Ten Disruptions in HR Technology for 2015: Ignore At Your Peril
Workforce experiences
1. Workforce experiences – the key to
improving employee engagement
Paul Burrin
Chief Marketing Officer
Fairsail
2. Workforce engagement crisis
Sources: Gallup; Global Perspectives; Hay Group Insight
35%
Percent of engaged employees
USA WorldwideUK
37% 13% Poor
engagement
Global productivity growth stuck in the
slow lane with no signs of recovery in sight
Costs the American economy up
to $350 billion per year in
lost productivity
Poor
productivity
Companies with high engagement outperform
others on productivity by 50 per cent
3. Engagement (satisfaction) surveys #epicfail
Annual survey with (too) many questions
Quality deteriorates after ten questions
Results take weeks to collate and publish
Few if any resulting actions or outcomes
86% of board directors admit they are not developing adequate
strategies to address the problem
5. Experiences and engagement
Experiences
Thoughts, feelings,
emotions
Engagement
Interactions with an
organization affecting
employees thoughts,
feelings and emotions
which leads to particular
behaviors.
The degree of absorption by
and enthusiasm about work
resulting in subsequent
actions which may further the
organization's reputation and
interests.
Interactions
ReactionsInteractions
7. “Our mission is to create a workforce where you can belong anywhere, but
in employee experience we’re focused on how we can make people feel
like they belong here.”
Mark Levy, Global Head of Employee Experience, Airbnb
“In my opinion, this could be one of the business world’s biggest mistakes.
People are typically the most expensive investment yet companies do little
to invest in figuring out what makes them tick.”
Amy Zimmerman, Head of People Operations, Kabbage
“People no longer work in the same business from when they graduate to
retirement, so organizations need to make the workplace experience as
attractive as possible.”
Ruth Chandler, Global People Director, Skyscanner
New focus on workforce experiences
8. The age of the employee
Everybody and everything is connected
Mainframe
SNA
Terminal
Server
LAN/WAN
Client
Cloud
Mobile
Social
Data
science
IoT
Personnel & Payroll HRIS, HCM, Talent Mgmt HR & People Management
9. Fairsail workforce experience
Connect to your people in a whole new way
Connected
employees
Connected
contractors
Connected
communities
Connected
partners
Connected
customers
Connected apps and products
50%better performance
from companies with
engaged employees
than those without
10. Work anywhere on any device
Employees with
flexible working are
3xmore likely to be
highly satisfied with
their jobs
Source: National study of changing workforce
6B+
Smartphones
by 2020
11. Configure mobile capabilities
• Support for any device including Apple
Watch
• Full HR functionality available
• Customers choose and configure
capabilities
• Centrally and securely managed in the
cloud
• All data stored in cloud not on mobile
device
• Receive alerts & notifications, make
decisions, respond in real time, and keep
up with the pace
12. Reduce information overload
News, key messages, HR information, internal communications, company
meetings, videos, corporate social media, maps, photos, ….
13. Design great branded experiences: Kleinwort Benson
400 person award winning private banking and wealth management services
14. Create great branded experiences: Innocent Drinks
sells more than two million smoothies per week; 90% owned by The Coca-Cola Company
16. Connecting people with great experiences: Fairsail
the HR system for mid size multinationals enabling great workforce experiences
17. Fairsail: delivering great workforce experiences
• Incorporate your brand logo and corporate color
palette
• Reflect your corporate culture and style
Design your own self service experience
• Allow managers and employees to access all their
HR processes
• Share internal and external content and messaging
• Target content to the right people
Quick and easy to configure
• Fast adoption
• Increased productivity
• Great experiences – people love it
Engage your workforce
18. What is your employment brand experience?
“Sometimes just being
genuine about who you
are allows you to attract
people better because
they know exactly what
to expect.”
Peter Navin, Chief Human
Resources Officer, Docusign
“You don’t see the mission and values on the wall. Instead, you feel it when you
walk through the door and you see it in the way that people behave with one
another, and with anyone who comes into contact with us. Being a host is one of
our most important values, and it is how we behave both with one another, and
everyone else.”
Mark Levy, Director of Employee Experience, Airbnb
A brand experience starts from the very first touch-point through to how an employee
leaves and everything in between.
19. Awareness Consideration Evaluation Purchase Delivery Use Advocate
Journeys
The Employee journey
The Customer journey
Application Candidate
Offer &
acceptance
Onboarding Learn Contribute,
manage & grow Advocate
20. The employment journey and workforce experience
Job
hunting
Interview
Selection
Onboard
Contribute
Perform
Grow
Leave
Alumuni
Candidate experience Employee experience Leavers experience
Workforce experience: is your company a great place to work?
Workforce experience is the sum of experiences that workers go through when
interacting with your company brand over course of the employment journey
Employment
Journey
21. Fairsail workforce experience management
Talent
Acquisition
People
Management
Time
Management
Engagement
Performance
Management
Talent
Development
Planning
People
Analytics
Delivering
Great
Experiences
Implementation
& Success
Services
Training &
Support
Services
Fairsail Cloud Platform
Integration Services; Security, Privacy and Resilience
22. Single global
system
Company branded
self service portal
Support for any
device
Integrated
employee
communications
Social recognition
& peer callouts
Pulse, spot &
traditional surveys
Built in dashboards
and analytics
Highly configurable
workflows and
processes
Designing and managing your workforce experience
23. People analytics
Get smarter about your people
Know your people as well as you know your customers
Real-time
information
Artificial
intelligence
Cognitive
computing
People
analytics
77%
of executives
rate people
analytics as a key
priority*
51%
of companies
are correlating
business impact
to HR programs*
Predictive
analytics
*Deloitte University Press, Global Human Capital Trends 2016
24. Experience analytics
• Pulse survey
• Six questions
• Instant results
• Workforce experience score
(country, location, manager, function,
department)
• Range of reports
• Link to other metrics such as NPS or
customer satisfaction scores
instant or
event-driven
surveys
workforce
experience
analytics
instant
feedback
humanics
mechanics
micro-process
redesign
rapid
rollout
25. Designing great workforce experiences
Feedback
Improved
Processes
Company
Comms
Social
Response
Knowledge
Sharing
Cross
Functional
Working
Career
Development
Talent
Planning
26. Implications for HR and people management
Engaging people
• Shift from managing HR transactions to engaging people
• Think about the employee journey from start to finish
• What do people experience?
Design thinking
• Seize the opportunity to design different experiences
• Align internal experiences with your brand and customer experiences
• Rethink processes, content, communications, format, delivery, feedback
Skills and tools
• Close loop people management using people analytics
• Additional skills and competencies
• HR and people management retooling: Fairsail
27. Realizing value with Fairsail
Improved
experiences
Better
learnings &
understanding
Stronger
connections
Improved
engagement
Higher
productivity
Longer
retention
People
benefits
Business
benefits
28. Workforce experiences – the key to
improving employee engagement
Find out how Fairsail can help you deliver great workforce experiences
www.fairsail.com
Editor's Notes
Jack introduces Hot Topics, the development of the Tech HR 100 2016 list and how he has the privilege of talking to some of these leaders of some new great brands about how there are managing and engaging people in the digital economy.
Possible stats to use on slide
Companies with engaged employees, outperform those without by 202%. (Source: Dale Carnegie)
Highly engaged employees are 38% more likely to have above-average productivity.(Source: Workplace Research Foundation)
Increasing employee engagement investments by 10% can increase profits by $2,400 per employee, per year. (Source: Workplace Research Foundation)
Employee happiness is 23.3% more correlated to connections with co-workers than direct supervisors. As part of a recent employee engagement survey they conducted, the team at TINYpulse found that employee happiness is much more closely correlated to the connections they share with their coworkers, rather than those they share with their direct supervisors.
Findings in favor of mobility focus on the impact of flexibility on satisfaction and productivity. Flexibility in the workplace and job satisfaction are linked; the National Study of Changing Workforce finds that employees with high access to flexibility are three times more likely to be highly satisfied with their jobs than those with low access. The Center for the Built Environment finds satisfaction is directly linked to self-reported productivity: for each 15% increase in satisfaction, productivity improvement was reported to increase by one to four percent.
Creating a brand experience starting from the very first touch-point through to how they leave and everything in between.
Navin at Docusign:
“sometimes just being genuine about who you are allows you to attract people better because they know exactly what to expect.”
Huddle
HR cultivates the startup spirit within an ever developing business. Many businesses try and hammer home company values by brandishing aspirational mantras across walls, marketing collateral, email signatures, and anywhere eyeballs will see them.
Airbnb
has opted for a slightly different approach. It’s called the ’employee experience’ department. “You don’t see the mission and values on the wall. Instead, you feel it when you walk through the door and you see it in the way that people behave with one another, and with anyone who comes into contact with us. Being a host is one of our most important values, and it is how we behave both with one another, and everyone else.”
Shazam
Authenticity. Social media accounts, same person to work as at home.
Really trying to make sure the brand / people and company values are all aligned. Difficult to implement. Starting to design experiences. What does it take to create really great places to work.
Lyft – employee brand. Can take a matter of minutes to destroy the brand.
Award winning HCM
End to end services for managing workforce experiences through the employment journey, delivered over the cloud
One comprehensive system built from the ground up from one vendor
Automates the complete individual employment process from acquiring and onboarding, through managing, engaging and developing your people to at some point separation & offboarding for individuals.
Automates the management processes from hiring, engaging, managing, assessing, reporting, developing, planning and offboarding
System integrates easily with multiple third parties, including 40 payroll providers, 35 benefit carriers, financial and ERP systems, LDAP and Active Directory
Runs on Force.com platform from Salesforce: high availability, secure, high performance, proven
Includes professional services: implementation, documentation and support, training if necessary
Award winning: UK Cloud Award for HCM Product of the Year 2015The Cloud Industry Forum (CIF), is a not for profit company limited by guarantee, and is an industry body that champions and advocates the adoption and use of Cloud-based services by businesses and individuals. Sponsored by Microsoft, HP, Ingram
People Analytics is a data-driven approach to achieving the best out of people. It's about informing people decisions with insight generated from analysis of data from multiple sources (not just HR). E.g. are you paying for performance (finance, HR and sales data); who are your best customer managers (finance, HR, services data); who is a flight risk (HR, payroll, market information, performance data).
Deloitte University press: Global Human Capital Trends 2016
People analytics: Gaining speed
As technology makes data-driven HR decision making a possibility, 77 percent of executives now rate people analytics as a key priority, up slightly from last year. In response, companies are building people analytics teams, rapidly replacing legacy systems, and combining separate analytics groups within HR into one strategic function. In 2016, 51 percent of companies are now correlating business impact to HR programs, up from 38 percent in 2015. Forty-four percent are now using workforce data to predict business performance, up from 29 percent last year.
The potential of people analytics is clear - http://www.onrec.com/news/statistics-and-trends/cubiks-survey-people-analytics-is-key-hr-is-struggling-to-get-started
The survey results demonstrated that while many organisations are in an early stage of deploying people analytics, HR professionals definitely see its potential. 91% said they hope to apply people analytics in performance management within 3 years. Significant proportions also indicated that they are looking to apply people analytics to make better hiring choices, improve succession planning and enhance learning and development. The Cubiks survey received 275 responses, predominantly from HR professionals or managers from large organisations working in a range of industries. Most significantly, these included; banking and finance, IT, business services, manufacturing and retail. 24th May 2016
Implications for HR
Hr becoming destination of choice for grads or data scientists
Having more analytical systems driven grads into HR
Cultural change in HR
Questions focus on the key constructs that shape experience: Trust, Empathy, Satisfaction, Loyalty and Commitment