The world of work has undergone massive transformation, and the “future of work” is NOW. HR teams around the world are being challenged to help their organizations keep up with the pace of change, maintain their competitive advantages within the markets they serve and build world class organizations. There is no correct path to success but those organizations who are able to adapt to the changing realities of our global business community, and leverage technology to support and enhance internal business practices are at the forefront. What can HR do to lead the way in contributing to this? Can they? What does scaling HR through technology mean? In this talk, Jeff Waldman will take the audience on a journey to understanding the following: 1) What does the world of work now look like, and why it matters? 2) What does HR need to be focusing its resources on, and why? 3) Why is technology so important to HR’s success and what is it supposed to help achieve? 4) What does scaling HR through technology mean and look like?

1. is Through Technology
Changed. How You Scale HR
The World of Work Has
Jeff Waldman@JeffWaldmanHR

2. The Future of
Work is NOW.

3. The Workplace is
Constantly Changing
Physical Office
– Work
Anywhere
Work-Life
Blending
Globalization
of Talent
Imbalance in
Talent Supply
& Demand
Speed of
Change
Technology
Diversity,
Inclusion &
Belonging
Demographic
Shifts –
Millennials

4. In 2020 Millennials
Will Outnumber
Baby Boomers

5. Millennials Want…
→ Highly flexible workplaces
→ Interesting career development opportunities
→ Non-traditional learning options
→ Socially conscious organizations
→ A strong sense of purpose in work
→ dAwesome experiences

6. Canada’s tech talent
shortage by 2021…
216,000 people

7. It’s Becoming a
Buyer’s Market

8. The HR Tech Market
is Massive

10. 3x faster
20%+ lower
error rate
Voice Recognition

11. Artificial Intelligence
Candidate
Screening &
Management
Analytics &
Insights
Employee
Onboarding
Employee
Training
Compliance &
Admin
Meeting
Management

13. US Bank: AI for Hiring
Challenges
• Managing sheer volumes of applicants
• Candidate experience was declining year-over-year
• Slow recruiting impacting quality of hire
• Year-over-year increase in admin and labour costs
• Employer brand was suffering year-over-year
Impact of
AI Solution
Roll-Out
• Significant reduction in administration – able to
deploy resources to focus on strategic work
• 15%+ increase in candidate experience
• 30% decrease in administrative costs
• Significant boost to employer brand strength

14. Virtual/Augmented Reality
Recruiting
Employee
Onboarding
Employee
Training
Interactive. Immersive. Memorable.

15. Walmart VR Training
Challenges
• Sheer volume: 140.,000+ employees annually
• Inconsistent training quality standards
• Inability to prepare employees: e.g. Black Friday
• Sheer costs: $ billions annually in training spend
• Poor learning retention
Impact of
Virtual
Reality
• Able to accurately re-create specific scenarios
• Significant increase in retention and engagement
• Better test scores and overall training experience
• Increase in quality of customer experience
• Still costly so not maximized

16. Let’s Pause Here
For a Moment

17. Impact to HR?
Talent Supply
Problem
Changing
Employee
Interests &
Preferences
Technology
Proliferation
It’s getting REALLY damn hard to attract, recruit,
engage and retain top talent.

18. How do you win?
It’s all about the
EXPERIENCE

20. New Role for HR
Culture & Engagement are King
Organize Work Around Teams
Feedback Drives Performance
Agile Performance Management
Continuous Learning Employee Experience Design
Be Digital – Don’t Just Talk About It
Iterative & Experiential Leadership
Diversity, Inclusion & Belonging
Tech Does NOT Replace People
Lean on Tech/Data So HR Can Be Strategic

22. What Does
HR Scale
Mean?
Maximizing Resources + Minimizing Costs +
Maximizing the Experience

23. Scale HR: Step 1
Identify the Business Strategy
→ Growth trajectory or downsizing
→ Investing or divesting
→ Market expansion
→ Product expansion
→ Internal operational changes – e.g. office

24. Scale HR: Step 2
Identify Business Challenges/Pressures
→ Operating financials
→ Organizational growth and skills
→ Increased competition – business and talent
→ Changing business infrastructure
→ Leadership
→ Other…

25. Scale HR: Step 3
Impact to HR Plan – Evaluate & Prioritize
→ Talent attraction, engagement, retention
→ Leadership, employer brand, performance
→ Candidate and employee experiences
→ Evaluate your HR tech stack – sufficient?
→ Budget, HR resource allocation
→ Change, start doing, stop doing

26. Boils Down To…
Administrative
Tasks
HR Technology
Value Add –
Experience
Enhancing$$
Does your HR tech help you achieve your plan?

27. Case Study: Overview
• 50+ employee company and just obtained $20 million funding.
• Plan to expand into 2+ countries, grow to 150+ employees within
18-24 months.
• Likely move to a bigger office in Toronto – relocation of staff to
new global offices.
Step 1
Step 2
Step 3
• Immense pressure on leadership to maintain strong culture.
• Significant investments putting pressure on profit margins.
• Huge challenge to mature operations to support steep growth.
• Impact to all areas of HR, specifically recruiting, employee
engagement, organization structure and leadership.
• Currently have a simple HRIS.
• Managing recruiting by spreadsheets – leaders spending too
much time recruiting and over-reliance on external agencies.
• Very administrative – leveraging the cloud a little bit.

28. Case Study: Solution
→ Priority #1: strong HRIS – single source of data, minimize
administration, strong analytics and reporting, integration,
strong UI/UX (mobile).
→ Priority #2: recruiting CRM – sourcing, talent pipelining,
collaboration, integration, awesome UI/UX (mobile), branding,
social.
→ Priority #3: employee engagement – AI power, deep dive,
reporting, trend analysis, etc…
→ Note: HR team needs to evolve –reduce admin and increase
strategic (focus on experiences).

29. Recap
→ The workplace is changing – millennial take-over, talent supply
and demand imbalance, technology proliferation. It’s all about
the EXPERIENCE.
→ The HR software market is MASSIVE – be smart about it.
→ Modern HR tech includes voice recognition, artificial
intelligence, vitual and augmented reality – highly SCALABLE.
→ Your HR TECH STACK should help you reduce administrative task
requirements and increase/boost the experience.
Tech is about enabling you to focus on value-add

31. jeffwaldmanhr@gmail.com
www.jeffwaldman.ca
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/JeffWaldmanHR
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Thank-You