The document discusses the transformative impact of HR technology on the modern workplace, highlighting themes such as engagement technology, data visualization, HR as marketing, and predictive analytics. It emphasizes the necessity for HR professionals to adapt to new technologies to enhance employee engagement and recruitment strategies. The future envisioned includes increased automation, robots, and wearable tech in the workplace, urging HR leaders to view technologies as tools for solving business challenges.

1. Leading Transformation
How HR Technology is Disrupting the
Modern Workplace
Steve Boese – March 2015

2. Presenter Info
• Steve Boese
• Co-Chair HR Technology Conference
• HR Exec Magazine Technology Editor
• Host of HR Happy Hour Show and Podcast
• Blogger at Steve’s HR Tech
• Your new best friend

3. There are two ways to think about
the future.
One way is to plan for a future that
will be only incrementally different
and almost indistinguishable from the
present.
The better, (and more interesting)
way is to envision a future that will be
almost unrecognizable from today.

4. So what does that really mean for the
HR/Talent professional?
It means new ways of working, new
sources of talent, and increasingly, new
technologies that will make us, at times,
uncomfortable
Today, we’ll discuss how some of these big
technology trends are going to shape
work and workplaces.

5. Agenda
• Engagement Technology
• Data Visualization
• HR as Marketing
• Predictive Analytics
• The Far Out Future
• Wrap-up, Q&A

7. Engagement technology
<Not the online gift registry for
the bride and groom to be>

8. Why does engagement matter?

9. Types of Engagement Tech
• Rewards and Recognition –
Platforms that enable, track,
and socialize recognition
• Evolution of surveying tools -
Identify potential and emerging
issues in near real-time with
pulse and mobile survey tech
• Corporate Social Responsibility
- Empowering and scaling
volunteer, charity, and
corporate matching programs
with social sharing

10. Leading Engagement Tools
• Rewards and Recognition –
Achievers, Globoforce, OC Tanner,
plus ‘Thanks’ or ‘Kudos’ integrated
into HR and performance
management tools
• Pulse Survey Tools – TinyPulse,
CultureAmp, OfficeVibe – even
general purpose survey tech like
SurveyMonkey can be used to create,
distribute, and analyze pulse or
lightweight employee surveys
• Corporate Social Responsibility –
Causecast has a platform for
corporate volunteerism and social
sharing

12. Data Visualization
<Charts, or it didn’t happen>

13. What’s driving the visualization trend?
• Information overload – What would
busy execs rather look at – reams of
paper or spreadsheets or appealing
and information rich visualizations?
• Need for fast action – Visual
representations of data are
increasingly ‘actionable’ – meaning
managers and leaders can immediate
take actions based on data, cutting
out numerous middle steps
• Big Data – As volumes of data keep
increasing, visualizations are
becoming the only way to make big
data accessible to large, diverse
audiences

14. Types of Visualization Tech
• Consolidated or aggregated
visualization platforms
• Workforce analysis tools that
help provide insights into
specific human capital data
elements and trends
• Talent management tools to
help assess, align, and develop
talent

15. Leading Visualization Tools
• Platforms – Visier, Vestrics,
Aquire (acquired by
PeopleFluent), eThority
(acquired by Equifax)
• Workforce Analysis Tools – SAP,
IBM, Oracle, plus open or
general purpose tools like
Tableau and Domo
• Talent Management Tools –
Syndio, Data Morphosis,
BlackbookHR

17. HR as Marketing
<Or, how can HR capture attention?>

18. What is driving HR to marketing?
• Attention capture – More
sophisticated targeting and
messaging techniques ‘stolen’ from
marketing playbooks
• Content delivery – How can HR
develop, distribute, evaluate, and
replicate successful outreach
strategies
• Branding – As companies have
product brands, they also have
employer or talent brands. These
brands need to be managed just like
consumer brands to reach the right
audiences

19. Types of HR/Marketing Tech
• Targeted messaging (EE
referrals) - Consolidated or
aggregated visualization
platforms
• Content delivery - help provide
insights into specific human
capital data elements and
trends
• Employer Branding - Talent
management tools to help
assess, align, and develop
talent

20. Leading HR/Marketing Tools
• Targeted referrals - Zao,
Jobvite, Findly
• Content Marketing -
QueSocial
• Employer Branding –
BrandAmper

22. Predictive Analytics
<Did you know I was going to say
that?>

23. Why not just analytics?
• Outgrowth of Big Data – Everyone
has lots of data – challenge is to
derive value from data
• Advancements in technology –
From Watson to assessments to
retention – more tools than ever
before are emerging that are
driving this trend to predictive
• Talent as a competitive edge – In
an environment where people are
the key to compete, predictive
gives agile orgs an edge

24. Types of Predictive Tech
• Hiring – What should we screen
for? How to important are each
criteria? How is the test to be
conducted?
• Retention – Which employes
are likely to leave? What drives
regrettable turnover? What
interventions will be
appropriate and successful?
• Performance – Who will
emerge as a top performer?
How to get them there?

25. • Hiring/Recruiting: Gild, Entelo,
Chequed, Skillsurvey
• Retention: Workday, Ultimate,
Oracle, ADP
• Performance: Workday, Ultimate,
Oracle, ADP
Leading Predictive Tools

27. The Far Out Future
<Or, making peace with
the robots>

28. The Robot in the next cube
• Industrial : Smarter, more flexible,
and cheaper robots like Baxter
• Healthcare : Companions for
elderly and sick, assistants for
human healthcare workers
• Service: Automated servers,
bartenders, cashiers, cooks, gas
station attendants…
• Agricultural: Tractors, pickers,
herding
• Knowledge work: Financial advice,
research, accounts, customer
service, telemarketing

29. Internet of Things
• Connect GPS, vehicle sensors,
delivery statuses to transmit
route, driving, and performance
data to HQ
• Identify potential and emerging
issues with fatigue, stress, or
undetermined performance
problems
• Incorporate talent
management and coaching and
mentoring elements
• Compare data pre and post
interventions to assess
effectiveness

30. Wearable Technology
• Health and Wellness –
Augmentation and expansion of
organizational wellness initiatives.
Manage challenges, track success
against goals.
• Workforce planning and alignment
– Ability to track responsiveness,
fatigue levels, outside stimulus and
then provide insight to make
staffing plans and adjustments
• Production – Beam real time video
from customer sites to HQ and
team members for review and
assistance. Crowdsource solutions.
• Customer service- Facial recognition

31. Five Closing Thoughts…
<your first-place Atlanta Hawks>

32. • Engagement – Employee engagement has emerged as the #1 HR/Talent
imperative and challenge. Both established and brand new kinds of
technologies for rewards/recognition, pulse surveys, and for Corporate Social
Responsibility efforts can all be powerful employee engagement enhancing
tools.
• Data Visualization – As data volume increases, and attention spans decrease –
tech that helps create engaging visuals are an HR leader’s secret weapon in
getting leadership to spend time with workforce data. Additionally, actionable
visualizations reduce the friction and time spent to move from information to
insight to action.
• HR as Marketing – Every job in HR is going to become at least some kind of a
marketing job. Since you to compete with all your competitors for the same
narrow band of great talent, HR/Recruiting leaders need to think, act, and
measure like marketers.
• Predictive Analytics – Predictive is the natural evolution of Big Data and
Analytics – the most direct, clear way to extract value out of HR data. Every big
HR tech provider is playing the predictive analytics game, or soon will be.
• The Future– While they seem kind of distant, allow yourself to think about a
workplace with much more automation, robots, and wearble tech
Or, what I should have said at the start

33. One last thing…
The HR organization and
your leaders must see
HR technologies not as
solutions for HR
problems, but as tools to
solve business problems

35. Failing to fetch me at first, keep
encouraged
steveboese@gmail.com
steveboese.squarespace.com
HRTechConference.com
hrhappyhour.net
Twitter: @SteveBoese
LinkedIn: http://www.linkedin.com/in/steveboese