This document discusses how HR is changing and adapting to the digital workplace. It covers several topics including the growth of HR technology platforms, how HR roles and tools are evolving to meet strategic needs, and examples of emerging areas like talent relationship management, onboarding, learning, and people analytics. New platforms aim to shift learning from being administration-driven to employee-driven. People analytics is also a growing field being shaped by advances in artificial intelligence. Overall, the document emphasizes that adapting to digital transformation in HR requires an ongoing journey for both organizations and individual employees.

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HR in The
Digital Workplace
av

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HR og Digital Transformation: Enorm investeringsvilje

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HR og Digital Transformation: Noen overskrifter

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HR og Digital Transformation:
1.400 HR Tech-plattformer – and counting

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HR-fag i endring: En historisk oversikt

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HR-fag i endring: Fra operativ silo til strategisk endringsagent?

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HR-verktøy: Fokus på HR Admin + litt til

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HR-verktøy: Nye løsninger som dekker strategiske behov

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HR-Tech: Noen eksempler
‣ Talent Relation Management
‣ Employee Experience
‣ Onboarding
‣ Learning
‣ People Analytics

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Talent Relation Management: Fra reaktiv til proaktiv

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Talent Relation Management: Bygg en langsiktig pipeline

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Talent Relation Management: Brukerens behov og forventninger

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Talent Relation Management: Bedriftens tilpasning til en ny tid

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Onboarding: NÅR du begynner i ny jobb

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Onboarding: FØR du begynner i ny jobb

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Employee Experience

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Learning: Fra læring tilpasset bedriften til
læring tilpasset den ansatte

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Micro-learning: Hva er det?

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Micro-learning: Hvorfor?

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Learning Experience Platforms: Særpreg
‣ Content
‣ Social Interaction
‣ Integration
‣ User Experience Design
‣ Data Analysis

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Learning Experience Platforms vs. Learning Management Systems
‣ Employee-driven vs Admin driven
‣ Impact Focus vs Compliance Focus
‣ Open Platform vs Closed System
‣ Speed of Business vs Speed of Instructional design

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People Analytics: Startups og oppkjøp stimulert av AI

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People Analytics: Engagement & interesse for jobbskifte

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People Analytics: 7 dårlige vaner
‣ #1: The annual engagement survey
‣ #2: Using static scores to dictate company strategy
‣ #3: Fixing engagement for former employees
‣ #4: A one-size-fits all strategy
‣ #5: Engagement data is guarded under lock and key
‣ #6: Leaving employees out of employee engagement
‣ #7: Maintaining the most important metric in a silo

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People Analytics: Bruksområder og potensiale
‣ People Analytics – Status of People Engagement
‣ Organizational Network Analysis (ONA)
‣ Alignment People & Business Goals
‣ Alignment Organization & Digital Transformation

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HR in the Digital Workplace:
Husk at det er en reise for den enkelte medarbeider

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