Thinking outside the ( In ) box

What today’s big trends mean for HR and Talent

HR Florida – August 2013

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

1

Change is coming at us faster than

ever – technology,

demographics, social, and

more

Maybe you’ve heard of these brands?

None of them existed before 1998

Maybe you use these technologies

You haven’t been using them long…

And have you noticed everyone

you seems to be getting older?

Don’t worry, you seem to be holding up…

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

2

One in Every 7 Humans on Earthis 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

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

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)

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.

3

Do we still have to talk

about mobile?

<yes, kind of>

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

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?’

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?’

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

4

So what is this ‘Cloud’ thing

everyone keeps talking about?

<let’s review>

Remember these?

Or buying software like this?

Or if you were ‘techie’maybe you had this?

The Cloud for HR and Talent

Social Mobile Integration Analytics Reliable Secure

Recruiting Performance Mgmt

Compensation Learning

Core HR System

How the Cloud empowers HRThrough 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

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

5

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?

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

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

DEEP THOUGHTS:How do you get

your HR organization to think about the

world beyond HR?

?

steveboese@gmail.comnosteveboese.squarespace.comHRTechConference.comTwitter: @SteveBoeseLinkedIn: http://www.linkedin.com/in/steveboese

Don’t be a stranger…

trisham89@gmail.comHrringleader.comThehrevolution.orgTwitter: @TrishMcFarlaneLinkedIn: http://www.linkedin.com/in/trishmcfarlane