The document discusses the evolution of HR practices towards leveraging technology and analytics for effective talent management, emphasizing the shift from traditional methods to mobile and social tools. It highlights the importance of continuous feedback and the need for HR managers to ensure new technologies are user-friendly and relevant. Rfactorconsultants positions itself as a leader in integrated talent management advisory services, focusing on tailored solutions to meet unique organizational needs and drive business ROI.

1. Insights 2012
Naveen Kumar- Co Founder
rFactorConsultants

2. Reading the Signs
HR leaders are discovering that Technology savvy
and Analytical skills are key to effective talent
management.
Globally, mobile data traffic grew 2.3-fold in 2011,
more than doubling for the fourth year in a row.
By 2016, there will be 1.4 mobile devices per capita
— that’s more than 10 billion, which will exceed the
world’s estimated population at that time of 7.3
billion ~ Cisco’s “Visual Networking Index: Global Mobile Data
Traffic Forecast Update

3. Identifying the Shift
The days of pen, paper and spreadsheets are
practically history.
HR has moved from focusing on efficiency to
effectiveness.
The immediate and long-term cost-effectiveness of
HR technology becomes crucial during a downturn,
and numbers are showing that CEO/ CHROs at
organizations of all sizes, in all locations and in all
industries are realizing this.

4. Asking the right Questions
Traditionally - this does not work in our soft areas ?
Are you sure ? Ask again
By streamlining constant feedback between
manager and employee, technology can make
communication more efficient and improve
companywide performance immediately.
When was the last time you used the result of a
performance review to improve performance ?

5. The new HR Playground
Findings from the 10th Annual Source of Hiring
report revealed that 39 percent of firms manage
prospects and candidates through social media tools.
Yammer, LinkedIn, Facebook and Twitter provide
effective venues for associates to connect and create
compelling environments of informal learning.
Are you playing enough ?

6. Where are you Playing Now ?
By adopting Mobile technology for HR processes,
employers can boost service levels, employee
satisfaction and productivity rather than dealing with
administrative frustrations.
We had customization in the past, but Mobility is
leading to Personalization.
You build Brand Loyalty by being relevant to
employees’ Lifestyle.
Are you still old fashioned ?

7. Technology is No Panacea
HR Managers have to work hard to make sure all
new technology is intuitive.
After all technology is only a tool, not an end in
itself.
We need to spend a lot more time than we already
do talking to our employees about how these tools
can and should be used.
Remember this - Most busy employees don’t have
the time or attention to learn new software.

8. Heard this “Singularity”
The next innovation is the combination of the
technology with human intelligence, analysis and
insight
We are fast approaching a golden age in human evolution
when our intelligence, aided by technology, will surpass
biological limits and spark the beginning of a new era where
progress will be so fast our primitive lizard brains will be
unable to follow it
Year 2045 - the non biological intelligence created in that year
will be 1 billion times more powerful than all human
intelligence today ~ Futurist and author Ray Kurzweil
How about TM Singularity ?

9. HR New Toy
“HR will discover that analytics are a key tool for
solving the garbage in, garbage out problem in talent
management, and emerging technologies around
mobile, social and analytics — delivered in the
cloud — will become tools the HR professional uses
to instil culture, drive change and facilitate work in
the organization.”

10. Where is HR Headed
As tech suites mature, H R Managers do have the
opportunity to move up the value chain from
delivering services – filling open positions
efficiently, administering employee training globally
– to enabling better business decision-making at the
macro level
USC’s John Boudreau called it evidence-based
HR practice
Jackie Orme of the U.K.’s Chartered Institute for
Personnel and Development calls it insight-led HR

11. HR New Role
“HR will discover that analytics are a key tool for
solving the garbage in, garbage out problem in talent
management, and emerging technologies around
mobile, social and analytics — delivered in the
cloud — will become tools the HR professional uses
to instil culture, drive change and facilitate work in
the organization.”

12. Why us ?
rFactorConsultants has been a pioneer in the area of integrated Talent Management
Advisory Services. While some firms have only begun work in this field, we have been
partnering with many MNCs and Indian Firms in designing “best in class” HR Practices
Operating with resources drawn in from various domains which include Behavioural
Science, Learning & Development and Human Resources,we have built an enviable
reputation in delivering to the Client’s expectations, for assignments, ranging in Action
Learning Teams, Leadership Development Seminars, Executive Coaching,
Psychometric and 360 Degree Assessment, Feedback and Development Planning,
Mentoring Programme, Succession Planning , Corporate Training , Education Solutions
and L&D consulting services .
Our services & solutions are designed with the philosophy that every organization has a different
learning need. We analyse our client’s requirements and suggest a methodology that delivers
results. Our focus is always on achieving Business ROI for our Clients.
For more details do visit www.rfactorconsultants.com or write to aveen.kumar@rfactorconsultants.com