HR Technology and Transformation - 5 Ways Tech is Disrupting Workplaces

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Leading TransformationHow HR Technology is Disrupting the Modern WorkplaceSteve Boese March 2015

Presenter InfoSteve BoeseCo-Chair HR Technology Conference HR Exec Magazine Technology EditorHost of HR Happy Hour Show and PodcastBlogger at Steves HR TechYour new best friend

2There 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. 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, well discuss how some of these big technology trends are going to shape work and workplaces.


Engagement TechnologyData VisualizationHR as MarketingPredictive AnalyticsThe Far Out FutureWrap-up, Q&A

In each section, we will hit the topic, describe what it is really all about, give an HR/Talent/Workplace example of how it is being manifested or how it will potentially manifest at work.

At the end we will do a quick wrap, give a couple of ideas for folks interested in this topic to continue to learn more, and take a few questions.1 Engagement technology

Why does engagement matter?

According to Deloittes 2015 Global Human Capital Trends survey, employee engagement and culture issues exploded onto the scene, rising to become the no. 1 challenge companies face around the world.

In an era of heightened corporate transparency, greater workforce mobility, and severe skills shortages, culture, engagement, and retention have emerged as top issues for business leaders. These issues are not simply an HR problem.Culture and engagement is the most important issue companies face around the world. 87 percent of organizations cite culture and engagement as one of their top challenges, and 50 percent call the problem very important.Organizations that create a culture defined by meaningful work, deep employee engagement, job and organizational fit, and strong leadership are outperforming their peers and will likely beat their competition in attracting top talent.

Types of Engagement TechRewards and Recognition Platforms that enable, track, and socialize recognitionEvolution of surveying tools - Identify potential and emerging issues in near real-time with pulse and mobile survey techCorporate Social Responsibility - Empowering and scaling volunteer, charity, and corporate matching programs with social sharing

Leading Engagement ToolsRewards 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 surveysCorporate Social Responsibility Causecast has a platform for corporate volunteerism and social sharing

2 Data Visualization

Most surprising to me is the number of companies that do not offer relocation. According to those surveyed, over one in three HR professionals report that their companies have no relocation package at all.

Whats 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 stepsBig Data As volumes of data keep increasing, visualizations are becoming the only way to make big data accessible to large, diverse audiencesCisco -

Imagine a sensor on a car or medical device that sends information through the network to a database in real time. Here, data is analyzed and the results are used to automatically improve fuel efficiencies or enhance patient care. This is the new IoE reality.Cisco predicts that between now and 2022, US$19 trillion in value is at stake for organizations willing to take advantage of the immense IoE opportunity.1 Types of Visualization TechConsolidated 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 ToolsPlatforms 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

3Halfway point everyone take a moment to regroup. HR as Marketing

Not surprisingly, social media and HR are still like mixing vinegar and oil. There is some brief connection, but overall, they are separate. Based on the survey responses, LinkedIn appears to have the greatest draw for HR professionals. They are still using job boards like CareerBuilder and Monster though. Who knew that job boards werent dead? 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 strategiesBranding 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 ToolsTargeted referrals - Zao, Jobvite, Findly

Content Marketing - QueSocial

Employer Branding BrandAmper

4 Predictive Analytics

STAT on most watched YouTube vids in 2013 vs. Super Bowl, Oscars, and such

More than 1 billion unique users visit YouTube each monthOver 6 billion hours of video are watched each month on YouTubethat's almost an hour for every person on Earth, and 50% more than last year100 hours of video are uploaded to YouTube every minute80% of YouTube traffic comes from outside the USYouTube is localized in 61 countries and across 61 languagesAccording to Nielsen, YouTube reaches more US adults ages 18-34 than any cable networkMillions of subscriptions happen each day. The number of people subscribing daily is up more than 3x since last year, and the number of daily subscriptions is up more than 4x since last year YouTuge press page

OVERVIEWOver the past four years, the percent of American adult internet users who upload or post videos online has doubled from 14% in 2009 to 31% today. That includes 18% of adult internet users who post videos they have created or recorded themselvesmany of whom hope their creations go viral. The share of online adults who watch or download videos has also grown from 69% of internet users in 2009 to 78% today, and mobile phones have become a key part of the video viewing and creating experience. PEW - 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 employes are 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

5Please go forth and conquer section The Far Out Future

The Robot in the next cubeIndustrial : Smarter, more flexible, and cheaper robots like BaxterHealthcare : Companions for elderly and sick, assistants for human healthcare workersService: Automated servers, bartenders, cashiers, cooks, gas station attendantsAgricultural: Tractors, pickers, herdingKnowledge 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 HQIdentify potential and emerging issues with fatigue, stress, or undetermined performance problemsIncorporate talent management and coaching and mentoring elementsCompare data pre and post interventions to assess effectivenessWearable 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 adjustmentsProduction 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 personalized service, tailored responses, and customer history. Talent Management Glass applications for interviewing, delivering learning content, and in onboarding apps. 58% of employees would be willing to use wearable tech if it enabled them to do their jobs betterFive Closing Thoughts

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 leaders 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 techOr, what I should have said at the startManagers One last thingThe 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

Twitter: @SteveBoese



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