successfactors breakfast 28.1.2014

Transform to the power of digital

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

Copyright © 2014 Capgemini Consulting. All rights reserved.

People & Performance supports Strategy Execution and secures Efficient HR

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Netherlands

Finland

Spain

Sweden

Germany India

Norway

Belgium

UK

France

US

Australia

Argentine

Supporting Strategy execution through People

‒ Talent and Competence Management

‒ Culture transformation and Change Management

Securing efficient HR Functions

‒ HR Operating Model: global, regional and local service delivery

‒ Efficient Shared Service Centers and benchmarking

People & Performance People & Performance Sweden/Finland

Partnership with MIT P&P Global practice network

Anna Karin Vernet Director / Head of People & Performance

Phone: +46 708 919560 E-Mail: [email protected]

Capgemini Consulting is the partner of the MIT in the study of digital

transformation

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

mailto:[email protected]

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Talent has gone Digital…

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”Mobile devices now account for over one billion job searches.”

Source: 2012 Social Job Seeker Survey, Jobvite 2012


… but not HR

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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.

31%

Conservative Limited use of social media. Use online recruitment tool that is integrated with HR system.

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.

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.

Use of social media in employer branding and recruitment

59%

Beginner Mainly use face-to-face classroom training for learning and development.

18%

Conservative Complement face-to-face classroom raining with e-learning tools and webinar sessions.

18%

Fashionista Using several learning platforms with social features for peer learning and collaborative learning platforms with a broad access to interactive and social tools.

5%

Digirati 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.

Use of Digital Tools in Learning and Development

Source: Capgemini Consulting HR Barometer Survey 2013


Digital offers innovative ways to attract, retain and engage talent

5 Source: Using Ditigal Tools to Unlock HR´s True Potential, Capgemini Consulting 2013

Increased Speed and Efficiency of Recruitment

Real-Time Insights and Accuracy

Enhanced Learning Outcomes

Increased Visibility and Brand Strength

Impact of Digital in HR


What are the barriers holding back Digital in HR?

Current HR IT systems do not support the latest digital technologies

6 Source: Capgemini Consulting HR Barometer Survey 2013


Lack of data-driven insights reduces HR´s ability to make informed decisions

Data-driven analytics and insights supports successful Talent Management

7 Source: Capgemini Consulting analysis 2013


The road ahead starts with building top-management consensus…

Source: Using Ditigal Tools to Unlock HR´s True Potential, Capgemini Consulting 2013


When upgrading the HR IT landscape, look for new solutions providing data, analytics and social tools ensuring seamless multichannel experiences and data-driven insights

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Social networks are enriching HRM processes

Social Networks

Systems integration is becoming essential across applications and platforms

Systems Integration

Cloud computing is gaining prominence with its user friendly interface and cost advantages

Cloud & SaaS

Multiple factors such as reduced total cost of ownership, are driving SaaS HRM adoption

Companies are encouraging use of personal devices

Mobile devices

Mobile devices are fast gaining acceptance with advent of mobile workforce

Gaming concepts have begun working their way into key HR functions

Gamification

Predictive analytics and big data are becoming prerequisites for building an integrated HRMS data warehouse

Analytics

Key Current Trends Key Emerging Trends

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

HR need to leverage on key current and emerging trends in HR IT

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5

3

4

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Vendors too are consolidating, to offer a comprehensive suite of HR solutions

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Thank you for your attention! Anna Karin Vernet


Place your bets in the HR agenda - building on business challenges and people trends

Performance and profit Drivers - examples

Pe

op

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eve

lop

me

nt

Are

as

Business Challenges and People Trends - examples

Digital World Future Working

Cultivating Talent

Revitalizing Leaders & Managers

Transforming HR

Connecting People and Organizations

Cost Pressure War For Talent

Social collaboration for improved

engagement & innovation

Creating sustainable change

Attracting the right people by a cost

efficient approach

Increase competitiveness by securing strategic

competencies

HR process efficiency through a digitally

enhanced HR IT landscape

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Other

Other

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Source: People & performance framework, Capgemini Consulting 2013