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Thinking outside the Inbox - HR Florida 2013

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Thinking outside the Inbox - HR Florida 2013

  1. 1. Thinking outside the ( In ) box What today’s big trends mean for HR and Talent HR Florida – August 2013
  2. 2. 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
  3. 3. Change is coming at us faster than ever – technology, demographics, social, and more
  4. 4. Maybe you’ve heard of these brands? None of them existed before 1998
  5. 5. Maybe you use these technologies You haven’t been using them long…
  6. 6. And have you noticed everyone you seems to be getting older? Don’t worry, you seem to be holding up…
  7. 7. 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
  8. 8. 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
  9. 9. 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
  10. 10. 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)
  11. 11. 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.
  12. 12. Do we still have to talk about mobile? <yes, kind of>
  13. 13. The only chart you need to show when justifying a mobile HR project
  14. 14. 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?’
  15. 15. 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?’
  16. 16. 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
  17. 17. So what is this ‘Cloud’ thing everyone keeps talking about? <let’s review>
  18. 18. Remember these? Or buying software like this? Or if you were ‘techie’ maybe you had this?
  19. 19. The Cloud for HR and Talent Social Mobile Integration Analytics Reliable Secure Recruiting Performance Mgmt Compensation Learning Core HR System
  20. 20. 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
  21. 21. 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
  22. 22. 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?
  23. 23. I know you’re busy, so these are fast and easy…
  24. 24. 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
  25. 25. DEEP THOUGHTS: How do you get your HR organization to think about the world beyond HR?
  26. 26. 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

Hinweis der Redaktion

  • Here’s my logo slide – if I ever get more I will make them smaller
  • While we have been talking about how technology improvements – consolidated HR systems, more ESS and MSS, and more ‘connected’ workflows will free up time for HR departments to think, plan, and act more ‘strategically’, the truth is these gains or wins have only partially delivered on their promise to liberate HR from the historical place as an administrative function. Something - new regs, business changes or expansion, M&amp;A, a crazy employee who decided not to show up after downloading half of the new product designs from the server – always seems to get in the way. Complicating this, is the fact that the external environment is probably more dynamic, fast moving, and unpredictable than ever. BUT that is your new reality in HR.Let’s give just a few quick examples of what I am talking about.
  • Some of the world’s most powerful, influential, and iconic brands are relatively new. How many folks in this room access these sites every week? Every day? Five times a day? Since I started talking about 5 minutes ago?
  • Think about all the technology you carry with you if you dare to leave the house. Me: Hey that coffee shop has wifi? P: Big deal, every shop has wifi now.Me: What do you need an iPhone for, who are you going to call? P: Duh – an iPhone isn’t for calling people, it’s for going on Youtube and playing video games
  • It is not just technology – the demographic pendulum is swinging again – and lately it seems to be making everyone in the office older
  • What is the real message of Moneyball ? To me it is more about how one organization that was at a competitive disadvantage from a pure resource standpoint was able to compete and succeed by thinking about their business differently. Embracing ideas that had been around for a while, but had not caught on until the organization found it was the only way to compete
  • Ok – so let’s talk about some of these ‘Big Trends’ shaping our environment and our workplaces today
  • Big Data – the three ‘V’s’ are one of the best ways I think to describe this phenomenon – Volume, Velocity, and Variety
  • As you would expect – a full range of technology solutions providers have jumped at the chance to help organizations benefit from the Big Data era
  • http://blogs.sap.com/innovation/big-data/big-data-facts-figures-022187Where are some of the areas where Big Data is making an impact? Sales and marketing for sure, but even little old ‘HR” clocks in as an area where ability to harness Big Data can make an important business impact
  • Just think about how you, me, everyone in this room is contributing to this growth of Big Data. Just take one example – social networking – think about how much data you create, even if you are only a semi-frequent user, when you spend time, (20%) on these networks
  • Where is the HR connection to Big Data? – This is just a start, and this is data that you probably already have, or at least most of it – but the key to it all is the last bullet – all this data doesn’t necessarily make us any smarter by itself – or increase the amount of ‘Truth’ in the world
  • What question really needs an answer? What do we think? What do we know? What is our prediction about what will happen next? What can we prove?Hiring, performance, retention, compensation, outsourcing, expansion – all these are HR and Talent management questions that data can be applied towards solving
  • What are just some examples – and I am sure you have lots of your own questions. And the key is to think about what is going to happen NEXT, not just what already happened
  • Halfway point – everyone take a moment to regroup. How are we doing on time?
  • We are still talking about ‘mobile’ as a distinct technology, but I think we won’t be for too much longer. Why?
  • This chart is a little old, but it makes the point – ‘mobile’ devices like smartphones and tablets have now surpassed PCs in total global shipments. Today you are more likely to buy the latest and best tablet or phone and let your old PC or laptop chug along for another year or so.
  • Today we live in what is called a 4 screen world – PC, SmartPhone, Tablet, TV – I am a huge NBA basketball fan – in fact the first thing I did when I arrived in NYC last night was to go over to the NBA store. A couple of years ago Bill Simmons from ESPN published ‘the book of Basketball’, all about the NBA, - greatest players, teams, etc. In the book he talked to Isiah Thomas – who was a legend as a player, less so as an executive. But what Thomas told Simmons about basketball was instructive – he said the secret of basketball was that it was not about basketball at all – it was about commitment, sacrifice, shared values -
  • Where has mobile started to take hold in HR and Talent Management? These are a few of the early approaches to applying or deploying mobile tech to HR, managers, and Employees -
  • Think SMS – you get 10x the amount of inbound email to outbound. SMS – you SEND more than you receive
  • This event is Cloud World – so I feel like I’m obligated to talk about the Cloud
  • Isn’t it funny that the ‘SAVE’ icon in most applications is still an image of a floppy disk? My 12 year old has never used one I am pretty sure.But look at that picture of the people snagging the latest box of Windows disks – man life used to be horrible. Or maybe instead, life is incredible today.
  • I liked the slide that Thomas Kurian presented – but I also wanted to make a point about speed, social, mobile, and cloud. This is a pic from about 2 hours ago that pulled from a Tweet from someone else that is here today that I don’t even know – but we are in a way ‘collaborating’ via social, mobile, and cloud in just about real- time
  • I am not really up here to pitch about specific products, but this chart does present a simple and clear depiction that says essentially this – any HR or Talent application that you need, want, or use currently can and is being deployed in the Cloud by companies like Oracle. Why does this matter?
  • Who in the organization gets more stick or has a bad image than HR? Maybe IT – who traditionally rivaled HR as the internal ‘Department of No’Cloud technologies are designed to allow the organization to move as fast as the world around them moves – upgrade cycles shrink, ability to take advantage of mobile and social developments, and capability to scale up and down are all greatly improved with Cloud technology delivery
  • Please go forth and conquer section…
  • http://www.frogdesign.com/pdf/frog_tech_trends_2013.pdfhttp://www.jwt.com/blog/consumer_insights/whats-big-100-things-to-watch-in-2013/http://www.dwforum.com/2012/12/digital-workplace-trends-for-2013/http://www.computer.org/portal/web/membership/13-Top-Trends-for-2013http://www.hrtechconference.com/