“Technology and People Must Work in a Bank – How & Why?”
Date: Thursday, July 20th from 10am – 3pm EST
Location: Idle Hour in Macon, Georgia
In 2008, community banks began a decade-long battle for survival. Overcoming subprime lending, overregulation, branding, a recession, and myriad other challenges required insight, persistence, and courage. Technology was not a challenge in 2008. Technology is today’s problem. Insight, persistence, and courage may still be the ticket.
- Can Watson® solve a community bank’s problems? If so, will Watson® take over? Will customers like Watson®?
- Robotics will make many workers unnecessary. Will customer deposits drop and SME become the non-qualified borrower?
- Virtual reality defines a customer’s world. Can a community bank market to or compete with a make-believe world
- Computer-invasion threatens every business. Can a community bank afford to turn over cyber-security to a third party representing the competition?
- Cyber sleuths know what you did last night and what you will do next year. The regulators care about privacy. Do employees and customers?
Surprisingly, harnessing technology requires people, but only in partnership. Could IT and HR work together to bridge technology and people?
20 years ago, Information Governance proclaimed the combination of human resources and information technology as a solution. The goal has not been met.
Examples of technological challenges for HR: The law mandates the collection and analysis of large data sets in OMWI and compensation analysis. Cyber security risks arise primarily through human error – the world of HR. An effective use of technology means trust and understanding – conditions that surface only in a culture of understanding and trust. HR is dependent on innovation.
Examples of IT challenges created by the human condition: IT must comply with the NLRA, EEO, OSHA, FLSA, and other workplace laws. Most data breaches occur from human mistakes. Most red-flags for cyber security begin with a human. The IT and data security/privacy manuals must be read and understood by employees, senior management and the Board. IT is dependent on innovation.
What can a community bank do?
- Competition must be met with a collaborative team of people and technology.
- Compliance requires a variety of disciplines including HR and IT.
- Machines, big data and predictive analytics must become core functions for a bank.
- Bank security requires the involvement of HR and IT.
- Education for staff, senior management, the board, and customers is key
- R&D cannot be subcontracted but must be developed in-house.
- IT and HR must become the surrogate for technology and people.
Join leading HR, IT, legal and other experts as they discuss “Technology and People Must Work in a Bank – How & Why.”
10:00 a.m. – The Real World of Technology and Innovation for HR & IT
11:00 a.m. – The Problems Technology Creates for HR
- Workers Bring Technology to the Workplace
- HR Compliance Requires Sophisticated Technology
- Cyber-risk Becomes HR’s Problem
- People Will Still Make the Difference, but Will Technology?
- Division is Real; so is Privacy
- Productivity of People Requires Technological Oversight
- The Mistakes of IT Are the Mistakes of HR
1:00 a.m. – The Problems Humans Create for IT
- Cybersecurity Depends on People
- Coding Begins with HR
- IT Is the Biggest Violator of Workplace Laws
- IT Has to Know and Teach Real IT
- IT Has to Take Responsibility … For What?
2:00 p.m. – A Model of IT HR Collaboration
- The Impact of IT/HR Collaboration
- A Model of Collaboration
- The Benefits and Costs of Collaboration
This workshop has been designed for officers and managers who have responsibility for overseeing, developing, and implementing workplace law compliance and strategies. Human Resource, Compliance, IT Officers, and Chief Financial Officers, as well as other senior bank officials, will benefit from this program.