Digital Transform...
Follow
Find tag "HR"
15.9K views | +5 today
Digital Transformation of Businesses
A selection of documents, articles, papers, videos and other content for those interested in the transformation that is required when going 100% digital in an organization. I also try to highlight the impacts, both positives and negatives of that transformation. Like it? Please click "Recommend"
Curated by Farid Mheir
Your new post is loading...
Your new post is loading...
Scooped by Farid Mheir
Scoop.it!

Avec le big data, le recrutement entre dans une nouvelle ère via @jeanfdeschenes

Avec le big data, le recrutement entre dans une nouvelle ère via @jeanfdeschenes | Digital Transformation of Businesses | Scoop.it
Jamais les recruteurs n'ont eu accès à autant d'informations sur les candidats. Ils doivent maintenant apprendre à les sélectionner, les analyser et les valoriser.
more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Using Digital Tools to improve HR via @capgemini

INFOGRAPHIC: Using digital tools to unlcok HR's true potential.
Farid Mheir's insight:

Infographics that summarizes the discrepency between what the market wants and needs - job seekers, employees - and what the talent professionals do, how they do it and with what they do it. I agree with Capgemini that HR still lags in its techniques, its communications and its technologies (even though the infographics is a bit light on details and the recommendations feel a bit generic)


Case in point. Most organizations still rely on job postings and physical interviews to source candidates and assess their expertise. Few if any have moved the sourcing into social networks, leveraging the LinkedIn and Facebook networks of their employees (who better to know a good engineer than your existing employees in the engineering department - after all they probably went to school with most of them!) to identify the most promising candidates, getting recommendations from people that know them and trust them, then calling them up for a video interview.


In this "Sourcing 2.0" scenario" no resume changes hand before a candidate has been vetted by its peers, thus reducing the number of interviews and increasing the quality of candidates that are being interviewed. Moreover this provides HR teams with access to "passive candidates", ie. those guys and girls that have a job right now and may need just the right kind of push to switch to a new job, employer or position...

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Mobile Recruiting Playbook via @linkedin

Mobile Recruiting Playbook via @linkedin | Digital Transformation of Businesses | Scoop.it
Everything you need to kickstart your mobile recruiting strategy
Farid Mheir's insight:

Recruiting digital transformation is being forced by candidates, with the HR professionals largely staying behind and holding on to old ways. One read that may help provide data that candidates are going in another direction.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

@Capgemini survey and analysis says talent has gone digital but not HR

In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through
Farid Mheir's insight:

This report by Capgemini raises important concerns regarding the very low usage of digital technologies by HR professionals. This is in sharp contrast with the data that proves the usefulness of digital tools in the recruitement and talent management in general.


Unfortunately, I believe HR is plagged with two problems that prevent these problems from being addressed rapidly


1- HR is a support process and thus considered a cost center. To that end, investments into new technologies that may help to improve the candidate recruitment process to bring higher quality candidates is often not approved because of the difficult to demonstrate a hard number ROI


2- HR professionals pushback against digital technologies and the required business process transformation it requires. It is indeed often difficult to have HR professionals turn to crowdsourcing and social network interactions (ie. spending a lot of time in front of a computer to roam linkedIn and facebook and other networks to source and qualify candidates) rather than spending time doing phone and in-person interviews. This will change with younger generations and millenial but one should not minimize the pushback they may receive and plan for adequate and important change management.


As you can gues, I've been down that road a few times! ;-)

more...
Fabrice Schwertz's curator insight, December 14, 2013 10:13 AM

Les RH en décalage avec les candidats sur le plan digital ? Un rapport de Capgemini souligne l'important retard qu'accusent les RH dans leur usage des technologies numériques.

Scooped by Farid Mheir
Scoop.it!

Are Games and Gamification Changing the Human Resources? Not yet. via @Accenture

Are Games and Gamification Changing the Human Resources? Not yet. via @Accenture | Digital Transformation of Businesses | Scoop.it
Read Accenture’s report on how games and gamification are changing - and disrupting - Human Resources (HR) in today’s modern enterprises.
Farid Mheir's insight:

The report is light but presents some interesting examples of the use of gamification in HR. Employee on boarding could benefit from gamification I beieve, as would training. The idea of talent sourcing gamification I also find appealing.


I have also seen games be very successful in sales team training with solutions developed by Talentuum for example. I've seen enterprise social networks leverage the peer rating and badge allocation that new solutions provide be successful. However, as in real life, "games" do not appeal to all and thus this is why I believe gamification is one tool amongst many that should be leveraged.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Talent Acquisition can be "flipped" with innovative candidate sourcing tools

Whether you have resumes, spreadsheets, or just a business card from a promising candidate, you will have the ability to add these individuals to Recruiter. No more scattered and lost leads across the recruiting team; they can all be in one place. What’s truly unique about our solution is that records you create for your leads are linked to their LinkedIn profile. Information automatically stays up to date as members update their profiles, so you don’t have to do the work yourself. And of course you get the additional insight from status updates, shared connections, skills, recommendations and more to help you really connect with individuals you are interested in.

Farid Mheir's insight:

With the introduction of new tools such as the talent pipeline features within LinkedIn recruiter, it becomes easier to flip the recruitment process and perform candidate sourcing long before job requisitions are opened. Not only does this improve time-to-hire and cost-per-hire metrics, it transforms the recruitment process by growing access to "passive" candidates which are know to be of higher quality than "active" ones.

But in order to benefit from this recruitment "flip", talent acquisition professionals and HR department very often must transform their processes and re-skill their resources. This change often is difficult as the competencies for this novel recruitment sourcing approach breaks with the face-to-face interview process that most HR professionals are used to. I find that it is this cultural change that is most difficult to change, not the technology itself or the work re-organization that ensues.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Stop Hiring People; Start Hiring Clusters

At our symposia in Barcelona, Orlando and Gold Coast – I presented my maverick research called “Stop Hiring People; Start Hiring Clusters”. The core idea behind it is that companies should hire pre-formed teams who have learned to work together and have their own tools and work practices, but to hire that team as a permanent asset of the company. This is different to teams of consultants, in that the team is a permanent part of the company. It is different to conventional employment, in that the company doesn’t have a relationship with the individuals in the team, only with the cluster – based on outcomes. The cluster is entirely self-managing – in the extreme case hiring and firing its own members and apportioning remuneration amongst its members, without the knowledge of the company.

Farid Mheir's insight:

This is a very interesting approach to take with regards to team management in highly dynamic and evolving areas where resources within the organization are not up-to-date, as is often the case with digital fields (eCommerce, social recruiting, IT architecture, etc.). In those areas, fidning and hiring a "cluster" of individuals instead of the individuals themselves may lead to much higher productivity and reaching goals much faster.


But this requires an organization that is ready to hire clusters ad make it happen. Inquire more in this HBR article from the original Gartner paper.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Standing desks and walking stations replace office chairs at GSK's new Philadelphia offices

Standing desks and walking stations replace office chairs at GSK's new Philadelphia offices | Digital Transformation of Businesses | Scoop.it
About a year ago, Glaxo set up a pilot program in which employees could work at adjustable-height desks, among a slew of other workplace design changes in preparation for the company's move to new offices.


The design of the 208,000-square-foot Navy Yard office is "180 degrees from where we are today," he said, describing the current setting as a "cubicle world" not optimal for morale, productivity, or health.


In the new office space, no one has a designated seat; desk drawers have been replaced with lockers; trash cans and printers are in centralized areas to encourage movement; phones are embedded in computers; and workers could be typing away while sitting on a yoga ball or on a chair. And there are treadmill desks, known as "walking stations."

Farid Mheir's insight:

Going digital often means more time in front of a computer. This means a lot of time sitting at a desk. Transformation thus also must take shape in the design of office spaces. I have been embracing the standup station for 15 months now and found numerous benefits. Although I also find that it takes serious commitment as the transition from sitting to standing may be too much for some. I suggest going "hybrid" for a while: few hours on your feet, the balance on a chair.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Why Are People, Processes and Platforms the Three Fundamental P’s of Any Social Business Enterprise 2.0 transformation?

Why Are People, Processes and Platforms the        Three Fundamental P’s of Any Social Business Enterprise 2.0 transformation? | Digital Transformation of Businesses | Scoop.it
1. People and behavioral changes People are at the core of any successful organizational and structural company change.  A technological fix vs. a behavioral change remains once and for all, an ina...
Farid Mheir's insight:

Always people-process-technology!

more...
No comment yet.
Rescooped by Farid Mheir from Location Is Everywhere
Scoop.it!

Judge: GPS tracking evidence can be used in burglary case - Athens NEWS

Judge: GPS tracking evidence can be used in burglary case - Athens NEWS | Digital Transformation of Businesses | Scoop.it
Athens NEWS Judge: GPS tracking evidence can be used in burglary case Athens NEWS The Athens County Prosecutor's office claims that a Nelsonville man who's charged with a string of burglaries made the rather serious mistake of committing them while...

Via Luigi Cappel
Farid Mheir's insight:

This guys was wearing an anckle bracelet but we can easily apply the same process to cell phones and apply the same principle to employees that are suspected of theft or of not being where they are supposed to be. For now, access to the GPS data in cell phones is a bit cumbersome but I would expect that digital businesses may require their employees to add special tracking apps in their phones - especially company-provided ones - and keep a record of their personnel.

more...
Luigi Cappel's curator insight, January 28, 2013 2:59 PM

Amazing that cases like this continue to waste time and money. You shouldn't need a scientist to confirm whether the GPS is accurate or not. This is everyday use technology. I assume there was more than circumstantial evidence, i.e. that he had stolen goods in his posession. 

 

It must be tough being a crook these days. So many only regret the fact that they got caught.

Scooped by Farid Mheir
Scoop.it!

WeSeekYou: pour des entreprises plus séduisantes | Yves Therrien | Techno

WeSeekYou: pour des entreprises plus séduisantes | Yves Therrien | Techno | Digital Transformation of Businesses | Scoop.it
L'entreprise a mis au point une manière de recruter du personnel en se situant dans l'espace entre les chasseurs de têtes et les Workopolis et Joboom aux méthodes...
Farid Mheir's insight:

Recruiting transformation can lead to better, faster, less expensive process. But it also means, as is the case with Via Capitale, to change the way recruitment is performed to leverage the digital medium and the options to connect directly with people.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

4 Reasons Why Human Resources Must Become the Control Center for any Social Business Enterprise 2.0 Transformation (Part 1)

4 Reasons Why Human Resources Must Become the Control Center for any Social Business Enterprise 2.0 Transformation (Part 1) | Digital Transformation of Businesses | Scoop.it

1. HR to abandon its traditional administrative role and become the company’s cultural citadel and spokesman

2. HR to proactively destroy company silos

3. HR to clearly spell out company mission, vision and shared values

4. HR to become the Enterprise Social Networks (ESN) driving force

Farid Mheir's insight:

Interestingly, digital transformation of HR appears to shift their role from being a recruitment hub - which can easilly and more efficiently be decentralized with the presence of social networks - to the facilitator of the enterprise network. This will require changes to processes and a reskilling of many in the HR field, so I expect this will take a long time to materialize.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Geoffrey Moore: Middle Class Job Creation in the Digital Era

Geoffrey Moore: Middle Class Job Creation in the Digital Era | Digital Transformation of Businesses | Scoop.it
Geoffrey Moore recently authored a Report focusing on middle class job creation in the Digital Era. These same forces that Mr. Moore describes in the context of job creation are disrupting the very...
more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

How digital technologies are changing the way we work | Accenture Outlook

How digital technologies are changing the way we work | Accenture Outlook | Digital Transformation of Businesses | Scoop.it
Intelligent processes, enabled by digital technology, create a virtuous cycle of constant improvement fed by continuous feedback. And they are set to soon reinvent much of the way that businesses are run.


  • First, managers and workers alike need to adopt an experimental mindset and skills. A firehose of data won’t put out a fire if managers don’t know how to direct it. Managers and workers will need to get more comfortable using data to design experiments that lead to meaningful results.  They will also have to live by rules that appear exotic now—along the lines of Facebook’s admonitions to “move fast and break things” and “done is better than perfect.” They will need to reward experimentation and foster a culture that encourages resilience in the face of inevitable failures. Companies have a steep learning curve ahead of them.
  • Second, managers will have to recognize that their real value-added contribution will increasingly take the form of judgment rather than knowledge creation. Knowledge work won’t disappear completely. But much of what is currently referred to as knowledge work—the formulation of plans, completion of forms and coordination of data files—will soon be done by software guided by algorithms. What remains is judgment work: balancing opposing views and stakes, crafting a plan of action and making decisions. But judgment requires insight drawn from experience, and experience often involves a form of experimentation.
  • Third, managers and professionals (whether they are in engineering, medicine, marketing, business strategy or operations) will need to get accustomed to taking advice from machines. No one disputes the value of contextual knowledge and human judgment, but it is a limited perspective—being able to see only what’s out your own window—that has most often prevented managers from seeing and exploiting opportunities for great gain.
  • Finally, managers need to understand that the pursuit of intelligent processes is a choice. They can choose conventional approaches, but if they do, they shouldn’t expect the powerful results that can come from intelligent processes. Capturing the benefits of new technology will not be automatic.
Farid Mheir's insight:

The article conclusions are very important to consider in all change management activities of a digital transformation. We must ensure that resources are comfortable with a new way to do things that may require skills they do not possess and that may clash with the way they have been brought to consider "knowledge work".

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Google Internal Grading System For Its Employees via @bi

Google Internal Grading System For Its Employees via @bi | Digital Transformation of Businesses | Scoop.it

When Google was less than a year old, John Doerr, one of its investors, made a presentation pitching the company on using a organizational system called Objectives and Key Results, or OKRs.

Read more: http://www.businessinsider.com/googles-ranking-system-okr-2014-1#ixzz2pisr6qmD

Farid Mheir's insight:

Not a digital transformation post per se, but applicable to all businesses, large or small.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

How Big Data can be leveraged in HR: Talent Analytics examples and case studies

HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune.

Farid Mheir's insight:

Have a look at section #3, starting page 17 for metrics and then for case studies to help Hr professionals gain a more data-driven visibility into the HR practie in their organization.

more...
No comment yet.
Rescooped by Farid Mheir from RECRUTEURS - LinkedIn
Scoop.it!

Flip YouTube to a Recruiting Channel

Flip YouTube to a Recruiting Channel | Digital Transformation of Businesses | Scoop.it

There are three types of primary recruiting content you should focus on.

  1. Why not create SEO optimized video vacancies and use those in place of or in association with a written JD?  (According to the statistics presented here, job related web pages with video as opposed to just text are now 53 times more likely to show up on the first page of text results.) Talent will now be able to go directly to your video channel job vacancies making it a clear primary recruitment channel. Interviews with hiring managers make great content for this type of job video.
  2. Create some advice and training videos relating to applying for jobs and interviewing for jobs at your company and for specific positions within your company. By using these company specific or at least position/industry specific videos, you can attract qualified potential talent directly to your YouTube career channel. Consider these “how-to” videos, making it easy for candidates to understand your hiring process and practices.
  3. Include High Profile Content. If you have any high profile products, services, employees or anything which stands out, then build an employer branding video around this and once again this could attract qualified talent directly to your YouTube Channel. Focus on matching content to the audience for which you want to engage. For example, if your company is building a mobile app, have a Product Manager discuss the last mobile app they built and focus on the success and lessons learned.

Via LinkedIn : www.academielinkedquebec.com
Farid Mheir's insight:

I zlways look for digital flip opportunities. Here I believe that using YouTube or other video streaming channels are great ways to improve the recruitment process. If combined with other transformations in the recruitment process, this can indeed lead to a real flip. Nevertheless, videos are great way to improve the recruitment process and, if anything, differentiate organizations.


I worked wit Bombardier on their HR career improvements in the past where they created such a career youTube channel. It is a  start and when combined with attractive product videos, can help turn watchers into applicants.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

The Evolution of the Recruitment Consultant [Infographic]

The Evolution of the Recruitment Consultant [Infographic] | Digital Transformation of Businesses | Scoop.it
Infographic: Over the last four decades, the recruiter has transformed from a pompous, sales-driven corporate into a more social, relationship-focused cyber sleuth.
Farid Mheir's insight:

Cartoonish as infographics often are, yet provides insight into the evolution that recruitment has gone through over the past 4 decades. The focus is the change on the day-to-day activities of the recruitment professional.


The digital transformation also has impacted the selection process itself, with an avalanche of resumes made available through job boards and the ability for recruiters to perform pre-interview background checks, testing and other professional validations. This has the potential to cut down in the number of interviews performed.


More interesting however would be for recruiters to "flip" recruitment around by hunting for potential candidates using social networks rather than waiting for them to apply for positions. This would be the next step in recruitment evolution.

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

51% of companies permit social networks at work

51% of companies permit social networks at work | Digital Transformation of Businesses | Scoop.it

Robert Half Technology offers four tips for using social media sites in the workplace:

  1. Know the rules of the road. Make sure you’re clear about what type of social networking use is permitted within your organization.
  2. Exercise discretion. Never share sensitive or confidential company information or post negative comments about your employer, or current or potential clients and customers.
  3. Get the scoop. If permissible, use social media sites at work to connect with customers and clients, follow thought leaders in your field or gather industry news.
  4. Play it safe. If you use social media on behalf of your company, make sure you protect your feeds by creating secure passwords, refraining from clicking on questionable links and limiting access to select employees.
Farid Mheir's insight:

Interesting to see that companies allow employees to connect to social networks at work. MAkes me think back at the old days of Internet (1995ish) when companies restricted Internet access. Nowadays this would be unthinkable, as the web has become a major work productivity tool (and time drain for most overwhelmed by the information at their fingertips).

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

How to Get Hired When You Are Just Starting Out

How to Get Hired When You Are Just Starting Out | Digital Transformation of Businesses | Scoop.it
No experience? No problem. Side projects and tailored applications can help overcome your lack of work history.
Farid Mheir's insight:

Digital transforms the way people market themselves and look for jobs. Are businesses changing the way they recruit to adapt to this new reality?

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Six social-media skills every leader needs

Six social-media skills every leader needs | Digital Transformation of Businesses | Scoop.it
Organizational social-media literacy is fast becoming a source of competitive advantage. Learn, through the lens of executives at General Electric, how you and your leaders can keep up. A McKinsey Quarterly Strategy article.
Farid Mheir's insight:

Interesting overview of how GE had to transform itself from traditional skillset to a digital one with the advent of social networks.

more...
Luigi Cappel's comment, February 4, 2013 1:51 PM
Excellent infographic
Scooped by Farid Mheir
Scoop.it!

10 Companies With Fantastic Career Sites and What You Can Learn From Them

10 Companies With Fantastic Career Sites and What You Can Learn From Them | Digital Transformation of Businesses | Scoop.it
Farid Mheir's insight:

Useful insights

more...
No comment yet.
Scooped by Farid Mheir
Scoop.it!

Wearable Computers the Size of Buttons to Monitor Health - IEEE Spectrum

Wearable Computers the Size of Buttons to Monitor Health - IEEE Spectrum | Digital Transformation of Businesses | Scoop.it

According to an article in October in InformationWeek, “ABI Research has projected that by 2016, wearable wireless medical device sales will reach more than 100 million devices annually. The market for wearable sports and fitness-related monitoring devices is projected to grow as well, reaching 80 million device sales by 2016.”

Farid Mheir's insight:

With advances in wearable devices and the ubiquity of smartphones, it is essential for businesses with workers in dangerous conditions (mining, construction, etc.) to equip their teams with such devices. This may help prevent injuries but also reduce insurance premiums.

more...
Luigi Cappel's curator insight, January 23, 2013 1:43 PM

As I've been saying................This is now the age of M2M and health is a major beneficiary of this.

Scooped by Farid Mheir
Scoop.it!

Preparing for a new era of work - McKinsey

Preparing for a new era of work - McKinsey | Digital Transformation of Businesses | Scoop.it
Global competition, emerging skill shortages, and changing demographics will soon force companies to use their most highly paid talent more effectively. A McKinsey Quarterly Economic Studies article.
Farid Mheir's insight:

Digital transformation will impact HR and work in general, enabling workers to work from home and collaborate virtually as contractual workers, not employees. This has already started in IT, HR, management, health care according to McKinsey.

more...
No comment yet.