HR Systems 2020: The Challenges and Opportunities

HR Systems 2020: The Challenges and Opportunities
Rob Scott – Practice leader: Human Capital Services

Backdrop
~1980
Compliance
Key People metrics
Policy
Seamless HR
HR
Administration
Strategic Tools
Process Focussed
Driving Business Value
Central Control
~2005
~1990
People are important
Effectiveness
Shared Services
Business focussed

Efficiency
Mostly Inward focussed system implications
We have felt the first impact of tools used by employees that we have little or no control over
The ubiquity of internet access via mobile devices is giving rise to new social behaviours and tools
People are building much great self awareness and understanding of themselves.
Backdrop

What I’ll Cover
Why Self Measurement will impact work life and HRIS
Work Environment Challenges
The role of a future HRMS
HRMS Functionality and UX
Key points to Take Home
Questions

Introduction & Overview
In considering the Future for People management and HRMS, there are hundreds of influences, but three interrelated focus areas which will spearhead medium term change are:
Personal Awareness
Working Environment
Tools and Technology
These focus areas are being influenced by changes in
Health: The desire to know more and manage myself better
Globalisation: Diversity, Talent Chasing, Concept of Work
Innovation: Ubiquitous tools, Networking, Consumerism

People – changes in life
Social Networking is causing ‘HR System Turbulence’, but it’s becoming mainstream
“Health & Lifestyle is a big issue – and people want to measure it!”
It doesn’t only include physical health but also mental health : “feeling”, “mood”, “motivation”
74% people include ‘feeling good’ as part of health
An estimated 500 million people worldwide are expected to use mobile healthcare applications by 2015
There are over 17,000 apps in major Apps stores currently, with more that 60% being aimed at consumers rather than health care professionals
The heaviest users of Health care Apps are the 18-29 age group

What are people measuring ?
Uncomplicated things:
Heart rate
Blood pressure
Workout time
Food intake (Caffeine, Calories, Alcohol)
Medication usage
Occupations & hazards
More complex measurements:
Moods & Feeling
Stressful periods
Sleep patterns
Measurement is becoming easy and automated

What's driving the growth of these tools
Driven by modern day sensors
Cheap, less than $1
Going into many different devices
Can store an enormous amount of detailed data and information

Types of Devices
Just a few years ago !
Fitbit

Types of Devices
Asthma Tracker

Feeling & Moods
‘HealtheHuman’
Personal health Databases not dissimilar to Performance Management Systems – they set targets, they measure performance and offer solutions and guidance

All this data is being stored
National Health
My Doctor
Lifestyle measures
Simple measures
Education History
Bladder & Bowel
My
DataBase
Sleep tracker
Occupation History
Body Measurement
Exposure History
Event tracker
Stress tracker
Schedule History
Medication tracker
My Employer

Hold these thoughts on Personal Measurement

Work Environment Challenges
The ‘World of Work’ is continually changing to adapt to the business environment, but often to the detriment of employees
More and more change is being triggered by People (Talent) issues
The rise of the “i-Pros”*
The concept of a workplace
The nature of work patterns
The subtle and incremental changes on people lives, caused by the work environment is becoming visible
*reference Gartner

Some features of our work world
By 2016 – 43% of the workforce will work remotely. Productivity increases by 15%
Most Heart Attacks happen on Monday Mornings
1 in 3 people work on week-ends, 62% check work e-mails
Staying late at work
Mondays…Tuesdays are the most hated work day
Taking work home
Stress !
40% of people take work home or work overtime
20% of Australian workers work > 48 hrs per week
Living to work
88% of people say they have a hard time juggling work and life
1 in 4 people can’t go more than 2 days without checking e-mail
People smoking marijuana perform better on IQ tests than those distracted by email & phones

Changes right down to the “CORE”
The balance between FTE’s and i-pro’s (Independent Professionals) is changing.
Currently make up about ~ 20% of the workforce
Expected to grow to 40%-60% by 2030
i-Pros roles are becoming highly attractive
Overall satisfaction with lifestyle at 7.3 out of 10
Sense of freedom, flexibility, variety of work, shorter hours
Wellbeing measured at 7.8 out of 10 (proud, happy, enthusiastic)
Commitment to current client & perceived support from current client
Down to 6.2 out of 10
*reference Gartner

Growth in Self Measuring will impact employee status choices
Insight and awareness provided my measurement will drive life decisions
Talent Strategies will start incorporating external and internal measurement to ensure Strategic Workforce Plans are attainable
Employers will need to compete with ‘lifestyle’ option that are being measured, and will be drawn into new work based types measures
i-pro
FTE

The Nature of Work is Changing
The demise of Routine:
Value is not added by people doing process that can be automated
Growth will be seen in work that is non-routine, analytical and requires interactive contribution (innovation, teaming, leading, selling, learning)
People are creatures of Habit, and like some routine – the reduction of this will bring about new types of stresses and work behaviours

Work Swarms
Traditional team work will continue with people who are know to each other and it will attract reward
New ad-hoc teams (swarms) will grow in popularity. Teams that form quickly, are agile and quickly dissipate. The ad-hoc team will displace structured, bureaucratic situations
Swarms won’t necessarily know each other and could be colleagues and i—pro’s – Network tools will help support this need to know others
Non Routine work and ‘Work Swarming’ will fuel the i-pro role

Informal-x groups
Groups that are not controlled by your organisation, but can have great impact
Have a common objective or interest
Knowing how to interact with the group and influence the key players in the group is vital

Simulation & Predictive Modelling
Greater use of tools that make use of multiple dimensions of data based on peoples usage of data
The complexity of our work and global environments will see the growth in identifying and managing divergent patterns

Hold these thoughts on The Changing Work Environment

The Changing HRMS
A resurgence in the capturing if People Data
HR/other systems will adapt & expand to include the recording and sharing of new types of data
The ‘recording’ and ‘sharing’ activities are likely to be quite different, involving negotiations over ownership of data

I own my data...but perhaps we can share
The concept of “My Personal” data bases will continue to grow
Personal measurement database sites, Social Network Tools and SaaS storage spaces are driving the creation of on-line personal databases
Employees & i-pro’s will want work data pushed out to their personal databases to improve their self awareness & understanding, whilst employers will want employee ‘personal data’ pulled in to support ‘Talent Management’ initiatives and to improve working environments.

Core HR as we know it, is disappearing
The notion of a Core HR system traditionally implied source data and ownership – future data will be owned by companies, employees, i-pros’, other external bodies with the source being in many different places.
The new ‘Core HR’ data system will be co-owned and co-managed, becoming an exchange rather than a data repository

Functionality and User Experience
Continual expansion of Analytics capabilities
Ability to exchange data in sophisticated ways both internally and externally
Concepts such a Performance Management will incorporate ‘My Personal Data’ and lines between work & life continue to blur
Greater incorporation of multi-media and use of recognition software – implying a dynamic and individual user experience
HR system interaction will no longer remain transactionally oriented, but will incorporate ‘health & wellbeing’ and other inputs to interact with you in a dynamic way.

Finally a Glimpse of the HR UX Experience
After completing my morning health routine, my data is synchronised with my personal data base – which in turn is feeding selected data to other data bases, including my current, temporary employer
I walk into the office, and the billboard I pass recognises me – it access the HRIS and identifies any ‘red flags’
The system realises I have a heavy schedule and realises I've missed eating breakfast – I have a history of being moody and unresponsive if my blood sugar level drops too low
The Billboard pulls up an ‘Advert’ for the company canteen, showing my favourite breakfast snack is available – and that there are 4 left.
I walk up to the billboard, and hit the “Order and deliver to workstation” button, an “Accept Payroll deduction” button appears, which I touch.
As I walk down the passage, I send a voice message to the HRIS via my i-phone 6+ asking for an additional team member to join the 10:00am meeting – In particular I need someone with Marketing skills – I receive 3 options to choose on my i-phone. My linked-in account provides suggestions based on previous work experience externally. I choose Peter !

Questions

Key Points to Take Home
Just and Social Networking has and continues to change the way people behave, self measurement, starting with Health will drive new behaviours in the workplace requiring new data recording and sharing
The work and home place will continue to blur, with changes fuelling new employee choices
The future HR system will be more of an exchange and will offer new and exciting user interfaces.

Questions
Rob Scott
Presence of IT
Rob.scott@presenceofit.com.au
+61 423 355 818

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HR Systems 2020: The Challenges and Opportunities

by Rob Scott on May 31, 2011

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HR Systems 2020: The Challenges and Opportunities — Presentation Transcript