This document discusses how HR can create an "Internet of Engagement" to improve the employee experience in the digital era. It argues that HR must develop new engagement strategies using data analytics, focus on building an optimal employee experience, and leverage both analogue and digital channels. The document also examines how changing workforce expectations, new work practices, and capabilities will impact employees and implications for how leaders connect with the workforce. Finally, it suggests HR needs to reimagine how it works, focus on creating valuable employee experiences, enable the workforce, and establish a value-based approach to demonstrate tangible business impact.

1. HR and the “Internet of Engagement”
Dave Millner, Executive Consulting Partner & HR Futurist, Watson Talent & IBM Kenexa
November 2017
DIGITAL/FUTURE OF WORK CONTEXT
ENGAGEMENT AND THE EMPLOYEE
EXPERIENCE
IMPLICATIONS FOR LEADERS AND
CONNECTING WITH THE WORKFORCE
HR: WHAT'S NEXT!

2. 2
The world will never
be this slow
again
BUSINESS DISRUPTION
TALENT DISRUPTION
EXPERIENCE DISRUPTION
Digital/Future of Work Context

3. NEW TECHNOLOGIES
“DIGITAL TRANSFORMATION”
NEW ORGANIZATIONAL STRUCTURES
“NEW BUSINESS MODELS”
JOB DE-CONSTRUCTION
“NEW SKILL DEMANDS”
TAILORED EMPLOYEE
EXPERIENCES
“MAKING WORK PERSONAL”
DISRUPTION & CHANGE
“THE NEW NORMAL”
INFORMATION OVERLOAD,
“THE OVERWHELMED EMPLOYEE”
BIG DATA & ANALYTICS
“NEW DECISION MAKING MODELS”
VUCA (R)
WORLD
OF WORK

4. “We can't control our
employees, but we can
control the work
conditions”
IT’S ABOUT CREATING
AN EMPLOYEE
EXPERIENCE THAT IS
FIT FOR THE FUTURE
Relationships
The Work Workplace
AI, Automation & Rapid Digital Technology,
Unscripted Work and Jobs,
Agility 2.0
Every Employee Will Have an ROI
Ambidextrous Organizational Strategies
New Structures & Business Models
Locationless,
High Involvement Networked Teams,
Workforce of One
We have to re-imagine
how we will work

5. Internet of Things is the
interconnection via the Internet of
computing devices embedded in
everyday objects, enabling them
to send and receive data.
5
“Internet of Engagement”
is the connection with employees
via different channels to improve
and sustain the employee
experience and the passion of the
workforce in the digital era.
Engagement and The Employee Experience

6. 6
Future of Engagement
FUTURE OF
ENGAGEMENT
Developing
New/Refined
Strategies
Using Data &
Analytics
Future of Work
and Building an
Employee
Experience
• Continuous Listening Strategies
• “Action not Analysis”
• Alignment with Other HR Practices
• Engagement Owned by Leaders,
Managers and Employees
• Analysis Driving “New Insights” not “Analysis
Paralysis”
• Integrating Business and HR Data
• Connecting with Employees Emotionally
• Looking to the Future not the Past
• Creating a Passionate Workforce
• Behavioural Shifts Across the Workforce
• Consumerization of HR Services

7. 7
Channels Driving the “Internet of Engagement”
CHANNELS
DRIVING THE
INTERNET OF
ENGAGEMENT
“Analogue”
Strategies
“Digital” Strategies
• Changing Behaviour
• Item and Dimension Based Development
Toolkits
• Education Workshops (e.g. Champions
Training etc.)
• Coaching Sessions
• Peer Mentoring
• Behaviour Based Change Workshops (e.g.
“Collaboration Win Win”, Management
Sessions re: Trust, Team Behaviour etc.)
• Intranet Resources (e.g.: online toolkits,
dashboards, collaboration platforms etc.)
• “Jams”
• Video Blogs (vlogs)
• Specialist Apps (e.g.: focus on collaboration,
knowledge sharing, success stories etc.)
• Crowd sourcing (e.g.: Mini Pulse surveys,
online forums etc.)
• Continuous Listening Strategies
• “Real Time” Analytics and Data Insights

8. 8
Aligned Technology Solutions That Drive Engagement & Experience
“It doesn't’ matter what (HR tech) you buy, if it doesn't improve the employee experience” Josh Bersin
Source: Bersin by Deloitte

9. INDIVIDUAL
• BELONGING: part of a team
• PURPOSE: job that is important
• ACHIEVEMENT: feeling of
accomplishment
• HAPPINESS: feel good about job
• ENERGY: enthusiastic at work
TALENT
• Aligned Talent Practices to
Maximize Everyone’s Potential
and Capability
• Personalized for Every Employee
• Analytics That Drive New Insights
• Career/Job Pathways
ORGANIZATION
• Design Meaningful Jobs & Work
Structures
• Organizational Trust
• Empowerment & Voice
• Leaders as Talent Magnets
• Recognition, Feedback & Growth
FUTURE
WORKPLACE
Employee
Experience

10. CHANGING EXPECTATIONS OF
EMPLOYEES
• Constant new learning.
• Empowerment and re-framing
accountability for performance and
improvement.
• Less career progression opportunities
• No fixed job descriptions.
NEW WORK PRACTICES
• Impact of automation on processes
and re-shaped roles.
• Boundaryless teams and collaboration.
• Empowered teams drive improvement.
• ROI focus in all jobs.
NEW CAPABILITIES
• Shift from Knowledge Worker to a
Learning Worker.
• Change responsiveness.
Impact on the Workforce

11. 11
Implications for Leaders and Connecting with the Workforce
TODAYS
LEADERS
STRATEGY
ENGAGING
TALENT
INSPIRING
PEOPLE
RESULTS 2020
LEADERS
CLARITY
EXPERIENCE
BUILDER
ENERGIZER
EXECUTION
• Synthesizer
• Imagineer
• Trust Builder
• Talent Magnet
• Navigator
• Activator
• Impact
• Change Mobiliser
• Performance Hunter

12. 12
The organizations of the
future are Talent Centric
and AI Powered
It’s Time To Re-think HR
Strategies & Systems
That Were Designed For
Another Era

13. Talent Acquisition
Personalized
Learning
Job Finder
Recruitment
Onboarding
Assistant
?
Talent Development
Content Collator
Career Coach
Employee
Chatbots
ACE
Feedback
Application
HR Operations
Analytics
Talent
Insights
Robotics
Process
Automation
+
Virtual Agent
for HR
Cognitive
Agent Assist

14. 14
HR: What’s Next!
REIMAGINE HOW WE NEED TO
WORK
FROM SUBJECTIVE TO
OBJECTIVE (ANALYTICS)
FUTURE PROOFED TALENT
STRATEGY
EMPLOYEE CENTRIC
EXPERIENCE

15. 15
CREATE EXPERIENCES
Employee experiences are as
important as customer experiences
Use analytics to understand
employees insights better
Focus on touchpoints where
employee experience drives
productivity etc.
ENABLE THE WORKFORCE
Constant rhythm of feedback/
insights to drive the “Internet of
Engagement”
Game changing approaches to
employee input
Personalized just in time learning
Create an empowered workplace
VALUE BASED HR
HR has to shift from being a “cost
centre” to being a “profit centre”
Show real time insights/trends
through talent & business based
analytics
Drive fact-based decisions for
tangible value to the business.
Tomorrow’s HR Challenges
Creating an “Internet of Engagement”; HR Being at the Centre of the Digital Agenda

16. 81%of workers say
technology is most
important factor
to being happy
at work
63%of CEO’s said skill
gaps was stopping
digital progress
61%of CEO’s said
outdated/obsolete
tech is stopping
digital happening
Sources: Paycom;, PWC Digital IQ, Korn Ferry
is added to Gross Domestic Product
(GDP) for every US dollar invested in
human capital
$11.39

17. Dave Millner,
Executive Consulting Partner &
HR Futurist,
Watson Talent, IBM Kenexa
dave.millner@uk.ibm.com
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Sage People: Top 10 Global Influencer 2017
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HR: Human Resources or Humans & Robots
THIS IS OUR TIME TO SHINE!