Leading Transformation

How HR Technology is Disrupting the

Modern Workplace

Steve Boese – March 2015

Presenter Info

• Steve Boese• Co-Chair HR Technology Conference • HR Exec Magazine Technology Editor• Host of HR Happy Hour Show and Podcast• Blogger at Steve’s HR Tech• Your new best friend

There are two ways to think about

the future.

One way is to plan for a future that

will be only incrementally different

and almost indistinguishable from the

present.

The better, (and more interesting)

way is to envision a future that will be

almost unrecognizable from today.

So what does that really mean for the

HR/Talent professional?

It means new ways of working, new

sources of talent, and increasingly, new

technologies that will make us, at times,

uncomfortable

Today, we’ll discuss how some of these big

technology trends are going to shape

work and workplaces.

Agenda

• Engagement Technology

• Data Visualization

• HR as Marketing

• Predictive Analytics

• The Far Out Future

• Wrap-up, Q&A

Engagement technology

<Not the online gift registry for

the bride and groom to be>

Why does engagement matter?

Types of Engagement Tech

• Rewards and Recognition –Platforms that enable, track, and socialize recognition

• Evolution of surveying tools -Identify potential and emerging issues in near real-time with pulse and mobile survey tech

• Corporate Social Responsibility - Empowering and scaling volunteer, charity, and corporate matching programs with social sharing

Leading Engagement Tools

• Rewards and Recognition –Achievers, Globoforce, OC Tanner, plus ‘Thanks’ or ‘Kudos’ integrated into HR and performance management tools

• Pulse Survey Tools – TinyPulse, CultureAmp, OfficeVibe – even general purpose survey tech like SurveyMonkey can be used to create, distribute, and analyze pulse or lightweight employee surveys

• Corporate Social Responsibility –Causecast has a platform for corporate volunteerism and social sharing

Data Visualization

<Charts, or it didn’t happen>

What’s driving the visualization trend?

• Information overload – What would busy execs rather look at – reams of paper or spreadsheets or appealing and information rich visualizations?

• Need for fast action – Visual representations of data are increasingly ‘actionable’ – meaning managers and leaders can immediate take actions based on data, cutting out numerous middle steps

• Big Data – As volumes of data keep increasing, visualizations are becoming the only way to make big data accessible to large, diverse audiences

Types of Visualization Tech

• Consolidated or aggregated visualization platforms

• Workforce analysis tools that help provide insights into specific human capital data elements and trends

• Talent management tools to help assess, align, and develop talent

Leading Visualization Tools

• Platforms – Visier, Vestrics, Aquire (acquired by PeopleFluent), eThority(acquired by Equifax)

• Workforce Analysis Tools – SAP, IBM, Oracle, plus open or general purpose tools like Tableau and Domo

• Talent Management Tools –Syndio, Data Morphosis, BlackbookHR

HR as Marketing

<Or, how can HR capture attention?>

What is driving HR to marketing?

• Attention capture – More sophisticated targeting and messaging techniques ‘stolen’ from marketing playbooks

• Content delivery – How can HR develop, distribute, evaluate, and replicate successful outreach strategies

• Branding – As companies have product brands, they also have employer or talent brands. These brands need to be managed just like consumer brands to reach the right audiences

Types of HR/Marketing Tech

• Targeted messaging (EE referrals) - Consolidated or aggregated visualization platforms

• Content delivery - help provide insights into specific human capital data elements and trends

• Employer Branding - Talent management tools to help assess, align, and develop talent

Leading HR/Marketing Tools

• Targeted referrals - Zao, Jobvite, Findly

• Content Marketing -QueSocial

• Employer Branding –BrandAmper

Predictive Analytics

<Did you know I was going to say

that?>

Why not just analytics?• Outgrowth of Big Data – Everyone

has lots of data – challenge is to derive value from data

• Advancements in technology –From Watson to assessments to retention – more tools than ever before are emerging that are driving this trend to predictive

• Talent as a competitive edge – In an environment where people are the key to compete, predictive gives agile orgs an edge

Types of Predictive Tech

• Hiring – What should we screen for? How to important are each criteria? How is the test to be conducted?

• Retention – Which employesare likely to leave? What drives regrettable turnover? What interventions will be appropriate and successful?

• Performance – Who will emerge as a top performer? How to get them there?

• Hiring/Recruiting: Gild, Entelo, Chequed, Skillsurvey

• Retention: Workday, Ultimate, Oracle, ADP

• Performance: Workday, Ultimate, Oracle, ADP

Leading Predictive Tools

The Far Out Future

<Or, making peace with

the robots>

The Robot in the next cube

• Industrial : Smarter, more flexible, and cheaper robots like Baxter

• Healthcare : Companions for elderly and sick, assistants for human healthcare workers

• Service: Automated servers, bartenders, cashiers, cooks, gas station attendants…

• Agricultural: Tractors, pickers, herding

• Knowledge work: Financial advice, research, accounts, customer service, telemarketing

Internet of Things

• Connect GPS, vehicle sensors, delivery statuses to transmit route, driving, and performance data to HQ

• Identify potential and emerging issues with fatigue, stress, or undetermined performance problems

• Incorporate talent management and coaching and mentoring elements

• Compare data pre and post interventions to assess effectiveness

Wearable Technology• Health and Wellness –

Augmentation and expansion of organizational wellness initiatives. Manage challenges, track success against goals.

• Workforce planning and alignment – Ability to track responsiveness, fatigue levels, outside stimulus and then provide insight to make staffing plans and adjustments

• Production – Beam real time video from customer sites to HQ and team members for review and assistance. Crowdsource solutions.

• Customer service- Facial recognition tech and insight to provide

Five Closing Thoughts…

<your first-place Atlanta Hawks>

• Engagement – Employee engagement has emerged as the #1 HR/Talent imperative and challenge. Both established and brand new kinds of technologies for rewards/recognition, pulse surveys, and for Corporate Social Responsibility efforts can all be powerful employee engagement enhancing tools.

• Data Visualization – As data volume increases, and attention spans decrease –tech that helps create engaging visuals are an HR leader’s secret weapon in getting leadership to spend time with workforce data. Additionally, actionable visualizations reduce the friction and time spent to move from information to insight to action.

• HR as Marketing – Every job in HR is going to become at least some kind of a marketing job. Since you to compete with all your competitors for the same narrow band of great talent, HR/Recruiting leaders need to think, act, and measure like marketers.

• Predictive Analytics – Predictive is the natural evolution of Big Data and Analytics – the most direct, clear way to extract value out of HR data. Every big HR tech provider is playing the predictive analytics game, or soon will be.

• The Future– While they seem kind of distant, allow yourself to think about a workplace with much more automation, robots, and wearble tech

Or, what I should have said at the start

One last thing…

The HR organization and

your leaders must see

HR technologies not as

solutions for HR

problems, but as tools to

solve business problems

Failing to fetch me at first, keep

encouraged

steveboese@gmail.com

steveboese.squarespace.com

HRTechConference.com

hrhappyhour.net

Twitter: @SteveBoese

LinkedIn: http://www.linkedin.com/in/steveboese