The document discusses emerging trends in HR and talent management, emphasizing the importance of adapting to rapid changes in technology, demographics, and social behaviors. It highlights the role of big data in HR processes such as hiring, retaining, coaching, and workforce planning, suggesting that organizations should leverage comprehensive employee data to drive business outcomes. Additionally, it underscores the significance of mobile integration and cloud technology in enhancing HR functionalities and employee engagement.

1. Thinking outside the ( In ) box
What today’s big trends mean
for HR and Talent
HR Florida – August 2013

3. Presenter Info
• Steve Boese
• Co-Chair HR Technology Conference
• HR Exec Magazine Technology Editor
• Host of HR Happy Hour Show and Podcast
• BBQ Aficionado
• Trish McFarlane
• Director Human Resources
at Perficient
• Founder of HRevolution
• Football Mom

5. Change is coming
at us faster than
ever –
technology,
demographics,
social, and more

6. Maybe you’ve heard of these brands?
None of them existed before 1998

7. Maybe you use these technologies
You haven’t been using them long…

8. And have you noticed everyone
you seems to be getting older?
Don’t worry, you seem to be holding up…

9. You’re busy, you’re understaffed, and under budgeted.
But that’s ok, (you saw Moneyball, right?)
• You – “I don’t have the
time/resources/budget/tech
expertise to keep up with
everything”
• The Universe – ‘‘Waaahh’’
• Snap out of it, you can compete
with the Big Boys.
• How?
• By being more aggressive,
smarter, faster, willing to take
chances, and thinking
differently about data, tech,
and what they mean

14. One in Every 7 Humans on Earth
is an Active Facebook User*
- As of October 2012 Facebook had over 1 Billion active users.
One fifth of all time spent
online is spent on social
platforms (#1 online activity)
Why should you care?
* As of this date we are unsure of the social
networking habits of humans on other planets

15. Big Data for HR and Talent
• A complete history of employees, and their experience, skills,
work projects, education, certifications, licenses, awards,
performance, compensation, benefits, attendance, work
products, competencies, comments, conversations,
connections…
• All of the same information for all the people that used to work
for you
• All of the same information for those people who want to work
for you
• All of the same information for those people that you want to
recruit
• How all or some or one of those pieces of data you’ve gathered
actually influence, impact, and drive business outcomes for your
organization

16. Get Your HR shop ready to talk about
BIG DATA
You’ll need to take an inventory
of all the HCM data you
currently have:
– HRIS/Payroll/Benefits/ATS
– Collaboration tools and Portals
– Carefully tended and guarded
spreadsheets and local
databases kept by employees
Then ask yourself this question:
– What could we do differently
and better if we only knew ___?
(fill in the blank)

17. THINK ABOUT THIS: Here are some
possible ways BIG DATA will change
your workplace
• VIDEO: ”
• HIRING: Rich candidate profiles automatically matched to job
requirements, hiring manager preferences, team dynamics, and
cultural fit elements reduce the ‘bad hire’ syndrome.
• RETAINING: Sophisticated algorithms assess myriad data points to
predict high performing talent at a high risk of loss. Systems ‘learn’
what rewards and incentives to offer.
• COACHING: Deep insight into high performance characteristics and
the likelihood of success drives decisions on feedback preference,
development opportunities, and internal succession. Employees can
generate dynamic career paths based on multiple factors.
• PLANNING: Workforce planning systems incorporate real-time
variables like weather, traffic, social signals, and worker health and
alertness to better align talent with demand.
• ALIGNING: Data informs talent strategy like never before. The impact
on talent from business decisions becomes much more clear.

19. Do we still have to
talk about
mobile?
<yes, kind of>

20. The only chart you need to show when
justifying a mobile HR project

21. But the real secret of mobile is that
it’s not about mobile at all
• People like to do all of the same things on
mobile devices that they like to do on PCs
• Tablets are known as ‘lean back’ devices,
most tablet use is at home, in the
evenings
• Smartphones, unless you are specifically
deploying some type of ‘mobile-only’
solution, are just one of four primary
‘screens’ we consume and create with
• So a smarter approach is to think less
about a ‘mobile’ strategy, and more about
a ‘How do our employees want to engage
with our solutions’ and ‘How can we
deliver the right information where, how,
and when our employees want it?’

22. Mobile for HR and Talent
• Recruiting – Mobile Career sites, mobile talent
discovery, video interviewing and candidate
engagement
• Learning – Course content optimized for ‘as and when’
learning, democratized content creation, ‘bite-size’
learning
• Workforce Management – Time, expenses, schedules,
time off, real-time staffing alerts
• Directory – One touch access to formal organization
chart and informal expertise networks
• Connecting – Internal social feeds and content
aggregation. Kudos, likes, and recommendations
• Intelligence – Push notifications sent from smart HCM
systems
• ‘How can we deliver the right information
where, how, and when our employees want it?’

23. THINK ABOUT THIS: More on where
mobile is heading and how it will
impact your workplace• VIDEO: ”
• VIDEO: Create, upload, and share content anytime and
from anywhere. Capture front-line feedback from
employees, partners, and customers
• IN YOUR STORES: Every manager and supervisor has
access to real-time data on sales, costs, traffic, workforce
plans, and other predictive data to enable faster
decisions
• INTERNATIONAL: The predominant method of accessing
the internet in the developing world is via mobile.
• GENERATIONAL SHIFT: ‘You know when I use email?
When I need to get in touch with an old person.”
• VOLUME PLAY: Mobiles outselling PCs, getting larger
(Phablets), and more capable every year

25. So what is this ‘Cloud’
thing everyone keeps
talking about?
<let’s review>

26. Remember these?
Or buying software
like this?
Or if you were ‘techie’
maybe you had this?

28. The Cloud for HR and Talent
Social Mobile Integration Analytics Reliable Secure
Recruiting Performance Mgmt
Compensation Learning
Core HR
System

29. How the Cloud empowers HR
Through the following:
• De-coupling the infrastructure of
HR technology from the value
that can be derived from HR
technology
• More rapid and frequent uptake
of new innovation in technology
• More options and capability to
deploy on mobile devices,
incorporate social tools, and the
latest in UX design
• Allows organizations to grow,
shrink, change, and pivot with
more flexibility than ever before
• Ability to partner with services
for social, gamification,
collaboration, storage, and more

30. THINK ABOUT THIS: More on how
THE CLOUD changes the way we work
• SPEED: Ideas move as fast as they can be created,
technology and infrastructure ceases becoming a
barrier or requirement
• INNOVATION: Software as a Service morphs to
‘Innovation as a service’, ‘Talent as a Service’
• PEOPLE: How you find, connect with, and learn
about talent. LinkedIn endorsements, Klout, or a
‘Yelp for Talent’, Socially-powered referrals
• PHYSICAL SPACE: The cloud challenges the
importance and meaning of ‘real’ space – retail,
distribution, office, meetings
• CONNECTION: Data, people, signals, insight – all
become available to everyone in the organization

32. Let’s agree to spend some
time thinking about more
than just the latest
payroll update, Benefits
mandate, and break room
refrigerator incident
So where to start?

33. I know you’re busy, so these are fast and
easy…

34. And you are probably already doing this,
but let’s double check…
Podcasts – like HR Happy Hour
Blogs – Feedly, Digg Reader, Science blogs, design
Webinars – HR Executive, HCI, HR.com, Fistful of Talent
StumbleUpon, Zite – Content Discovery
Magazines – HR Executive, Scientific American Mind
Slideshare – these slides are at – bit.ly/HRFL13Inbox

35. DEEP THOUGHTS:
How do you get your
HR organization to
think about the
world beyond HR?

37. steveboese@gmail.comno
steveboese.squarespace.com
HRTechConference.com
Twitter: @SteveBoese
LinkedIn: http://www.linkedin.com/in/steveboese
Don’t be a stranger…
trisham89@gmail.com
Hrringleader.com
Thehrevolution.org
Twitter: @TrishMcFarlane
LinkedIn: http://www.linkedin.com/in/trishmcfarlane