This document discusses how digital tools can help unlock the potential of HR functions. It notes that while talent searches have gone digital with the rise of mobile, HR has been slower to adopt digital. It finds that most companies still take a beginner approach to using social media and digital tools in recruitment and learning. The document outlines how digital can provide increased speed, learning outcomes, insights, and brand visibility for HR. It also examines barriers like outdated HR systems and a lack of data-driven insights. Finally, it explores how HR can embrace emerging trends like cloud, social networks, analytics, mobile, and gamification to provide seamless experiences and data-driven talent management.

1. Using Digital Tools to Unlock HR´s True Potential
“How to keep your feet on the ground, but head in the cloud“
January 28, 2014
Transform to the power of digital

2. People & Performance supports Strategy Execution and secures Efficient HR
People & Performance
People & Performance Sweden/Finland
 Supporting Strategy execution through People
‒ Talent and Competence Management
‒ Culture transformation and Change Management
Anna Karin Vernet
Director / Head of
People & Performance
 Securing efficient HR Functions
‒ HR Operating Model: global, regional and local service delivery
‒ Efficient Shared Service Centers and benchmarking
P&P Global practice network
Norway
Capgemini Consulting is the partner of
the MIT in the study of digital
transformation
Sweden
Netherlands
Belgium
Germany
US
France
Partnership with MIT
Finland
UK
Phone: +46 708 919560
E-Mail: annakarin.vernet@capgemini.com
Spain
Argentine
India
Australia
The objective is to understand how the “digital
winners” are managing (or have managed) their
digital transformation, starting from “brick and
mortar” and moving to a “digital company”, and to
identify some guiding principles and best practices
Copyright © 2014 Capgemini Consulting. All rights reserved.
2

3. Talent has gone Digital…
”Mobile devices now
account for over one
billion job searches.”
Source: 2012 Social Job Seeker Survey, Jobvite 2012
Copyright © 2014 Capgemini Consulting. All rights reserved.
3

4. … but not HR
Use of social media in employer branding and recruitment
Use of Digital Tools in Learning and Development
Beginner
43%
Beginner
Has started to be visible in social media.
Majority of employee marketing and
recruitment ads are posted on websites and
traditional career sites.
Mainly use face-to-face classroom training
for learning and development.
59%
Conservative
31%
Conservative
Limited use of social media. Use online
recruitment tool that is integrated with HR
system.
Complement face-to-face classroom raining
with e-learning tools and webinar sessions.
18%
Fashionista
20%
Fashionista
Using social recruiting techniques, with
customized approaches based on the
uniqueness of each platform, in all our
employer branding and recruitment
campaigns and as a way to interact with
potential candidates.
Using several learning platforms with social
features for peer learning and collaborative
learning platforms with a broad access to
interactive and social tools.
18%
Digirati
6%
Digirati
Using social recruiting and branding
techniques based on same logic as internal
tools for communication and development
as way to interact and strengthen our
brand.
Using e-learning modules with social
features based for peer learning and
collaborative learning platforms with
features to share information and stories
and learn from each other’s experiences.
5%
Source: Capgemini Consulting HR Barometer Survey 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
4

5. Digital offers innovative ways to attract, retain and engage talent
Increased Speed and
Efficiency
of Recruitment
Enhanced Learning
Outcomes
Impact of
Digital in HR
Real-Time Insights
and Accuracy
Increased Visibility
and Brand Strength
Source: Using Ditigal Tools to Unlock HR´s True Potential, Capgemini Consulting 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
5

6. What are the barriers holding back Digital in HR?
Current HR IT systems do not support the latest digital technologies
Source: Capgemini Consulting HR Barometer Survey 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
6

7. Lack of data-driven insights reduces HR´s ability to make informed decisions
Data-driven analytics and insights supports successful Talent Management
Source: Capgemini Consulting analysis 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
7

8. The road ahead starts with building top-management consensus…
Source: Using Ditigal Tools to Unlock HR´s True Potential, Capgemini Consulting 2013
Copyright © 2014 Capgemini Consulting. All rights reserved.

9. When upgrading the HR IT landscape, look for new solutions providing data, analytics and
social tools ensuring seamless multichannel experiences and data-driven insights
HR need to leverage on key current and emerging trends in HR IT
Key Current Trends
Key Emerging Trends
Systems Integration
1
Cloud & SaaS
Cloud computing is
gaining prominence
with its user friendly
interface and cost
2
advantages
Multiple factors such as
reduced total cost of
ownership, are driving
SaaS HRM adoption
Social Networks
Social networks are
enriching HRM
processes
4
Systems integration is
becoming essential
across applications and
platforms
Analytics
5
Vendors too are
consolidating, to offer a
comprehensive suite of
HR solutions
Predictive analytics and
big data are becoming
prerequisites for
building an integrated
HRMS data warehouse
Mobile devices
3
Companies are
encouraging use of
personal devices
Mobile devices are fast
gaining acceptance with
advent of mobile
workforce
Gamification
Gaming concepts
have begun
working their way
into key HR
functions
6
Source: ‘Top 10 predictions for HR technology in 2013’, IHRIM; ‘Trends 2010: HRM processes and applications’, Forrester, 09-12-2009; ‘Consolidation and innovation transform the HRM vendor
landscape’, Forrester, 13-11-2012; Gamification – Impact on HR’, Talent Neuron, 05-06-2013
Copyright © 2014 Capgemini Consulting. All rights reserved.
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10. Thank you for your attention!
Anna Karin Vernet
10

11. Place your bets in the HR agenda - building on business challenges and people trends
People Development Areas
Business Challenges and
People Trends - examples
Revitalizing Leaders &
Managers
Cost Pressure
Digital World
Other
?
?
?
Cultivating Talent
Performance and profit
Drivers - examples
Future Working
?
Connecting People and
Organizations
Transforming HR
War For Talent
?
?
?
Creating sustainable
change
Attracting the right
people by a cost
efficient approach
Increase
competitiveness by
securing strategic
competencies
Social collaboration
for improved
engagement &
innovation
Source: People & performance framework, Capgemini Consulting 2013
?
HR process efficiency
through a digitally
enhanced HR IT
landscape
Other
Copyright © 2014 Capgemini Consulting. All rights reserved.