From Transactions to Engagement - Steve Boese, SHRM 2013 Annual Conference


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Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.

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  • Image -
  • Here’s my logo slide – if I ever get more I will make them smaller
  • While we have been talking about how technology improvements – consolidated HR systems, more ESS and MSS, and more ‘connected’ workflows will free up time for HR departments to think, plan, and act more ‘strategically’, the truth is these gains or wins have only partially delivered on their promise to liberate HR from the historical place as an administrative function. Something - new regs, business changes or expansion, M&A, a crazy employee who decided not to show up after downloading half of the new product designs from the server – always seems to get in the way. Complicating this, is the fact that the external environment is probably more dynamic, fast moving, and unpredictable than ever. BUT that is your new reality in HR.Let’s give just a few quick examples of what I am talking about.
  • In the past Tech started as a business tool and then flowed back down to individuals – PCs, Email, mobile, internet – started in either big business or government – mostly due to costs and complexityNow with the tremendous advances in tech – mobile, web, social – technology is increasingly popularized by consumers and flows back up or into companies – TABLET is the #1 example of this in the last 4 years
  • Think about all the technology you carry with you if you dare to leave the house. Me: Hey that coffee shop has wifi? P: Big deal, every shop has wifi now.Me: What do you need an iPhone for, who are you going to call? P: Duh – an iPhone isn’t for calling people, it’s for going on Youtube and playing video games
  • Just think about how you, me, everyone in this room is contributing to this growth of Big Data. Just take one example – social networking – think about how much data you create, even if you are only a semi-frequent user, when you spend time, (20%) on these networks
  • What are the BEST consumer websites, apps, and experiences online?Ask audience
  • and Tech Republic survey of their readersNot JUST software, but devices as well – driven by overall experience and expectation50% of all workers will be required to bring in their tablets and smartphones to work by 2017 - Gartner
  • This chart is shows how the upsurge in percent of internet traffic coming from mobile devices
  • Today you are more likely to buy the latest and best tablet or phone and let your old PC or laptop chug along for another year or so.
  • We are still talking about ‘mobile’ as a distinct technology, but I think we won’t be for too much longer. Why?
  • White Paper – Systems of Engagement and the Future of Enterprise IT – G. Moore, AIIM
  • Ok – so let’s talk about some of these ‘Big Trends’ shaping our environment and our workplaces today
  • We are still talking about ‘mobile’ as a distinct technology, but I think we won’t be for too much longer. Why?
  • Social Content management or social intranet pure plays - these developed mainly from two sources - the wiki (the first social DB), and the influence of external social platfrorms like FB and TWCommon featuresJive, MSFT Sharepoint, IBM, SocialText ( )Good at / not so good at Social CommunicationCommon featuresYammer, Lync, Google and Google hangouts, other internal IM-type tools with group chat/conferenceGood at / not so good atProject and Task ManagementCommon features - fast group formation, task sharing, document collaboration, forums, knowledge repositoryBasecamp, Asana, HuddleGood at / not so good atDocument sharing and collaborationCommon featuresBox, Dropbox, EvernoteGood at / not so good atSocial HR or Social Talent ManagmentCommon features - expertise location, rich profiles, recognition, collaborative goal setting, light rewards/bonusesSilkroad, Cornerstone, Oracle, Saba, SFSF
  • Good atNot so good at
  • Halfway point – everyone take a moment to regroup. How are we doing on time?
  • We are still talking about ‘mobile’ as a distinct technology, but I think we won’t be for too much longer. Why?
  • Where has mobile started to take hold in HR and Talent Management? These are a few of the early approaches to applying or deploying mobile tech to HR, managers, and Employees -
  • This is the goal – to get to the point where the systems that employees rely on to do their work, to connect with each other, to find information, to create content, to share ideas, to complete tasks, to say thank you, and more – become as engaging as the tools and technologies we all obsessively use all day.To transition your HRMS into a true System of Engagement, you need to provide a unified (systems and people) environment that is intuitive, highly personalized, and feels like a familiar web tool that employees might use in their everyday life outside of work. It needs to be integrated, and leverage embedded social tools in relevant ways. When all of this comes together you have a system that delivers on the promise of HR efficiencies as well as user adoption. Adoption is a key underpinning for a System of Engagement, because when adoption is high, so is the compounding ROI.
  • This event is Cloud World – so I feel like I’m obligated to talk about the Cloud
  • Who in the organization gets more stick or has a bad image than HR? Maybe IT – who traditionally rivaled HR as the internal ‘Department of No’Cloud technologies are designed to allow the organization to move as fast as the world around them moves – upgrade cycles shrink, ability to take advantage of mobile and social developments, and capability to scale up and down are all greatly improved with Cloud technology delivery
  • Please go forth and conquer section…
  • Leaving you with these final thoughts…
  • From Transactions to Engagement - Steve Boese, SHRM 2013 Annual Conference

    1. 1. From Transactions to EngagementHarnessing Social Tools toTransform HR#SHRM13 – Steve Boese
    2. 2. Presenter Info• Steve Boese• Co-Chair HR Technology Conference• HR Exec Magazine Technology Editor• HR Blogger• Host of HR Happy Hour Show andPodcast• Contributor at Fistful of Talent• BBQ Aficionado• Your new best friend
    3. 3. Change ishappening fasterthan ever –technology,workplaces, socialnetworks, and more
    4. 4. Workplacetechnology nowtends to followconsumer tech,not the other wayaround
    5. 5. They all started as consumer tools…
    6. 6. What does this meanfor HR technology, orfor that matter, HR?<warning, lateralthinking ahead>
    7. 7. One in Every 7 Humans on Earthis an Active Facebook User*- As of October 2012 Facebook had over 1 Billion active users.One fifth of all time spentonline is spent on socialplatforms (#1 online activity)Why should you care?* As of this date we are unsure of the socialnetworking habits of humans on other planets
    8. 8. Expectations and demands of HRtechnology have changed
    9. 9. 50% of all workers will be requiredto bring in their tablets andsmartphones to work by 2017 -Gartner
    10. 10. The only chart you need to show whenjustifying a mobile HR project
    11. 11. More is better than less
    12. 12. What is this „System ofEngagement‟ of whichyou speak?<warning, many wordsto follow>
    13. 13. What are we talking about?• Systems of Record• Capture information about commercial transactions• Financial – sales, costs, expenses, assets, depreciation• Operational – orders, shipments, inventory, item and partnumbers• Human Resources – payroll, salaries, benefits, hires, transfers,fires• Capture things that have already happened• Mostly complete (not perfect)• Measured by counting transaction volumes• Tend not to offer much competitive advantage
    14. 14. What are we talking about?• Systems of Engagement• Focused more on communication, interaction, discovery• Support social constructs of sharing, liking, rating, following,thanking• Used by multiple accessing technologies – web, smartphone,tablet• Can be used across all stakeholders – employees, vendors,partners• Unstructured information – video, blogs, comments, images• Are real-time and emergent• Can be user-defined, shaped, and controlled• Can offer significant competitive advantage
    15. 15. When you only have ahammer, everythinglooks like a nail<it‟s not (all) about thetechnology>
    16. 16. Types of social technologiesSocial IntranetsCommunicationProject/TaskDocumentcreation/sharingSocial HR/Talent
    17. 17. Social Intranets An intranet where allemployees canauthor content andconnect with eachother Common features Leading vendors Jive, Thoughtfarmer, IBMConnections, Socialtext Good at Not so good at
    18. 18. Social Communication Specific functions that support multi-variatecommunications Common features Chat, Forums, Blogs, Wikis Audio conferencing Video conferencing Leading vendors Yammer, Lync, Chatter, Google+, LinkedIn, Facebook, Twitter Good at Not so good at
    19. 19. Social Project/Task Management Tools designed toincorporate socialconstructs to traditionaltech Common features Visibility and open taskcreation/status Discussion forums,Project Blogs Shared milestones,collaborative resourceplanning Shared project calendar Leading vendors Asana, Basecamp,Huddle, Wrike
    20. 20. Social Document Creation and Sharing Tools designed to enable collaborationaround documents and files Common features Public, group, and privaterepositories, version control, co-creation and editing, social sharingand integration, advanced search,tags, and filters, ‘follow’ documentsand topics discussions, comments,ratings on documents Leading vendors Box, Evernote, Sharepoint, Dropbox
    21. 21. Social HR and Talent Management Software that enables ‘social’approach to traditional HRprocesses Common features Social learning, collaborativegoal setting, open feedbackloops, social recruiting, talentprofiles, crowdsourced rewards,internal social networks Leading vendors SilkRoad, Cornerstone, Oracle,Saba, SAP/SuccessFactors,Achievers
    22. 22. What kinds of problemsare can these toolshelp solve?<five cents, please>
    23. 23. Connecting the enterpriseThe break-even point for new hiresis 6.2 months..Michael Watkins, “The First 90 Days”
    24. 24. Idea generation and innovationIn the areas in which we dobusiness, there are millions ofscientists, engineers and othercompanies globally. Why notcollaborate with them?
    25. 25. Rewards and RecognitionCompanies that scored in the top20% for building a “recognition-rich culture” actually had 31%lower voluntary turnover rates.Bersin by Deloitte research
    26. 26. Project and Task CompletionOne difference between agile andtraditional development is thatthe delivery time in agile is inweeks rather than months.
    27. 27. Finding expertise“If only HP knew what HPknows, we would bethree times moreproductive.“Lew Platt, former CEO, HP
    28. 28. Mobile for HR and Talent• Recruiting – Mobile Career sites, mobile talentdiscovery, video interviewing and candidateengagement• Learning – Course content optimized for ‘as and when’learning, democratized content creation, ‘bite-size’learning• Workforce Management – Time, expenses, schedules,time off, real-time staffing alerts• Directory – One touch access to formal organizationchart and informal expertise networks• Connecting – Internal social feeds and contentaggregation. Kudos, likes, and recommendations• Intelligence – Push notifications sent from smart HCMsystems• ‘How can we deliver the right informationwhere, how, and when our employees want it?’
    29. 29. Becoming Systems of EngagementWould your employeesuse your systems ifyou didn‟t force themto?- Steve Boese, the guy who isspeaking right now
    30. 30. Some examples ofwhat is working<steal from here>
    31. 31. Engaging Tech for WellnessMid-size US-based manufacturer:• Implemented a social, mobile, and funwellness program• More rapid and frequent uptakedriven by simple, and clean UX of newtechnology• Achieved significantly higherparticipation and engagement fromtraditional programs• Allows organizations to align, monitor,change, and pivot with more flexibilitythan ever before• Helped drive a year/year benefits ratehold for 2013
    32. 32. Recognize and EngageCountry office of a large global company:• Implemented a social, mobile, and fun wellnessrecognition program• More rapid and frequent uptake driven bysimple, and clean UX of new technology• Achieved significantly higher participation andengagement from traditional programs• Allows organizations to align, monitor, change,and pivot with more flexibility than ever before• Helped drive a significant change in culture,engagement, and cement the ‘What we standfor’ feeling
    33. 33. Getting 50 Blue Men AlignedDistributed organization that needs toinnovate:• Implemented a social, mobile, and fun wellnessrecognition intranet program• More rapid and frequent uptake driven bysimple, and clean UX of new technology• Central repository for user-generated content,shareable, tagged, and visible across all locations• Additional expertise locator and micro-blogging(like Twitter) capability allows talent to connectwith each other more easily than ever before• Helped drive the ability to create, share, andimprove show ideas across the company
    34. 34. How these technologies empower HRThrough the following:• Modern tools give HR leaders abilityto ‘own’ more of their techdecisions• More rapid and frequent uptake ofnew innovation in technology• More options and capability todeploy on mobile devices,incorporate social tools, and thelatest in UX design• Allows organizations to grow, shrink,change, and pivot with moreflexibility than ever before• Ability to explore technologies withservices for social, gamification,collaboration, storage, and more
    35. 35. Well, you really haven‟thelped me solveanything<something about a journey of a thousandmiles starts with one step>
    36. 36. THINK ABOUT THIS: More on howSOE can change the way HR works• SPEED: Ideas move as fast as they can be created,technology and infrastructure ceases becoming abarrier or requirement• INNOVATION: HR tech moves from ‘Saas’ to‘Innovation as a service’, ‘Talent as a Service’• PEOPLE: How they and you find, connect with, andlearn about talent. Internal versions of LinkedInendorsements, an internal Klout, and socially-poweredreferrals• PHYSICAL SPACE: These technologies even challengethe importance and meaning of ‘real’ space – retail,distribution, office, meetings• CONNECTION: Data, people, signals, insight – allbecome available to everyone in the organization
    37. 37. How do you get your HRorganization to thinkabout HR systems asmore than processingtransactions?Deep thoughts time…
    38. 38. Where to get the info:Presentation: List: Bros GIF:
    39. 39. Don’t be a stranger…steveboese@gmail.comnosteveboese.squarespace.comHRTechConference.comwww.fistfuloftalent.comTwitter: @SteveBoeseLinkedIn: