A presentation at the AHRI 2014 conference in Melbourne, Australia. This presentation is about the impacts of Social, gamification and Mobile in achieving HR transformation
Big Data; Big Potential: How to find the talent who can harness its powerLucas Group
Big Data is in its infancy but it holds great promise. The key to success is finding and keeping the talent with the skills necessary to obtain and analyze the data, ask the right questions, and present findings in a compelling fashion that makes sense for your organization.
The Digital Culture Challenge: Closing the Employee-Leadership GapCapgemini
Is company culture a roadblock or a catalyst for digital transformation? Does the big moment for an organization arrive when they have embraced the fact that the prerequisite to digital transformation isn’t a technical issue, but a cultural change?
Unfortunately, it’s a pre-requisite that is beyond the grasp of many companies as they look to drive innovation and change through smart technologies and data. For most, cultural issues continue to block digital transformation and it’s a problem that’s worsening. In 2011, a majority of respondents (55%) said that culture was the number one hurdle to digital transformation1 but in our latest research, this figure has actually risen to 62%
Download the report to understand why organizations are struggling and what they can do about it, we undertook an extensive research program based on a clear definition of digital culture. We surveyed 1,700 people—including not only senior executives, but also managers and employees—in 340 organizations across eight countries and five sectors. We also interviewed senior business executives from a range of organizations across industries, as well as academic experts.
Artificial Intelligence Can Now Write Amazing Content – What Does That Mean F...Bernard Marr
Written language generation was once thought to be a task humans were uniquely qualified to do. Today, with advances in artificial intelligence and specifically natural language generation, AI is proving its expertise with all kinds of content types from news reports to captions and social media posts to financial reports.
HR Experts Share How Analytics are Shaping a #SmarterWorkforce.
“Adoption of new ways of looking at analytics will be a powerful force of growth and indicators of performance.”
- China Gorman @ChinaGorman
“Use data analytics to make everyone in HR be more strategic instead of tactical.”
- Joel Peterson @joelyoh
“When you find the right structure, you need to help people find the value of analytics.”
- Mike Woodward “Dr. Woody” @DrWoody
“Are you adopting analytics inside your company as you should? Using analytics to hire the right people is a culture question.”
- Meghan M. Biro @MeghanMBiro
“What data today that we hold precious will we not care about in the future?”
- Duke Daehling @DukeDaehling
“Strong leadership and integrating analytics is key to work in tandem to validate our human gut instinct.”
- Brian Moran @BrianMoran
“As we’re trying to move into analytics, we need to find a balance and keep the human in human resources.”
- Mike Haberman @MikeHaberman
To learn about IBM workplace analytics solutions,
visit ibm.com/kenexa-unlocked
#SmarterWorkforce
Origins of the Marketing Intelligence Engine (SXSW 2015)PR 20/20
Marketing automation platforms save time, improve efficiency and increase productivity. They give companies an unprecedented ability to understand buyers, identify opportunities, track campaign performance and link marketing activities to business outcomes.
But, they do not provide insight into the billions of bits of data being created as consumers move from screen to screen and interact online and offline with brands, and they do not recommend actions to improve performance.
Humans are limited by their biases, beliefs, education, experiences, knowledge and brainpower. All of these things contribute to our finite ability to process information, build strategies and achieve performance potential.
Algorithms, in contrast, have an almost infinite ability to process information. They possess the power to understand natural language queries, identify patterns and anomalies, and parse massive data sets to deliver recommendations better, faster and cheaper than people can.
What inevitably comes next are marketing intelligence engines that process data and recommend actions to improve performance based on probabilities of success.
At IBM THINK Leaders, we consult the experts and take a look back at the year in data-driven storytelling to make important predictions for leadership trends in 2016.
Big Data; Big Potential: How to find the talent who can harness its powerLucas Group
Big Data is in its infancy but it holds great promise. The key to success is finding and keeping the talent with the skills necessary to obtain and analyze the data, ask the right questions, and present findings in a compelling fashion that makes sense for your organization.
The Digital Culture Challenge: Closing the Employee-Leadership GapCapgemini
Is company culture a roadblock or a catalyst for digital transformation? Does the big moment for an organization arrive when they have embraced the fact that the prerequisite to digital transformation isn’t a technical issue, but a cultural change?
Unfortunately, it’s a pre-requisite that is beyond the grasp of many companies as they look to drive innovation and change through smart technologies and data. For most, cultural issues continue to block digital transformation and it’s a problem that’s worsening. In 2011, a majority of respondents (55%) said that culture was the number one hurdle to digital transformation1 but in our latest research, this figure has actually risen to 62%
Download the report to understand why organizations are struggling and what they can do about it, we undertook an extensive research program based on a clear definition of digital culture. We surveyed 1,700 people—including not only senior executives, but also managers and employees—in 340 organizations across eight countries and five sectors. We also interviewed senior business executives from a range of organizations across industries, as well as academic experts.
Artificial Intelligence Can Now Write Amazing Content – What Does That Mean F...Bernard Marr
Written language generation was once thought to be a task humans were uniquely qualified to do. Today, with advances in artificial intelligence and specifically natural language generation, AI is proving its expertise with all kinds of content types from news reports to captions and social media posts to financial reports.
HR Experts Share How Analytics are Shaping a #SmarterWorkforce.
“Adoption of new ways of looking at analytics will be a powerful force of growth and indicators of performance.”
- China Gorman @ChinaGorman
“Use data analytics to make everyone in HR be more strategic instead of tactical.”
- Joel Peterson @joelyoh
“When you find the right structure, you need to help people find the value of analytics.”
- Mike Woodward “Dr. Woody” @DrWoody
“Are you adopting analytics inside your company as you should? Using analytics to hire the right people is a culture question.”
- Meghan M. Biro @MeghanMBiro
“What data today that we hold precious will we not care about in the future?”
- Duke Daehling @DukeDaehling
“Strong leadership and integrating analytics is key to work in tandem to validate our human gut instinct.”
- Brian Moran @BrianMoran
“As we’re trying to move into analytics, we need to find a balance and keep the human in human resources.”
- Mike Haberman @MikeHaberman
To learn about IBM workplace analytics solutions,
visit ibm.com/kenexa-unlocked
#SmarterWorkforce
Origins of the Marketing Intelligence Engine (SXSW 2015)PR 20/20
Marketing automation platforms save time, improve efficiency and increase productivity. They give companies an unprecedented ability to understand buyers, identify opportunities, track campaign performance and link marketing activities to business outcomes.
But, they do not provide insight into the billions of bits of data being created as consumers move from screen to screen and interact online and offline with brands, and they do not recommend actions to improve performance.
Humans are limited by their biases, beliefs, education, experiences, knowledge and brainpower. All of these things contribute to our finite ability to process information, build strategies and achieve performance potential.
Algorithms, in contrast, have an almost infinite ability to process information. They possess the power to understand natural language queries, identify patterns and anomalies, and parse massive data sets to deliver recommendations better, faster and cheaper than people can.
What inevitably comes next are marketing intelligence engines that process data and recommend actions to improve performance based on probabilities of success.
At IBM THINK Leaders, we consult the experts and take a look back at the year in data-driven storytelling to make important predictions for leadership trends in 2016.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
From 'Being Digital' to Becoming a 'Digital Being'Cognizant
While it’s true that digital transformation requires strong top-down leadership and impeccable technical skills, high-performing organizations must also go one step further: They need to acquire, nurture and retain the talent necessary to lead the charge.
Simpler, Clearer, Faster Government ServicesThoughtworks
Paul Shetler is the CEO of the Digital Transformation Office within the Australian Government, and was previously an executive at the UK's highly regarded Government Digital Service.
At ThoughtWorks Live Australia 2016, he shared how he is leading the transformation to simpler, clearer, and faster government services using a user-centred design approach.
Informatica's Brad Cook unravels what big data is, what it’s not, and how you can ready your business for the influx of HR data requirements heading your way.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent Intelligence: Unlocking People Data to Redefine How Humans Need to WorkCognizant
With the influx of intelligent machines, conventional work models are shifting. Using insights from workforce intelligence, businesses can redefine the employee experience while also driving collaboration, innovation and success across the enterprise.
“Digital” is no longer just about digital marketing, or sales. Digital is the ability to instantly and costlessly connect people, devices, and physical objects anywhere. Billions of connected devices continuously produce more data than have ever been produced in the past, creating opportunitieis for new levels of automation and radically new business models. It is a “digitize or die” situation for all: What should a company do? Where should they start? Is there a methodology on how to pursue digital transformation? How is digital transformation linked to innovation? What steps should be taken, what obstacles should be anticipated and how are they overcome?
As digital transformation becomes increasingly important, the Chief Digital Officer role is gaining prominence and attention.
See the complete blog post here: https://www.cxotalk.com/20-influential-chief-digital-officers
To recognize this important role, cxotalk.com partnered with Little Bird and the CDO Summit to highlight the work of 20 influential Chief Digital Officers.
What Is The Artificial Intelligence Revolution And Why Does It Matter To Your...Bernard Marr
AI (Artificial Intelligence) is the most powerful technology humans have ever had access to. AI is going to revolutionize the world of business and society at large. In this article, we take a look at this AI revolution.
From Hype to Impact: Applying This Year's SXSW Highlights to Business Transfo...Publicis Sapient
Three of our global thought leaders explore the most coveted topics at SXSW, practical applications to our clients’ business (and our own), and how SapientRazorfish takes these highlights from hype to reality.
Whether you were in Austin or not, top trends are not difficult to find. Which is why we’re taking it a step further. Not only have we shared our takeaways from this year’s sessions, but we've also examined how the conversations at SXSW relate to business reimagined for a connected world.
The modern enterprise is becoming an increasingly automated environment: technological advancements in AI, Machine Learning and RPA are allowing organisations to strip out layers of inefficiency, optimise process and enhance productivity. Right across the enterprise, operations are changing in line with new automation tools, from low-level administrative tasks to self-regulating Industrial IoT systems and customer service chatbots.
This conference will contextualise the role of intelligent automation within the enterprise, looking at how the increasing sophistication of AI, RPA and IoT technologies are transforming operations. The conference is geared towards senior IT and digital leaders, providing an insightful peer-led environment and a crucial forum for knowledge exchange, engagement and high-level networking
New Report by Jessica Groopman
The digitalization of our physical world—what many are now calling the ‘Internet of
Things’—is challenging our expectations of privacy.
Adding sensors to ourselves, and to the objects and places around us, renders our
physical world communicable, contextual, and trackable. The full implications of
ubiquitous connectivity remain blurry, but Altimeter Group’s survey of 2,062 American
consumers makes one point crystal clear: Consumers are decidedly anxious about
how companies use and share data from their connected devices. Our research finds
a massive gulf between consumer awareness and industry practices when it comes
to privacy. But this data reveals more than a concerned citizenry, it reveals tremendous
opportunities for companies to foster more trusted customer relationships.
DOWNLOAD THE COMPLETE REPORT:
http://pages.altimetergroup.com/1506-Consumer-Perceptions-of-Privacy-in-the-IOT-Report.html
As digital innovation blurs the lines between traditional sectors, TCS and Marketforce investigated how businesses delivering cutting-edge customer experience are raising the bar for all.
This report provides a pan-sector snapshot of current customer experience practice in Europe. We look at those sectors getting it right, why the rest are getting it wrong, and chart a course to customer-centric success through an holistic CX approach that will satisfy even the most high maintenance customer."
SB106 -- Social Business in the Context of IBM's Overall StrategyArthur Fontaine
Connect 2014 presentation on Social Business in IBM strategy. Presented by Andrew Warzecha, VP Strategy for IBM Software Group, and Arthur Fontaine, Program Director in Business & Technical Strategy group at IBM Collaboration Solutions.
A somewhat longer version of my Frontiers talk about technology and the future of the economy, with additional material pitched to an audience of Internet operators at Apricot 2017, in Ho Chi Minh City, Vietnam on February 27, 2017
Rewriting the rules for the digital age2017 Deloitte Global .docxmalbert5
Rewriting the rules for the digital age
2017 Deloitte Global Human Capital Trends
COVER AND CHAPTER ILLUSTRATIONS BY LUCIE RICE
Start exploring with an
augmented reality journey
Get a new perspective on the 10 Global Human
Capital Trends for 2017 by downloading the free
Aurasma app from your preferred app store.
Once you have downloaded the app, launch
your AR journey by holding your tablet or phone
over the report cover.
Deloitte’s Human Capital professionals leverage research,
analytics, and industry insights to help design and
execute the HR, talent, leadership, organization, and
change programs that enable business performance
through people performance. Visit the Human
Capital area of www.deloitte.com to learn more.
Rewriting the rules for the digital age
PREFACE
WELCOME to Deloitte’s fifth annual Global Human Capital Trends report and survey. This year’s report takes stock of the challenges ahead for business and HR leaders in a dramatically changing digital, economic, demographic, and social landscape. In an age of disruption, business and HR
leaders are being pressed to rewrite the rules for how they organize, recruit, develop, manage, and engage the
21st-century workforce.
This workforce is changing. It’s more digital, more global, diverse, automation-savvy, and social media-
proficient. At the same time, business expectations, needs, and demands are evolving faster than ever before.
While some view this as a challenge, we see it as an opportunity. An opportunity to reimagine HR, talent, and
organizational practices. An opportunity to create platforms, processes, and tools that will continue to evolve
and sustain their value over time. An opportunity to take the lead in what will likely be among the most signifi-
cant changes to the workforce that we have seen.
Hence, our call for new rules for HR in the digital age.
The 2017 report began last summer with us reaching out to hundreds of organizations, academics, and practi-
tioners around the world. This year, it includes a survey of more than 10,000 HR and business leaders across
140 countries. The report reveals how leaders are turning to new organizational models that highlight the
networked nature of today’s world of work; innovation-based HR platforms; learning and career programs
driven by social and cognitive technologies; and employee experience strategies that put the workforce at the
center. The report closes with a discussion of the future of work amid the changes being driven by advances in
automation and an expanded definition of the workforce.
We are pleased to present this year’s Global Human Capital Trends report and survey and look forward to
your comments. 2017 is positioned to be a year of change as we all manage new levels of transformation and
disruption. The only question now is: Are you ready?
Brett Walsh
Global leader, Human Capital
Deloitte LLP
Erica Volini
US leader, Human Capital
Deloitte Consulting LLP
CONTE.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
From 'Being Digital' to Becoming a 'Digital Being'Cognizant
While it’s true that digital transformation requires strong top-down leadership and impeccable technical skills, high-performing organizations must also go one step further: They need to acquire, nurture and retain the talent necessary to lead the charge.
Simpler, Clearer, Faster Government ServicesThoughtworks
Paul Shetler is the CEO of the Digital Transformation Office within the Australian Government, and was previously an executive at the UK's highly regarded Government Digital Service.
At ThoughtWorks Live Australia 2016, he shared how he is leading the transformation to simpler, clearer, and faster government services using a user-centred design approach.
Informatica's Brad Cook unravels what big data is, what it’s not, and how you can ready your business for the influx of HR data requirements heading your way.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent Intelligence: Unlocking People Data to Redefine How Humans Need to WorkCognizant
With the influx of intelligent machines, conventional work models are shifting. Using insights from workforce intelligence, businesses can redefine the employee experience while also driving collaboration, innovation and success across the enterprise.
“Digital” is no longer just about digital marketing, or sales. Digital is the ability to instantly and costlessly connect people, devices, and physical objects anywhere. Billions of connected devices continuously produce more data than have ever been produced in the past, creating opportunitieis for new levels of automation and radically new business models. It is a “digitize or die” situation for all: What should a company do? Where should they start? Is there a methodology on how to pursue digital transformation? How is digital transformation linked to innovation? What steps should be taken, what obstacles should be anticipated and how are they overcome?
As digital transformation becomes increasingly important, the Chief Digital Officer role is gaining prominence and attention.
See the complete blog post here: https://www.cxotalk.com/20-influential-chief-digital-officers
To recognize this important role, cxotalk.com partnered with Little Bird and the CDO Summit to highlight the work of 20 influential Chief Digital Officers.
What Is The Artificial Intelligence Revolution And Why Does It Matter To Your...Bernard Marr
AI (Artificial Intelligence) is the most powerful technology humans have ever had access to. AI is going to revolutionize the world of business and society at large. In this article, we take a look at this AI revolution.
From Hype to Impact: Applying This Year's SXSW Highlights to Business Transfo...Publicis Sapient
Three of our global thought leaders explore the most coveted topics at SXSW, practical applications to our clients’ business (and our own), and how SapientRazorfish takes these highlights from hype to reality.
Whether you were in Austin or not, top trends are not difficult to find. Which is why we’re taking it a step further. Not only have we shared our takeaways from this year’s sessions, but we've also examined how the conversations at SXSW relate to business reimagined for a connected world.
The modern enterprise is becoming an increasingly automated environment: technological advancements in AI, Machine Learning and RPA are allowing organisations to strip out layers of inefficiency, optimise process and enhance productivity. Right across the enterprise, operations are changing in line with new automation tools, from low-level administrative tasks to self-regulating Industrial IoT systems and customer service chatbots.
This conference will contextualise the role of intelligent automation within the enterprise, looking at how the increasing sophistication of AI, RPA and IoT technologies are transforming operations. The conference is geared towards senior IT and digital leaders, providing an insightful peer-led environment and a crucial forum for knowledge exchange, engagement and high-level networking
New Report by Jessica Groopman
The digitalization of our physical world—what many are now calling the ‘Internet of
Things’—is challenging our expectations of privacy.
Adding sensors to ourselves, and to the objects and places around us, renders our
physical world communicable, contextual, and trackable. The full implications of
ubiquitous connectivity remain blurry, but Altimeter Group’s survey of 2,062 American
consumers makes one point crystal clear: Consumers are decidedly anxious about
how companies use and share data from their connected devices. Our research finds
a massive gulf between consumer awareness and industry practices when it comes
to privacy. But this data reveals more than a concerned citizenry, it reveals tremendous
opportunities for companies to foster more trusted customer relationships.
DOWNLOAD THE COMPLETE REPORT:
http://pages.altimetergroup.com/1506-Consumer-Perceptions-of-Privacy-in-the-IOT-Report.html
As digital innovation blurs the lines between traditional sectors, TCS and Marketforce investigated how businesses delivering cutting-edge customer experience are raising the bar for all.
This report provides a pan-sector snapshot of current customer experience practice in Europe. We look at those sectors getting it right, why the rest are getting it wrong, and chart a course to customer-centric success through an holistic CX approach that will satisfy even the most high maintenance customer."
SB106 -- Social Business in the Context of IBM's Overall StrategyArthur Fontaine
Connect 2014 presentation on Social Business in IBM strategy. Presented by Andrew Warzecha, VP Strategy for IBM Software Group, and Arthur Fontaine, Program Director in Business & Technical Strategy group at IBM Collaboration Solutions.
A somewhat longer version of my Frontiers talk about technology and the future of the economy, with additional material pitched to an audience of Internet operators at Apricot 2017, in Ho Chi Minh City, Vietnam on February 27, 2017
Rewriting the rules for the digital age2017 Deloitte Global .docxmalbert5
Rewriting the rules for the digital age
2017 Deloitte Global Human Capital Trends
COVER AND CHAPTER ILLUSTRATIONS BY LUCIE RICE
Start exploring with an
augmented reality journey
Get a new perspective on the 10 Global Human
Capital Trends for 2017 by downloading the free
Aurasma app from your preferred app store.
Once you have downloaded the app, launch
your AR journey by holding your tablet or phone
over the report cover.
Deloitte’s Human Capital professionals leverage research,
analytics, and industry insights to help design and
execute the HR, talent, leadership, organization, and
change programs that enable business performance
through people performance. Visit the Human
Capital area of www.deloitte.com to learn more.
Rewriting the rules for the digital age
PREFACE
WELCOME to Deloitte’s fifth annual Global Human Capital Trends report and survey. This year’s report takes stock of the challenges ahead for business and HR leaders in a dramatically changing digital, economic, demographic, and social landscape. In an age of disruption, business and HR
leaders are being pressed to rewrite the rules for how they organize, recruit, develop, manage, and engage the
21st-century workforce.
This workforce is changing. It’s more digital, more global, diverse, automation-savvy, and social media-
proficient. At the same time, business expectations, needs, and demands are evolving faster than ever before.
While some view this as a challenge, we see it as an opportunity. An opportunity to reimagine HR, talent, and
organizational practices. An opportunity to create platforms, processes, and tools that will continue to evolve
and sustain their value over time. An opportunity to take the lead in what will likely be among the most signifi-
cant changes to the workforce that we have seen.
Hence, our call for new rules for HR in the digital age.
The 2017 report began last summer with us reaching out to hundreds of organizations, academics, and practi-
tioners around the world. This year, it includes a survey of more than 10,000 HR and business leaders across
140 countries. The report reveals how leaders are turning to new organizational models that highlight the
networked nature of today’s world of work; innovation-based HR platforms; learning and career programs
driven by social and cognitive technologies; and employee experience strategies that put the workforce at the
center. The report closes with a discussion of the future of work amid the changes being driven by advances in
automation and an expanded definition of the workforce.
We are pleased to present this year’s Global Human Capital Trends report and survey and look forward to
your comments. 2017 is positioned to be a year of change as we all manage new levels of transformation and
disruption. The only question now is: Are you ready?
Brett Walsh
Global leader, Human Capital
Deloitte LLP
Erica Volini
US leader, Human Capital
Deloitte Consulting LLP
CONTE.
Digital transformation can be defined as a process whereby an organization shifts their business models, processes, and organizational culture with digital technologies to adapt to changing customer behaviors. They adapt to meet ever-changing customer expectations and engage with consumers in innovative ways. Transformational journeys require acurate assessments, learning, growth, and monitoring of:
1) People and Culture;
2) Capacity and Capabilities;
3) Innovation; and
4) Technology.
In recent years AI and ML capabilities have advanced exponentially, blurring the line between fantasy and reality, thus creating an unparalleled market opportunity for whoever can bring the technology to eager consumers.
Today there is an abundance of demand for more intelligent and human-like behavior and technology on the market, and now we have concrete ways to fill that demand. Everybody’s playing, but only some will strike it rich.
This edition is an exploration on how to incorporate AI to products and services in a very real and organic way. Dive in and let’s take a look!
Palestra sobre conceitos Big data no evento IDETI em SP. Aborda o que é Big data, debate alguns beneficios e desafios. Debate também o papel do CDO- Chief Data Officer.
Six HR Technology Trends: Improve Your Business Performance with TechnologyVing
HR departments must stay on top of today's technology trends and implement them in the workplace to improve employee engagement, and, ultimately, increase the company's bottom line.
2014 Guide to Backroom-to-Boardroom Payroll and HRPaylocity
To get from the backroom to the boardroom might not be easy. But we believe you can do it if you have the right tools. In this eBook you will learn the importance of trends like:
- Mobility: How the increase in mobile devices is changing business
- Employee Engagement: Why it matters and easy ways to make improvements
- Big Data: How “big” data applies to small and mid-sized businesses
Digital transformation is fundamentally changing people’s lives and the
ways companies do business. Around the world, we’re working to develop
solutions that give time back, make us safer and healthier, and bring
significant environmental benefits. People around the world are working
hard to create a future where we’re never delayed during air travel due to
mechanical issues. Where smart buildings have ambient intelligence that
allows meeting rooms to adjust to your preferences. They’re envisioning a
world where automobile accidents are almost nonexistent, and your car
becomes a living room or office on wheels. And a world where medical
treatment is personalized based on your DNA, dramatically improving your
health and quality of life. This is what Microsoft calls the digital difference.
We asked Harvard Business Review Analytic Services to help us look at the pace of innovation
and how prepared business leaders are for this change. We also wanted to know what projects
mattered most and what industries were most receptive to and ready for change.
We were surprised by the strategy gap and encouraged by the optimism. Business leaders know
their industries are ripe for transformation, and in most cases are eager to bring the benefits of
technology to their businesses.
At Microsoft, we aim to partner with business leaders to find the digital difference they can make.
Partnering with companies of all sizes, we recognize that one big idea isn’t enough anymore.
Decades ago an innovative shoe design, a beautiful device, or smartly designed software could
lead a company to achieve market dominance for a long time. But now micro revolutions occur
every 12-18 months, so companies must be in a continual state of transformation.
We are moving into a time when rapid innovation and speed to market are more critical than ever.
This makes the partnership between humans and machines critical—when we combine people’s
ideas and creativity with advanced technology, we get digital leadership.
A business leader interviewed for the study said we need to transform “the engine of the
company.” To do this, leaders need to bring in tech and cultural changes that empower their
employees, engage customers in new ways, optimize operations, and transform products.
Rebuilding an organization around these areas creates a fully digital company that can change
ahead of its customers and competition.
How is HR addressing dual challenge of being digital and doing digital?Abhinav Singhal
HR Leaders today face a dual challenge of doing digital and being digital. They need to drive the digital transformation agenda and re-skilling efforts on one hand while at the same time transforming their own HR function for the future.
Digital Transformation @ Forum Media 2013Marvan Shamma
I gave a short talk about the meaning and importance of Digital Transformation for brands and agencies. Digital Transformation is a vital strategic road plan that helps organisations to survive, evolve and to open new market spaces.
Cómo prepararte para la digitalización (cuando tu profesión está en peligro de extinción)
La naturaleza de nuestra profesiones y trabajos han estado cambiando lentamente desde las últimas décadas; y los hechos han estado ocultos antes nuestro propios ojos. Pero según estudios recientes, estas tendencias “ocultas” se han acelerado debido a la nueva era de la Digitalización que estamos viviendo. En esta charla, hablaremos sobre cómo se clasifican las diferentes profesiones y veremos cómo han ido progresando a través de las últimas décadas. Las conclusiones pueden ser sorprendentes, pero existen datos que apoyan esas hipótesis
¿Está tu trabajo actualmente en peligro de extinción o has escogido la mejor profesión posible para tu futuro (incluso sin saberlo)?
Miguel Angel Rojas ( https://www.linkedin.com/in/mianrojas/ ) es un experto en Estrategia e Innovación con más de 20 años de experiencia en entornos multinaciones. Ha trabajado en diferentes paises con empresas internacionales lideres en su sector (Consultoría, Educación, Farmaceuticas, Contrucción y Electricas). Ha publicado varios articulos en congresos internacionales y tiene un Master (Doctorando) en Arquitectura y Tecnología de Computadores por parte de la Universidad Complutense de Madrid. Durante su carrera profesional, ha compaginado sus tareas de emprendedor con roles de soportes de sistemas de IT, gestor de proyectos, ingeniería de sistemas y arquitecto empresarial. Actualmente se encuentra liderando desde el area de Estrategia de Sistemas, a Gas Natural Fenosa en su proceso de transformación digital.
In 2017, the human resources industry has done a lot of soul searching about the way culture and performance issues were handled within companies. In 2018, another big internal shift is coming, but this time the focus is on technology: how it can be used to find people, connect people, engage people, even replace people — and what to do when that happens. For years, technology has acted as a tool to help with day-to-day tasks, but the focus in 2018 will be technology as a way of life in the workplace. These are the five biggest trends in HR arena in upcoming year, with blend of technology.
Etude PwC CEO Survey Talent "People Strategy for the Digital Age" (juillet 2015)PwC France
Dans son étude « People strategy for the digital age : A new take on talent » menée à l’échelle mondiale, le cabinet d’audit et de conseil PwC constate que, dans un contexte de concurrence mondiale accrue, les entreprises ont désormais besoin de compétences plus diversifiées pour rester compétitives : 73% des dirigeants voient la pénurie des compétences comme une menace sérieuse à la poursuite de leur activité (contre seulement 46% en 2009).
Une des réponses consiste à mettre en place une stratégie de diversification des talents. Pour aller plus loin, les entreprises doivent également se tourner vers l’exploitation et l’analyse des données qu’elles collectent.
Similar to Smash: social, gamification and mobile impacts for HR (20)
The Three Musketeers and the need for role clarity and allegiance to Higher E...Rob Scott
A keynote presentation at the Nov 2014 Higher Education User Group in Brisbane, Australia. The key message is the importance of 4 key roles in making people management successful in Higher Education
HR, self measurement and wearable technologyRob Scott
The HR software landscape is changing fast and is being disrupted by many new technologies. In this presentation we look at some of the future implications for self-measurement and wearable technologies
With the emergence of cloud based HR solutions, HR, traditionally not the main buyer or project leaders, now find themselves thrust into a new position of responsibility, one that is exciting and promising, but also dogged by stories offering false hope for HR transformation.
10 Things | Cloud HR Technology Myths will shine a light on some common misconceptions surrounding cloud based HR technology solutions and reveal some home truths about these new SaaS tools.
Things you should know about cloud HR solutions Rob Scott
To get the booklet go to www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
We are about to release our research booklet entitled "Things you should know about cloud HR solutions". It's a fascinating insight into 8 key areas to be aware of during a cloud HR solution implementation.
Cloud HR: clear flying or congested chaos?Rob Scott
Cloud based HR solutions are inevitable, but what are the things you should be considering. Presence of IT have competed a 'social experiment' using a real cloud based HR product to determine the people related issues and business decisions required before and during an implementation. Our full booklet on the research can be obtained from our website at www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
What does the future of recruitment look like. This presentation takes a look at some aspects of the future solutions and how they will be introduced into Recruitment solutions
Position management thought leadership seriesRob Scott
Effective Job and Position management from an HR perspective is rightly regarded as a practice that represents a well managed HR environment. Yet, when it comes to converting those good practices into an HRIS, we don't see the same level of enthusiasm or understanding of how the HR tool can be better leveraged. This presentation provides some views on the benefits of using HRIS Position Management tools
A focus on 4 key issues related to HR technology.
1. Cloud computing & SaaS
2. Integration between SaaS & on-premises
3. Social media impacts
4. Gamification of HR
HR Systems 2020: The Challenges and OpportunitiesRob Scott
Rob Scott, Human Capital Services Practice leader at Presence of iT (www.presenceofit.com.au) presents a paper on the future of HR systems and how personal health measurement is influencing HR and the work environment.
4. robscottinsyd
The HR benefits of colliding Social,
Gamification and Mobile platforms
5. We’re talking a “Big Smash”
2 000 000 000 000 000 000 000
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TWO QUADRILLION
• The amount of (megabytes) information mankind broadcasts annually through TV,
radio, newsprint, post, e-mail, social tools, blogs …..
• Equivalent to everyone reading 174 newspapers cover to cover every single day
• We have been increasing our ability to store information by 28% per year since
1986
7. Todays
Insights
AGENDA
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THE AXIS OF WORKFORCE AND WORKPLACE CHANGE
Social tools
Gamification
Mobile
THE POWER OF 3
The impacts on HR and HR technology
WRAP UP & QUESTIONS
8. Where is HR on the digital divide
Narrow view of digital
transformation.
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Automated just about every
aspect of its customer
experience.
11. Ab
Align to
business goals
robscottinsyd
A
Analytics
Gs
Next-Gen
Strategy
Hs
HR Strategy &
Governance
Is
Industry
SWOT
Mm
Measurement
Rm
Risk
Management
Vm
Leadership &
Value Motive
Ws
Workforce
Segmentation
Cs
Compensation
Gm
Goal
Management
Ob
On-boarding
R
Talent
Acquisition
Sp
Succession
Planning
Sw
Workforce
Planning
Cr
Core HR
Information
Pr
Payroll &
accounting
Pos
Position
Management
Ta
Time &
Attendance
S
Scheduling
Cp
Career
Planning
Cwm
Contingent
Workforce
Ld
Learning &
Development
Pm
Performance
Management
M
Mobility
(Global/local)
Ksa
Knowledge,
skills,attributes
Od
Organisation
Design
Sc
Social,
Collaboration &
Gamification
Ev
Employee
Value prop.
Mc
Mentoring &
Coaching
Vr
Variable
Reward
Wh
Workplace
Health
Cm
Change
Management
C
Culture
Dm
Delivery
Model
Sv
Shared Values
Sl
Style
E
Ethics
D
Diversity
Eb
Employer
Brand
STRATEGY
TACTICAL
SOLUTIONS
OPERATION
SOLUTIONS
ENVIRONMENT STIMULANTS
BONDS
40
12. Ab
Align to
business goals
robscottinsyd
A
Analytics
Gs
Next-Gen
Strategy
Hs
HR Strategy &
Governance
Is
Industry
SWOT
Mm
Measurement
Rm
Risk
Management
Vm
Leadership &
Value Motive
Ws
Workforce
Segmentation
Cs
Compensation
Gm
Goal
Management
Ob
On-boarding
R
Talent
Acquisition
Sp
Succession
Planning
Sw
Workforce
Planning
Cr
Core HR
Information
Pr
Payroll &
accounting
Pos
Position
Management
Ta
Time &
Attendance
S
Scheduling
Cp
Career
Planning
Cwm
Contingent
Workforce
Ld
Learning &
Development
Pm
Performance
Management
M
Mobility
(Global/local)
Ksa
Knowledge,
skills,attributes
Od
Organisation
Design
Sc
Social,
Collaboration &
Gamification
Ev
Employee
Value prop.
Mc
Mentoring &
Coaching
Vr
Variable
Reward
Wh
Workplace
Health
Cm
Change
Management
C
Culture
Dm
Delivery
Model
Sv
Shared Values
Sl
Style
E
Ethics
D
Diversity
Eb
Employer
Brand
STRATEGY
TACTICAL
SOLUTIONS
OPERATION
SOLUTIONS
ENVIRONMENT STIMULANTS
BONDS
SOCIAL
GAMIFICATION
MOBILE
13. Social
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SOCIAL TOOLS
VS
SOCIAL MEDIA
THE WISDOM
OF THE
CROWD
The concept of
CONTROL must
be rethought.
Social challenges
the fundamental
principles of
“Who, What,
When, Why and
How”
14. Social IMPACTS FOR HR
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Business to
consumer
Location based
campaigns
Short-life content
#Tag consolidates
knowledge
Measure &
impact
Applicants and staff have the same
expectations as consumers.
Big data lets new jobs find you before
you even know you are looking.
The concepts of sharing information
that cannot be stored. It has limited
shelf-life.
The #tag is the common thread for
knowledge management and
sharing.
Social tools are creating measures
that can be used for assessments.
15. Social
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The digital immigrants have now
caught up to the digital natives –
we are now all digital citizens.
The fastest growing demographic
on Google+ is 45-54 and
on Twitter it is 55-64!
“
”
16. Social
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47%
Millennials who say a
prospective employer’s
digital reputation
matters as much as the
job it offers
31%
Willing to spend their
own money on a new
social tool if it made
them more efficient at
work 80k
Adobe Management
hours saved by replacing
old PM process with
Social “Check-ins”.
Attrition at low
of 6.7% 45%
SHRM45% of human
resources leaders don’t
think annual perform
reviews are accurate
appraisal
We have matured in understanding how to make Social part of the
real world and not one that remains in the augmented reality
world
18. Gamification Gamification in the business context is
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taking the game mechanics/psychology
- attributes like puzzles, play,
transparency, design and
competition—and applying them to
real-world business processes, such as
on-boarding, learning, development,
PM and health & wellness.
“
”
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Building blocks of a great game:
Gamification
Challenge Progress
Status Reward
Social, Networked & Expressive
21. Gamification
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Finding the right
“Flow”
Find your gaming
language
Process impact
Breaks the ice
Flexibility
The balance between distraction
and achieving a business objective.
Trivial names like “Ninja Player” and
“Achiever” must fit your company
culture.
More processes than you think are
impacted when gaming is introduced.
Gaming elements are often the first
tools used for interaction.
The name of the new game is
personalisation not standardisation.
23. Mobility LOCATOR
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INTERNET
OF
THINGS
NO
TOUCH
WEARABLE
THE
SOCIAL
‘HUB’
> TAILORED CO-CONNECTED EVOLVED ECOSYSTEM
INTIMACY
OPTIONS
NON-SQL & DEEP
LEARNING
Mobile devices now
account for over a billion
job searches per month.
Seventy percent of job
seekers using mobile act
within an hour as
compared to 30% of job
seekers using a PC.
68% of job seekers use a
mobile to job search, but
only 20% of companies
are [M] optimised
> Apps will grow and
applications PERSON TO COMPUTER
will shrink
> Apple & Android app
stores both exceed 1
million apps
> In 2014 86% of mobile
activity is through an
app, up from 80% in
2013
> Business apps are 6th
most popular
Augmented
Sensory Gestures
WORK
‘HUB’
AUGMENTED
REALITY
Still Value in at the stake beginning
until
stages
2020 PERSON ($14T)
TO PERSON
The Internet of Things
in its most basic form
is where products and
items are connected
online to each other
and to humans
> 10B things (0,06%)
currently connected
out of 1.5T
Togetherness
Performance
Healthcare
Emotion
Bespoke
Decisions
Alert/Prevent
Authenticate
PSFK Future Of Wearable Tech Report – Jan 2014
Research firm ABI
estimates industry will
hit $6 billion by 2018.
> 2020 - 80% of health
Google insurance premiums use analytic Ingress
will
data
collected by wearable
health monitors
> Data from wearable
devices will drive 5% of
sales from Fortune 1000
companies by 2021.
25. The Power
of 3
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THE SYNERGY OF THESE 3 TOOLS IS CREATING:
• A Fundamentally different working framework
• Long digital “Trails” – information that can be tracked,
integrated and analysed
• Greater integration and flexibility
• An empowered employee with a stronger voice and ability
to participate and create their work environment
The “Power of 3” will disrupt, but it’s not
necessarily a bad thing for HR transformation
26. The Power
of 3 After jumping from 52% in
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2011 to 74% in 2012, 73% of
this year’s survey respondents
say that social business is
important or somewhat
important today. Nearly 90%
see its importance on a three-year
horizon.
“
”
27. The Power
of 3 IN A DIGITAL HR WORLD, THE MOST RELEVANT
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AND USEFUL DATA WILL BE CREATED OUTSIDE
OF CURRENT HR SYSTEMS
Data &
integration
are
paramount
ANALYSING A WIDE ARRAY OF NON-HR DATA ON PEOPLE’S
LIVES TO CREATE STATISTICALLY VALID PREDICTORS OF
PERFORMANCE AT WORK
SUCCESSFACTORS, AN SAP COMPANY, TRACKS EMPLOYEES’
SEARCHES OF EXTERNAL BLOGS OR PODCASTS TO SHOW
EXECUTIVES HOW AND WHAT EMPLOYEES ARE LEARNING.
The ability to take initiative is a far better predictor of high
performance on the job than stellar academic records from
prestigious schools
28. The Power
of 3 DIGITAL HR WILL HAVE A SIGNIFICANT IMPACT
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ON PROCESS AND STANDARDISATION
• Process and standardisation are necessary to compensate
for HR systems limitations and application of control
• Data and insights from a digital HR world will eventually
trump process in terms of importance
• The ability to statistically determine the key drivers of
performance based on hard data, may become much more
important than generalized rewards, development, or
learning processes
29. The Power
of 3 THE FUTURE HR TECHNOLOGY POSITION
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• Source of truth
• Core data
• Temporary store
for shared data
• “Key rules”
• A platform
• A trigger
30. The Power
of 3
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A FUTURE LEAVE SCENARIO
The “Siri” voice indicates that it
has checked my online diary as
well as my partners diary and
there seems to be a “perfect
week” gap.
I indicate that I would like to
take the leave, and ask Siri to
put it in our diaries and confirm
once it is done.
A few minutes later it confirms
the leave entry and ensures all
parties are notified
appropriately.
While doing some staff
planning, my manager
notices that I have some
bench time for a few
weeks. He hits the “auto
leave approve” button for
that time-period to allow
for me to take leave
without waiting for
approval.
While I’m doing an AR training
course on “reaction time”
while driving to work with my
google glasses, the data that it
collects as well as information
that it has derived from my
other social activities on
Yammer, LinkedIn, Klout and
Facebook cause the
programme to interrupt and
“suggest” that I need some
rest time and that it has been
pre-approved.
31. The Power
of 3 HR AS
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SOCIAL,MOBILE AND GAMIFICATION ARE CREATING NEW TRENDS
MIDDLEMAN
SEPARATE HR
ACTIVITIES
VALUE BY HR
RIGID
BOUNDARIES
EMPLOYEE
CONTROLED
INTERWOVEN
VALUE BY
CROWD
CHOICE
HR OWNS
DATA
HR BORROWS
DATA
32. The Power
of 3
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Custodian to
coach
HOW DO YOU FEEL?
Structure & size
of HR
Administrator to
data miner
Implement HR
tools to interface
builder
Standardisation
to
Personalisation
Customised &
targeted offerings
33. Wrap-up &
Questions
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KEY TAKE AWAYS
• Social, Mobile and Gamification are tools with great
potential for HR
• Like all thinks they require a strategy & plan to make
them effective
• Don’t get caught up in your own fears of technology or
that HR is the custodian of people practices
THANK YOU
Editor's Notes
Key points:
The financial industry may seem highly digitized – you can access your banking online, use online calculators to workout paybacks and loans. But that is where it stops. Try buying a mortgage online and you cant. It reverts back to a paper based system very quickly and you need to go into a back and complete lots of paper work, duplication of data, signatures of you, your partner etc. This is not a digitized industry.
On the other hand, lets look at the airline industry. From the time you want to book a flight or a holiday with accommodation, you can do it online. You also don’t have to go to the airline that you are considering, you can use your preferred tool to book and search eg. Expedia can be used to book my Qantas flight. I still provide my FF number and I still get my points. I can book hotels, cars, insurance. I have very limited interaction with anyone. I can check online what other people think e.g.. Trip advisor to make up my mind. If it’s a local flight I can load my own luggage and use my phone to scan at the entrance to the plane. – this is a digitized industry, and its still not finished. One could argue that the Travel industry is as high risk as the banking example, but one has made it work, the other hasn’t.
Where does HR sit in this continuum – well its very close to the bank. We have basic front end stuff like ESS and MSS, but there is very little choice – we are still stuck in the “standardization” mode of thinking in order for HR to control its environment.
HR can take a leaf from the Marketing function. The graphic show the key functions of Marketing and the typical tools that are available to provide services, Many of these tools are platform agnostic so allowing a person to use one product, but other to view, update etc in another format
An example is eg. Call centre tools. You don’t call Optus support and hear a message that says you must first download their software before you can interact with it, or If you book an event, you don’t have to load the event management tool.
HR has done some of this thinking in the recruitment tools for Eg. But it hasn’t applied the same thinking to internal HR processes and thinking to improve the process and usability. If you think about it, why cant I connect.
So while HTML has become a good platform for access to lots of information, that is not the same think as using a interacting with data from a different platform. In HR’s case, I'm talking about accessing HR services and information from my preferred device and tool.
These are the areas of HR – there are a lot of them as you can see- it shows the breadth that HR has to cover off in the field and its why sometimes that HR does not know where to focus – there is simply too much. However, if we look at al these elements we will see how so many of them are actually influenced by the 3 axis that we are looking at today. What this does tell us is that while we have a lot of opportunity to better uses thee tools to simply get greater and better automation, but not as we currently know it – we are thinking to transactionally right now, and the vendors are only now starting to realise that the future data that is going to be important to organisations is not only transactional data, but will be data derived from other media such as video and pictures. This is called non-SQL database
Social media is not the right word – it implies more a sharing of information like a newspaper or radio. Social as we are seeing is far greater than that, it is a way of operating and the tools and apps that we see emerging are enabling people to execute personal and business decision, communicate, get feedback, influence others, have visibility of important things, it is often an opt-in philosophy than a dictation.
The second point builds on the first one, in that one of the key benefits of social tools and environments is understandiing to power of collective thinking and outputs. Initially many people are sceptical of how the crowd can work because it is often seen as a bunch of people who have got nothing better to do but contribute random thinking to a discussion. But this is a wrong assumption, as we are maturing in the social sphere, people are starting to see the value that can be obtained from doing this correctly. Take the example of open source software, that has been using the power of the crown for a lot longer that current social tools – they have learnt that by adding and improving the software, does not take away thinks like competitiveness. With open source, you can use the software for your own advantage, but you share the incremental changes you make for the benefit of the greater good and community.
We are starting to see this emerging in products that support things like Social recruitment or Social goal setting (eg. Salesforce.com’s product Work.com (previously Ripple))
If you really want to derive the full benefits of Social tools, you have to reassess the concept of control. Social tools and leverage is not built on the same foundation as hierarchical organisational structure, which boxes control and flow of information. Social is the antithesis of this in so many ways. The concept of who talks, who makes decisions, what is said and what information is shared in not limited to the hierarchical flow. As an organisation you need to understand this if you are wanting to make the social environment work for you.
There is a need for a leadership and management rethink. Eg. How will managers deal with employees sharing and getting other people across traditional boundaries to help achieve their goals. This is an influence game, not a command and control game.
So what are the impacts for HR. There are many but if I try to summaries these into 5 they would be as follows:
Employees have consumer expectations – particularly the younger generation who have grown up in am era that allows them to most tasks online
Location base … these software examples are being used to do predictive analytics…. Being built into software. It’s not some trick, but is using different sources of data and analytics to help with decision making around the talent sphere.
Short life content is an interesting way to share information but link it to a timeline for seeing it. This is similar to Snapchat that many of your kids may be using. The concept of self destructing information will become prevalent