director of Research, AND breaking down the messy stories that everyone in human resources has in HR - HR We Have a Problem, with Teri Zipper - global HR consulting expert and Sapient Insights Group CEO featuring weekly industry co-hosts. Cause when the shit goes down. You've got to huddle up.All rights reserved by WRKdefined Economía Política y Gobierno
Episodios
  • Spilling the Tea on HR Tech - The gap between AI expectations and actual business results, the pros and cons of synthetic data panels, and a liability ruling that could change the rules for HR tech vendors.

    Spilling the Tea on HR Tech - The gap between AI expectations and actual business results, the pros and cons of synthetic data panels, and a liability ruling that could change the rules for HR tech vendors.
    Apr 2 2026
    In this episode of Spilling the Tea on HR Tech, Stacey Harris and Cliff Stevenson recap two of the biggest HR tech events of the spring season and break down what they actually heard from participating CHROs, mid-market HR leaders, and vendors. The conversation moves through a packed week of news, covering acquisitions, funding rounds, platform expansions, and many rebrands. They dig into the growing debate around the use of synthetic data panels, the liability ruling against Meta and Google, and new research showing C-suite leaders still expect AI to yield productivity gains despite seeing little impact over the past three years. Key points covered include: ↪️ Organizations across mid-market and enterprise are still trying to get their existing HR systems working together, and many are frustrated that AI conversations keep taking priority over fixing that foundation first. ↪️ Proprietary data is what separates defensible companies from ones that can be replicated - that theme runs through the Findem/Glider acquisition, Payscale's Compass tool, and Origin's $50M raise. ↪️ The liability verdict against Meta and Google opens real questions for HR vendors incorporating AI into their solutions. In particular, vendors selling AI-supported coaching, performance management, learning, and recruiting tools could be held accountable for what their AI agents do. ↪️ Research from the National Bureau of Economic Research showed that CEOs and CFOs reported minimal productivity improvement from AI use over the last three years, and yet still predict nearly 1% productivity gains annually going forward. At the same time, data center capacity is dropping. The data disconnect indicates that despite the ongoing AI hype, companies are in a wait-and-see mode when it comes to AI’s business and ROI value. The hosts get into the pros and cons of synthetic data panels – AI-generated, simulated groups that are supposed to mimic the behaviors, preferences, and survey responses of real people. They discuss the challenges of using synthetic panels for decision making and the questions customers should have when reviewing results. Don’t miss this exciting thought leader conversation! Follow the hosts and companies mentioned below: Sapient Insights Group Download the 2024-25 HR Systems Survey White Paper Instagram | Twitter | LinkedIn Stacey Harris Instagram | Twitter | LinkedIn Cliff Stevenson Twitter | LinkedIn
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    1 h y 20 m
  • Back by Demand: HR, We Have a Problem - Why most training programs fail to drive behavior change and the simple tools that can triple success rates.

    Back by Demand: HR, We Have a Problem - Why most training programs fail to drive behavior change and the simple tools that can triple success rates.
    Mar 26 2026
    In this fan-favorite episode of HR, We Have a Problem, Teri Zipper and guest Chris Taylor, Founder and CEO of Actionable.co, discuss why most training programs fail to drive lasting behavior change and what actually works. Drawing from data across 9,000 learning programs and over 100,000 participants, Chris shares the proven methodology behind turning workplace learning into measurable results. The conversation explores the gap between knowing what to do and actually doing it, revealing that most organizations spend 80% of training time on content when they should be spending 75% on context and application. Chris introduces practical strategies including the 3:1 context-to-content ratio, accountability partnerships that triple success rates, and cohort structures that dramatically increase commitment when groups stay under 10 participants. Key points covered include: ↪️ Training programs achieve far greater success with a 3:1 ratio of context to content, allowing participants to find their personal "why" in addition to understanding organizational objectives. ↪️ Accountability partners increase the likelihood of sustaining behavior change by three times when participants check in at least twice after the initial session, yet this free and simple tool remains underused. ↪️ Cohort learning becomes significantly more effective when groups stay below 10 participants, with daily practice expectations and regular progress reviews at the start of each session. ↪️ AI will commoditize the "how" of change through accessible content, but human facilitation remains critical for helping individuals discover why they care enough to actually change their behavior. Don’t miss this exciting thought leader conversation! Follow the hosts and companies mentioned below: Sapient Insights Group Download the 2024-25 HR Systems Survey White Paper Instagram | Twitter | LinkedIn Teri Zipper Instagram | Twitter | LinkedIn Chris Taylor LinkedIn Actionable.co LinkedIn
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    42 m
  • Spilling the Tea on HR Tech - How offerings such as Insperity HRScale, the controversy around Grammarly's Expert Review, and AI pricing pressures are shaping the next wave of HR tech.

    Spilling the Tea on HR Tech - How offerings such as Insperity HRScale, the controversy around Grammarly's Expert Review, and AI pricing pressures are shaping the next wave of HR tech.
    Mar 19 2026
    In this episode of Spilling the Tea on HR Tech, Stacey Harris and Cliff Stevenson discuss Perceptyx's acquisition of Lyceum AI; the general availability of Insperity HRScale; and the just-announced Sana from Workday. The wide-ranging conversation also gets into Canva’s new Magic Layers for managing the design and content of legacy learning; Grammarly’s controversial Expert Review; people news at Employ, UKG, and Adobe; ICIM’s rebranding and Coalesce AI; and filtered's SCORM Intelligence. The duo also calls out a potential pricing disrupter brought about by AI agents. Pricing models built around AI usage and API access are starting to hit real cost barriers for larger organizations Key points covered include: ↪️ With the promise of bringing “superintelligence to work,” Workday has launched Sana for Workday, which includes: Sana for Workday, a new AI interface for Workday; Sana Self-Service Agent, which automates HR and finance workflows; and Sana Enterprise, designed to automate work across the enterprise systems and applications employees use everyday. ↪️ Insperity HRScale, created from Insperity’s partnership with Workday, is now generally available, giving small businesses access to enterprise-grade HR technology while creating a potential pipeline for Workday as those companies grow. ↪️ With the recent acquisition of Lyceum AI, Perceptyx seeks to translate employee signals into personalized capability and skills building in the flow of work. Or, as stated in the news release, to close the gap between employee insights into actual business impact. ↪️ Grammarly disabled its Expert Review AI agent after backlash over its use of named writers' voices; the controversy, which has spawned a class action lawsuit, raises broader questions about the boundary between AI-assisted writing and unauthorized use of an individual's identity and creative IP. ↪️ Research facts about use of benefit brokers: Sapient’s 2025-2026 data shows that 65% of companies with under 2,500 employees say their brokers have significant influence on how they run HR. A corollary: organizations using brokers or other third-party HR support are 90% more likely to be viewed as contributing strategic value to their companies. Don’t miss this exciting thought leader conversation! Follow the hosts and companies mentioned below: Sapient Insights Group Download the 2024-25 HR Systems Survey White Paper Instagram | Twitter | LinkedIn Stacey Harris Instagram | Twitter | LinkedIn Cliff Stevenson Twitter | LinkedIn
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    1 h y 11 m
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