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HR Systems 2020: The Challenges and Opportunities
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HR Systems 2020: The Challenges and Opportunities


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Rob Scott, Human Capital Services Practice leader at Presence of iT ( presents a paper on the future of HR systems and how personal health measurement is influencing HR and the …

Rob Scott, Human Capital Services Practice leader at Presence of iT ( presents a paper on the future of HR systems and how personal health measurement is influencing HR and the work environment.

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  • 1. HR Systems 2020: The Challenges and Opportunities
    Rob Scott – Practice leader: Human Capital Services
  • 2. Backdrop
    Key People metrics
    Seamless HR
    Strategic Tools
    Process Focussed
    Driving Business Value
    Central Control
    People are important
    Shared Services
    Business focussed
  • 3. Efficiency
    • Mostly Inward focussed system implications
    • 4. We have felt the first impact of tools used by employees that we have little or no control over
    • 5. The ubiquity of internet access via mobile devices is giving rise to new social behaviours and tools
    • 6. People are building much great self awareness and understanding of themselves.
  • 7. 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
  • 8. 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
  • 9. 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
  • 10. 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
  • 11. What's driving the growth of these tools
    • Driven by modern day sensors
    • 12. Cheap, less than $1
    • 13. Going into many different devices
    • 14. Can store an enormous amount of detailed data and information
  • Types of Devices
    Just a few years ago !
  • 15. Types of Devices
    Asthma Tracker
  • 16. Feeling & Moods
    Personal health Databases not dissimilar to Performance Management Systems – they set targets, they measure performance and offer solutions and guidance
  • 17. All this data is being stored
    National Health
    My Doctor
    Lifestyle measures
    Simple measures
    Education History
    Bladder & Bowel
    Sleep tracker
    Occupation History
    Body Measurement
    Exposure History
    Event tracker
    Stress tracker
    Schedule History
    Medication tracker
    My Employer
  • 18. Hold these thoughts on Personal Measurement
  • 19. 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
  • 20. 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
  • 21. 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
  • 22. 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
  • 23. The Nature of Work is Changing
    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
  • 24. The Nature of Work is Changing
    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
  • 25. The Nature of Work is Changing
    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
  • 26. Hold these thoughts on The Changing Work Environment
  • 27. 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
  • 28. 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.
  • 29. 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
  • 30. 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.
  • 31. 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 !
  • 32. Questions
  • 33. 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.
  • 34. Questions
    Rob Scott
    Presence of IT
    +61 423 355 818