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HR in a Digital World (Australia)
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HR in a Digital World (Australia)

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Keynote presentation (85+ slides) by Jake Hird, outlining the relationship between HR and wider digital transformation in Australia. …

Keynote presentation (85+ slides) by Jake Hird, outlining the relationship between HR and wider digital transformation in Australia.

Delivered at Carter Murray's closed roundtable conference in Sydney during April 2013.

The presentation considers the following elements:

- The use of social and digital media within internal communications and staff management
- The impact of emerging technologies on company culture, personal brand, corporate brand and EVP
- Policy setting around personal use of social media in and outside the workplace
- Training and up-skilling the workforce to take full advantage of social and digital media
- Tools and channels to add to your recruitment, talent pooling and employer branding tool kits
- Effective screening techniques for digital candidates – cutting through the hype

Published in: Business

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  • 1. HR in a Digital World Jake Hird Director of Research & Education @Jake_Hird jake.hird@econsultancy.com© 2013. Econsultancy. Econsultancy.com | 1
  • 2. Sample presentation only. Please download the full version from: http://econsultancy.com/au/reports/hr-in-a-digital-world-australia© 2013. Econsultancy. Econsultancy.com | 2
  • 3. About Econsultancy - 180,000+ Global members - 1.6 million report downloads - 500,000+ site visits per month - 5,000+ people trained each year - Offices in Sydney, London, New York, Dubai, Singapore© 2013. Econsultancy. Econsultancy.com | 3
  • 4. The winds of change…© 2013. Econsultancy. Econsultancy.com | 4
  • 5. The role of HR is changing within companies. HR professionals are now expected not only to use digital expertise to recruit, but also to use digital abilities in managing personnel and consciously up-skill current employees as businesses undergo rapid transformation in structure and processes.© 2013. Econsultancy. Econsultancy.com | 5
  • 6. Topics of consideration  The use of social and digital media within internal communications and staff management  The impact of emerging technologies on company culture, personal brand, corporate brand and EVP  Policy setting around personal use of social media in and outside the workplace  Training and up-skilling the workforce to take full advantage of social and digital media  Tools and channels to add to your recruitment, talent pooling and employer branding tool kits  Effective screening techniques for digital candidates – cutting through the hype© 2013. Econsultancy. Econsultancy.com | 6
  • 7. Thinking about digital transformation It’s a bit of a beast.© 2013. Econsultancy. Econsultancy.com | 7
  • 8. Levels of digital knowledge across organisations Level of organisational knowledge of digital: - In spite of many businesses prioritising an increased level of organisational knowledge of digital as a key strategic intent, the level of digital know-how outside of digital teams is low. - The priority allocated to digital training for non-digital staff also remains low, leading to a potential disconnect between intent and action. …A potential disconnect between intent and action? How would you describe the level of digital knowledge within your organisation Econsultancy / Marketing Magazine: State of Digital Marketing in Australia report (or that of your client)?© 2013. Econsultancy. Econsultancy.com | 8
  • 9. The digital split in HR Digital Internal External Staff engagement Staff attraction Retention strategies Candidate relationships Training / mentoring Candidate screening Assessment Community Talent pipeline Internal relationships Assessment (pre-appointment) Information sharing Brand reputation Collaboration Engagement (post-appointment)© 2013. Econsultancy. Econsultancy.com | 9
  • 10. Internal: Managing digital processes© 2013. Econsultancy. Econsultancy.com | 10
  • 11. © 2013. Econsultancy. Econsultancy.com | 11
  • 12. Issues of digital talent Generally… One in four CEOs said that talent constraints are: - Forcing them to cancel / delay key strategic initiatives - Preventing them from pursuing market opportunities - Preventing the expected growth forecasts in overseas markets - Preventing the expected growth forecasts the country where they are based 15th Annual Global CEO Survey, PwC, 2012| 12© 2013. Econsultancy. Econsultancy.com | 12
  • 13. HR = PR… The reputational economy© 2013. Econsultancy. Econsultancy.com | 13
  • 14. Having internal policies… but who has responsibility? http://econsultancy.com/au/blog/5049-16-social-media-guidelines-used-by-real-companies© 2013. Econsultancy. Econsultancy.com | 14
  • 15. External: Digital as part of the recruitment process© 2013. Econsultancy. Econsultancy.com | 15
  • 16. Social media Which of the following talent management processes does your company supplement or is planning to supplement with internal social networking technology? State of Social Technology and Talent Management, Silkroad, 2013© 2013. Econsultancy. Econsultancy.com | 16
  • 17. Australia: Branding and sourcing Usage of social media in recruitment and HR (Asia Pacific), Chapman Consulting Group, October 2012© 2013. Econsultancy. Econsultancy.com | 17
  • 18. Sample presentation only. Please download the full version from: http://econsultancy.com/au/reports/hr-in-a-digital-world-australia© 2013. Econsultancy. Econsultancy.com | 18
  • 19. Thanks Jake Hird Econsultancy @Jake_Hird jake.hird@econsultancy.com| 19© 2013. Econsultancy. Econsultancy.com | 19