Zogan Opperman Acsa 10 June 09

HUMAN CAPITAL MANAGEMENT USING Web 2.0 TECHNOLOGY TALENT MANAGEMENT 10 June 2009 PERFORMANCE & TALENT MANAGEMENT GROUP SPECIALIST :ZOGAN OPPERMAN

Terminals

Mainframes

Flat files

Cards/codes

Proprietary

Inflexible

COBOL

Data

PCs

Internet

Multi-media

Ecosystem

Self-service

Object-based

Predicting

GUI

Networks

SQL

Realtime

Open

Migrateable

Adaptable

Reporting

Portals

Web Services

Multi-device

Intelligent

SaaS

Components

Data-mining/predictive

Mainframe Client/Server Web 1.0 Web 2.0 THE EVOLUTION OF HCM TECHNOLOGY.

Today’s Technology Environment Web 2.0 Yesterday’s Technology Platform Web 1.0 versus SQL / Relational Componentized / OO Development Customization / Coding Composition / Orchestration Implementation Perpetual License On Demand / SaaS Pricing/Delivery Standalone / Within 4 Walls Integrated / Extended Network Business Perspective Hardwired / Monolithic Web Services / SOA Environment Process Efficiency Business Effectiveness Primary Value Return on Investment Total Cost of Ownership Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY…

Today’s Business Imperative Work 2.0 Yesterday’s Business Agenda Work 1.0 versus Transactions Business Events System of Record Hierarchical Collaborative Organization Episodic / Serial Constant / Simultaneous Rate of Change Skills & Expertise Tacit Knowledge Business Perspective Back Office Everyone Automation Physical Assets People Assets Primary Value Bottom Line Top Line Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY.

Today’s Human Capital People Yesterday’s Human Resource Labour versus Brick and Mortar Mobile / Virtual Work Place Consistent / Constant Divergent / Sporadic Work Style Homogeneous Global, Multi-cultural World View Labor as Expense People as Asset Business Perspective Departmentally Focused Externally Focused Organization Process Efficiency Performance Accountability Primary Value “ Company-for-Life” “ All-About-Me” Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY.

Today’s HCM Suite HCMS Yesterday’s HRIS Application HRIS versus An Afterthought At the Core Global Regulatory Compliance Comprehensive Framework Governance Reporting / Analytics Embedded Intelligence Business Output Gatekeeper Business Partner Business Perspective Payroll & Benefits Competencies & Performance Functionality Efficiency / Costs Quality / Performance Primary Value Efficient Records Automation Effective Talent Management Economic Focus Source: Beaman & Macy, 2006 THE EVOLUTION OF HCM TECHNOLOGY.

WHAT IS WEB 2.0 TECHNOLOGY? Online Collaboration Blogging Social Networking Knowledge Sharing Developing Content Social Intelligence

EXAMPLES OF WEB 2.0 TECHNOLOGY.

SOCIAL INTELEGENCE (360 FEEDBACK.)

Ranking vs Rating.

WEB 2.0 CHALLENGES? INCREASEVOLUME IN CONTENT DECREASEQUALITY IN CONTENT DECREASE IN ACCURACY OF CONTENT WHO IS THE GATEKEEPER OF ALL THIS CONTENT?

WEB 2.0 CHALLENGES? INCREASEVOLUME IN CONTENT INCREASEQUALITY IN CONTENT INCREASEUTILITY OF CONTENT AS THE ACCURACY INCREASE SO WE CAN IMPROVE DECISIONS.

THE ACSA SOLUTION

How do we Collect our HCM Data?

Building Talent and Success profiles.

360 Behavioural feedback

Technical Knowledge (BOK)

Experience Roles

Motivational Surveys (Retention)

Investment Matrix (Development)

CREATING A COMMON LANGAUGE WITHIN ACSA

ACSA SOLUTION ….

How do we Verify our HCM Data to increase Accuracy?

Verifying Talent and Success profiles.

360 Behavioural feedback

Technical Knowledge (BOK)

Experience Roles

Motivational Surveys (Retention)

Investment Matrix (Development)

CREATING A COMMON LANGAUGE WITHIN ACSA

Insight Aim: Direct Investment Questions: What talent do we have? What talent do we need? Processes: Talent Accounting Talent Demand Planning Aim: Measure Investment Question: How did we increase the value of our talent portfolio? How should we re-direct investment? Process: Talent Value Management Aim: Manage Investment Questions: Where do we invest? How do we invest? Processes: Talent Supply Management Impact Investment Maximize Talent Value Talent Investment Strategy

THE TALENT POOL MAP. A Manager’s Dashboard

BRINGING ALL TOGETHER.