HR Transformation
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Can we divide HR?

Can we divide HR? | HR Transformation | Scoop.it

Although it would be the end of this series, and the end of my blog, I would like to consider if we can get rid of HR.

Andrew Spence's insight:

Tom Haak raises some good questions and makes some insighful observations in this article.  "In the last years it has become clear that HR will be split in two parts: HR Advice and HR Services." 

Read where the different specialties of HR could go, in multinational organisations.....

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HR Transformation
Articles and news related to people management, organisational change and the world of work
Curated by Andrew Spence
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Chatbots in HR, the realities and opportunities

Chatbots in HR, the realities and opportunities | HR Transformation | Scoop.it

Could a chat bot take on some of the more difficult, empathetic, context specific - human work, like learning and development? From Alistair Shepherd from Saberr.

Andrew Spence's insight:

Todays chatbots do simple tasks pretty well.

 

In HR, chat bots are being used to point candidates and employees in the right direction for simple information requests such as applying for leave.

 

This article asks whether chat bots can move up the scale and solve complex problems that us humans struggle with?

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The Seven Deadly Sins Preventing Meaningful Work

The Seven Deadly Sins Preventing Meaningful Work | HR Transformation | Scoop.it

This is from the HR Transformer Blog on Meaningful Work, based on research by Professor Katie Bailey et al.

Andrew Spence's insight:

Ever worked in an environment that was dysfunctional in some way?

Research suggests that these are some of the factors that destroy meaningful work.  

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Magaly Siméon's curator insight, June 21, 3:47 AM

Ever worked in an environment that was dysfunctional in some way?

Research suggests that these are some of the factors that destroy meaningful work.  

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The perfect match, HR analytics and strategy

The perfect match, HR analytics and strategy | HR Transformation | Scoop.it

A good article by Patrick Coolen, from ABN AMRO Bank, who stresses the importance of  finding the relevant strategic business question.

Andrew Spence's insight:

The article covers the evolution of HR analytics, from tools and techniques to capabilities and leadership.

Also, an interesting overview of the analytics product offering at the bank.

Patrick also makes the pragmatic point, "if you can answer a business question by creating a simple but effective pivot table and corresponding graph, by all means, please do."

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From chatbots to measuring the lifetime value of employees: AI is rapidly augmenting HR

From chatbots to measuring the lifetime value of employees: AI is rapidly augmenting HR | HR Transformation | Scoop.it

New article from brand new site, The People Space.

The robots are coming, and they want to improve your HR processes. How will artificial intelligence affect the critical areas of recruitment, employee engagement and talent management?

Andrew Spence's insight:

Good article highlighting the potential of AI in augmenting HR.

 

With examples from

  • Talent Management - early identification of talent; predicting likelihood of success, helping succession planning; and the linking of people data to business performance to create “a measure of lifetime value”.
  • Employee Sentiment  -  2 examples of tools already available in this area: Talla, which is mainly focused on answering questions related to recruitment, and Jane, which acts like an HR service centre.
  • Recruitment - using pattern recognition that can be missed by us humans with all our preconceived ideas and biases
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Visualising Relationships at Work

Visualising Relationships at Work | HR Transformation | Scoop.it

One from the HR Transformer Blog, showing the potential uses of organisational network analysis to solve business problems.

Andrew Spence's insight:

We know that successful team dynamics is critical in building organisations, however many of our HR and people management processes are still designed around the individual.

 

By being able to visualise teams relationships we can begin to build a strong foundation for organisations of the future based on a deeper understanding of effective teams.

 

Let me know if you want to know more about this.

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How Will Blockchain Impact HR?

How Will Blockchain Impact HR? | HR Transformation | Scoop.it

An article introducing blockchain technology and its possible applications in HR and people management.

Andrew Spence's insight:

Of all the emerging technologies, blockchain is the least exciting as a technology, but potentially the most impactful on society.

 

Blockchain could fundamentally change how we manage people and HR, then the impact on HR is an irrelevant question if some of these predictions come true as we will have moved to very different economic models.

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Christiane Windhausen's curator insight, April 9, 4:51 AM
In an era where trust has been eroded in our institutions, politicians and even fellow citizens, anything that can strengthen trust should be viewed positively.
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2017 Global Human Capital Trends | Deloitte

2017 Global Human Capital Trends  | Deloitte | HR Transformation | Scoop.it

Deloitte's Human Capital Trends survey of leaders from around the world identifies the critical trends shaping the HR agenda. Recommended 144 pg PDF report

Andrew Spence's insight:

Great quality report from Deloitte.

Rewriting the rules for the digital age, with some interesting chapters on 

  • Talent acquisition: Enter the cognitive recruiter
  • Digital HR: Platforms, people and work
  • People Analytics: Recalculating the route
  • Diversity and Inclusion:The reality gap
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Modernizing HR at Microsoft

Modernizing HR at Microsoft | HR Transformation | Scoop.it

This is a case study of how Microsoft re-imagined HR for over 100,000 employees.

Andrew Spence's insight:

I do love to read a HR Transformation case-study.

 

Microsoft decided to realign its corporate strategy to meet the evolving needs of their customers and implemented cultural changes that required rethinking HR strategies such as recruiting, retention, training and development, and performance management.

 

The business of HR was disjointed and unwieldy, and it wasn’t offering employees and managers the tools they needed to completely achieve this goal.

 

Read how they re-imagined HR.

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The Employee Experience Is The Future Of Work: 10 HR Trends For 2017

The Employee Experience Is The Future Of Work: 10 HR Trends For 2017 | HR Transformation | Scoop.it
As we enter 2017, the next journey for HR leaders will be to apply a consumer and a digital lens to the HR function creating an employee experience that mirrors their best customer experience.
Andrew Spence's insight:

This is a very good article from Jeanne Meister that poses many questions for HR leaders, and also the supporting HR Technology ecosystem.

 

We need to design #1 a compelling employee experience, which is harder when many of our HR processes are crystallised within a legacy HRIS system.  

 

The article also picks up on big trends such as #9 Focus on team development, not just individual development and #6 Plan for a Blended Workforce.  

 

And finally, an important question,

What are you doing to prepare for this?

 

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Everything Is Digital: Ten HR and Talent Predictions for 2020

The world has become digital - what does this mean for organizations, HR, and leadership? Here's a view of the top 10 trends for the next few years.
Andrew Spence's insight:

The first prediction is music to my ears,

#1 Organisation design will be challenged everywhere

 

For too long we have been 'tweaking round the edges' with our employee engagement programmes, herbal teas and low pay environments.  We have to totally rethink the nature of work and how it will be delivered in the future.

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7 Lessons Learned From The HR Business Partner Model

7 Lessons Learned From The HR Business Partner Model | HR Transformation | Scoop.it

State of the HR Business Partner model by Wayne Brockbank and Dave Ulrich

Andrew Spence's insight:

In my view the HR Business Partner has been the most problematic component of HR Operating Models, due to design and implementation issues.  

 

In this article Ulrich and Brockbank review a study with 32,000 respondents, to come up with seven lessons learned about the business partner model.

  1. the business partner model is not unique to HR
  2. the intent of the business partner model is focus more on deliverables (what the business requires to win) than doables (what HR activities occur).  
  3. being a business partner may be achieved in many HR job categories
  4. HR professionals as business partners have unique information, insights, and recommendations to deliver competitive advantage. 
  5. as talent, leadership, and capability issues increase in business relevance, HR professionals may help respond by being both architects and anthropologists. 
  6. as with almost any change, we have seen an inevitable 20-60-20 pattern for HR professionals to fully adopt the business partner opportunities. 
  7. being a business partner requires HR professionals to have new knowledge and skills. 

 

 

 

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HR's Role in the Post-Bureaucratic Organization

HR's Role in the Post-Bureaucratic Organization | HR Transformation | Scoop.it
Gary Hamel discusses the post-bureaucratic organization and how HR can be better facilitators of change platforms as opposed to change programs.
Andrew Spence's insight:

I'm a big fan of Gary Hamel, anyone who can come up with a word like -> 

Bureausclerosis”  must be listened to.

 

Read what he had to say to the question :-

 

How can HR play a role in excising bureaucracy?

 

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From individuals to networks of teams 

The focus of HR is slowly shifting, from individuals to teams.  In this article Tom Haak looks at current HR practices to see which are team focused.

Andrew Spence's insight:

Most current HR practices still tend to focus on individuals, less on teams, and probably not at all on networks of teams.

 

The opportunities for HR to contribute to the shift from individuals to teams to networks of teams are big.

 

What is the impact on HR Transformation?

 

Well, if you looking at people management practices then you have to look at team performance. A key question is, 

"How do you define and measure team performance in your organisation?"

 

It seems bizarre to recruit an individual into an existing team without looking at how likely they are to succeed in that team, given their values, personality etc

 

There is some exciting work in this space with vendors developing tools for managing performance in teams. 

 

Watch this space!

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What are the opportunities for automation in HR?

What are the opportunities for automation in HR? | HR Transformation | Scoop.it

"What are the opportunities for automation in HR?"

a guest post by me on HR Zone.

Andrew Spence's insight:

Covers impact of cloud, robotic process automation (RPA), AI, machine learning, chat bots and blockchain.

 

Also asks, what might be the impact on HR and careers? 

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Automation and the Future of the Recruitment Function

Automation and the Future of the Recruitment Function | HR Transformation | Scoop.it

This article by Kevin Wheeler, moves from the general and breaks down exactly where AI could automate recruitment in a few years time.  

Andrew Spence's insight:

By breaking down the recruitment process, Kevin identifies areas where automation could improve recruitment.

 

This includes chatbots, emotion recognition, simulations, predictive analytics.

 

Many companies are doing aspects of this already, but the reality is most recruitment operations have only automated a tiny percentage so far.  

 

The article also discusses the impact on careers, as the recruiting function is redesigned into a more personalised, advice-orientated function.

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Thomas Bordenave's curator insight, June 27, 7:43 AM

By breaking down the recruitment process, Kevin identifies areas where automation could improve recruitment.

 

This includes chatbots, emotion recognition, simulations, predictive analytics.

 

Many companies are doing aspects of this already, but the reality is most recruitment operations have only automated a tiny percentage so far.  

 

The article also discusses the impact on careers, as the recruiting function is redesigned into a more personalised, advice-orientated function.

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What Makes Work Meaningful?

What Makes Work Meaningful? | HR Transformation | Scoop.it

Article from the HR Transformer Blog, that highlights some research into what makes work meaningful.

Andrew Spence's insight:

How can organisations provide work that is meaningful?

One of the first steps is to look at what makes work meaningful for individuals.  This is important for all those managing teams or designing or changing organisations.

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Ivon Prefontaine, PhD's curator insight, May 20, 12:47 PM
The first quality of meaningful work is essential. Why do we enter a particular profession and area of work? I wanted to make a difference and go beyond as a teacher. It is reflective in two ways. First, meaningful work reflects who we each are as a person. Dewey used the term "self-interest." Second, we reflect on what we do and who we are in our work to become better and grow. Parker Palmer says the question about who the teacher is that teaches is rarely explored. It might be what Paul Ricoeur explored as the phenomenology of the self.
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HR Outlook Winter 2016-17 CIPD Report

HR Outlook Winter 2016-17 CIPD Report | HR Transformation | Scoop.it

This 39 page PDF report examines the issues facing the HR function and HR professionals, highlighting emerging trends within HR and future challenges.

Andrew Spence's insight:

Summary from CIPD

This report has covered a wide range of issues, but there are 6 key insights which we believe HR needs to act on.  We must:

• demonstrate the value of the HR agenda

• use HR data to strengthen evidence-based decision-making

• harness the benefits of technology

• prepare for economic uncertainty (for example globalisation and Brexit)

• adapt to the changing needs and desires of the workforce

• strengthen the capability of people managers.

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Ian Berry's curator insight, May 3, 10:48 PM
Worth downloading as is the infographic and refreshing no email address required
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People analytics: Recalculating the route

People analytics: Recalculating the route | HR Transformation | Scoop.it

"People analytics, a discipline that started as a small technical group that analyzed engagement and retention, has now gone mainstream."

Andrew Spence's insight:

Here are 8 factors that are important in starting a successful people analytics programme, according to Deloitte

  1. Invest at a senior level in people analytics 
  2. Establish clear leadership 
  3. Prioritize clean and reliable data across HR and the organization 
  4. Understand that analytics is multidisciplinary
  5. Increase analytics fluency throughout the organization
  6. Develop a two- to three-year roadmap for investment in analytics programs
  7. Focus on actions, not just findings
  8. Integrate HR, organizational, and external data
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Managing Attrition – Are You Looking Backwards or Forwards?

Managing Attrition – Are You Looking Backwards or Forwards? | HR Transformation | Scoop.it

An article from yours truly on the benefits of using predictive analytics to better manage attrition (and retention)

Andrew Spence's insight:

How do you manage attrition?

An article that explains some of the benefits of using predictive analytics in HR.

Predicting attrition is a tangible way to demonstrate value of people analytics and HR.

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HR for Humans: How behavioral economics can reinvent HR

HR for Humans: How behavioral economics can reinvent HR | HR Transformation | Scoop.it
A new generation of talent strategies, rooted in evidence-based HR and behavioral insights, is replacing HR practices centered on outdated ideas of human psychology and organizational design.
Andrew Spence's insight:

"People may be the heart of our organizations, but HR practices are often based on outdated ideas of human psychology and organizational design. When it comes to hiring decisions, employee motivation, and helping workers make better choices, behavioral insights and evidence-based practices can drive a new generation of HR strategies."

 

Learn more about the themes of behavioural economics and how they apply to HR :-

 

  1. Play Moneyball (bounded rationality)
  2. Nudge your colleagues (bounded willpower)
  3. Leverage intrinsic motivation (bounded self-interest)
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5 Future Prospects For The HR Business Partner Model

5 Future Prospects For The HR Business Partner Model | HR Transformation | Scoop.it

"Article on state of the HR Business Partner model. Written by Dave Ulrich and Wayne Brockbank of the Ross School of Business"

Andrew Spence's insight:

Interesting comment from Ulrich and Brockbank :-

 

"Many of the critics of the model look at today’s problems through yesterday’s solutions and wonder why they don’t get solved. This is like trying to run today’s software on yesterday’s computers. Of course, it won’t work."

 

  1. HR will deliver value to multiple stakeholders.
  2. HR valued outcomes will move beyond talent to organization and leadership. 
  3. HR will become more technologically efficient.
  4. HR professionals will have to master the right competencies.
  5. HR will be a source of both structured and unstructured information to improve business impact.

 

"The bar has been raised on HR and some HR professionals will make the grade and others will not."

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How can HR shape the future of work?

How can HR shape the future of work? | HR Transformation | Scoop.it
The recurring theme at this year's CIPD conference was how HR should respond to the rapidly changing future of work. Martin Couzins reports.
Andrew Spence's insight:

“HR has got to be much more engaged in shaping organisations, shaping jobs and making sure that it is creating a human future of work”

 

Peter Cheese CEO of CIPD

 

Well said Peter!

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Examples of People Analytics Projects

Examples of People Analytics Projects | HR Transformation | Scoop.it

Nobody has done more than David Green to demystify people analytics.  Here are four case studies which have made a big impact.


Via David Green
Andrew Spence's insight:

The five example projects outlined are spread across the employee lifecycle (workforce planning, talent acquisition, engagement, retention and compliance).

 

All the organisations are large multi-nationals, but companies of every size can learn something from their approach and methods.

 

  1. Cisco – Workforce planning / personalised employee career development
  2. LinkedIn – Talent acquisition / Scaling the organisation
  3. ISS – Engagement linked to business performance
  4. IBM and Nielsen – Retention of critical talent
  5. Shell – Compliance / Cybersecurity
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Best HR Managers sprint away from the crowd - Interview with Andrew Spence

Best HR Managers sprint away from the crowd - Interview with Andrew Spence | HR Transformation | Scoop.it

I was interviewed by Peter Wald, Professor for HRM at HTWK Leipzig, as part of a series of interviews on his Leipziger HRM Blog. 

Andrew Spence's insight:

The Questions were interesting, and worth thinking about :-

  • In your opinion, why is HR Management so often and to some extent fiercely criticized today?
  • Where do you anticipate specific need for change in performance/service and provision of HR Management?
  • What will be the main focus/topics of HR Management in 10 years?
  • What would you advise young HR Managers or students, who seek a career in Human Resources? What should they pay attention to? What is and what will be important?
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HR Tech Implementation — SaaS Vs On-Premise — The Cost Breakdown

HR Tech Implementation — SaaS Vs On-Premise — The Cost Breakdown | HR Transformation | Scoop.it

The challenge for HR leaders would be to take a Total Cost of Ownership view and consider the market forces where the solution providers are leaving no choice to companies but to move to cloud.

Andrew Spence's insight:

So according to Sierra Cedar, the total HR Technology Costs per Employee for medium org with 2500-10000 employees is $205/employee

 

Amol breaks this done and makes some useful insights.

 

I have built many business cases for broader HR Transformation, inc Technology, watch out for the pitfalls :-

  • not fully costing deployment partner
  • underestimating internal cost of project in displaced time from managers and HR team
  • not factoring in support costs after go-live
  • not investing in change management/comms/training and then dealing with low adoption #Owch!
  • systems that do not solve the actual business problems, for example to manage attrition effectively you will need to look at broad range of factors well outside HRIS domain.

 

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