HR Transformation
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What will future jobs look like? Andrew McAfee on TED

Economist Andrew McAfee suggests that, yes, probably, droids will take our jobs -- or at least the kinds of jobs we know now.
Andrew Spence's insight:

Are we heading towards a future of "glittering technology in a shabby society" ? 

Some interesting insights with some suggested solutions from McAfee.

These trends are impacting our businesses now and will transform the way we look at traditional human resources and people management.

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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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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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Future of Work and Organisations - Flipboard Magazine

Future of Work and Organisations - Flipboard Magazine | HR Transformation | Scoop.it

This is another magazine I curate to keep on top of trends. Including >260 articles on people management, technology, demographics, workplace and rethinking organisations.

Andrew Spence's insight:

Another magazine on "Future of Work" you ask?

 

Why is this important to HR Transformers?

 

Everything we thought we knew about WORK is changing.  Business strategies and goals are changing at the moment. If we are supporting our business goals as a data analyst, psychologist, HR Director or Rewards Manager – this IS relevant.

 

Of course, Futurology is a futile and somewhat daft activity. We can’t really predict the future. A Buddhist monk once told me, that every thought we have about the future is really just interpreting our current world view.   

 

That said, when we are making decisions on what our organisations and workforce will look like in the future, a set of recurring themes emerge.

 

So bookmark this magazine, share and please  suggest good articles/resources I can add from your own research.

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HR Disruption: HR and Finance - Joined at the hip

HR Disruption: HR and Finance - Joined at the hip | HR Transformation | Scoop.it

No partnership could potentially have a more immediate impact on business performance than CFOs and CHROs joining forces to work collaboratively.

Andrew Spence's insight:

This is a marriage made in heaven, surely?

 

We have lots of goals in common,

 

  • create crosspillar efficiencies
  • plan a workforce of the future through workforce modelling
  • strategic workforce planning
  • increase efficiencies and productivity through changes to operating models

 

However, interesting in the survey of 340 senior execs in Finance and HR,  when asked :-

 

"Finance and HR will collaborate more in the next three years?"

HR Agrees         70%

Finance Agrees 48%

 

Maybe not such an equal relationship!

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HR Data Alone Won't Make You Strategic

HR Data Alone Won't Make You Strategic | HR Transformation | Scoop.it

Given the prospect of free, in-context analytics that are immediately available, it’s not hard to understand their allure for HR. Unfortunately, as with many promises that are appealing on the surface, there’s a catch, and it’s a big one....

Andrew Spence's insight:

HR Data Alone Won't Make You Strategic -> of course it won't.

 

And often the data being generated by HR systems will not even help you solve business problems such as attrition, absence and diversity.

 

So after spending a fortune on moving HR to the Cloud, organisations are often disappointed with the Analytics capability.

 

A top tip is to work out which data sets will be useful prior to implementing a new HR System.  Answering problems such as retention, often needs broad data sets including social media behaviour, networking patterns, personality, employee sentiment, sales etc.

 

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Let Them Eat Tech

Let Them Eat Tech | HR Transformation | Scoop.it

Let Them Eat Tech is my latest account of HR Tech Congress in Paris in October 2016.

The smell of revolution was in the air...

Andrew Spence's insight:

Plenty of insights, links and useful resources from HR Tech Paris.  

With Gary Hamel, Daniel Thorniley and others.

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HR Trends for 2017

HR Trends for 2017 | HR Transformation | Scoop.it

What's new for HR in 2017?

The collective insights of the industry's thought leaders, from Oracle.

 (free 18 pg PDF report requires quick sign-up)

Andrew Spence's insight:

I have vague recollection of pre-Christmas drinks in a basement bar in London where we talked all night about music, politics and....HR.

 

In very good company an eclectic mix of loud-mouths, analysts, journalists, bloggers and even a HR leader or two.  The challenging task of holding this all together was done by the patient Andy Campbell (who doesn't usually read The Daily Mail allegedly)

 

Thankfully, Simon Heath was on hand to graphically summarise the conversation.  Whoever did the scribing did a good job as the report is a pretty good read..

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Come on HR Prove Me Wrong in 2017

Come on HR Prove Me Wrong in 2017 | HR Transformation | Scoop.it

Here are Dave Millner's 5 trends for 2017... 

Andrew Spence's insight:

Dave Millner is Executive Consulting Partner at IBM Workforce Science, but you might know him as the popular and tireless @HRCurator on Twitter.

 

Dave is passionate about HR, having worked in the field for 30 years and writes one of the best articles of 2016.

 

The five trends to look out for in 2017 and beyond :-

  1. Organisational Design
  2. Organizational Design – Start With HR!
  3. Business Partners – Really!
  4. HR Get Commercial
  5. Please Embrace Technology!

 

*exclamation marks are Dave's

 

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Carla Gentry CSPO's curator insight, February 7, 11:48 AM
Poor performance and the erosion of the ability to keep pace with increasing performance demands are symptomatic of the structure not being right. It may mean there are excessive layers, narrow spans of control, siloed ways of working and/or slow “bottle-necked” decision making processes.
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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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How Natural Language Processing can Revolutionize Human Resources

How Natural Language Processing can Revolutionize Human Resources | HR Transformation | Scoop.it
Natural Language Processing is an ever-growing interest area in the analytics application spectrum and is highly relevant for HR.

Via David Green
Andrew Spence's insight:

Most HR business engagement generates high volumes of natural language, which is unstructured data.

 

Think about areas like recruitment, employee feedback, surveys, appraisals, learning, legal cases, counseling etc.

 

Additionally, legacy HR processes and forms can be re-engineered to accumulate ever increasing volumes of natural language data.

 

Potential benefits to HR are to enable greater accuracy and speed to key HR business processes and improving HR metrics.

 

They also reduce human bias in decision-making application. Examples include resume scoring and survey analysis.

 

Watch this space...

 

 

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Why are so many Digital HR Transformations doomed to fail?

Why are so many Digital HR Transformations doomed to fail? | HR Transformation | Scoop.it
Why do so many Digital HR Transformation projects simply focus on the HR technology, and then often just the Core HR platform or only the Talent
Andrew Spence's insight:

Rob Hill from SAP asks a gloomy, but pertinent question,

Why are so many Digital HR Transformations doomed to fail?

His reasons, with my comments below :-

The separation of Advisor + Consultant
Choosing a partner to implement your chosen software is really important and a big consideration in which software you choose.  If you ask your System Integrator questions about your HR operating model, analytics, HR strategy they will have very good knowledge.  But is it in their interests to potentially slow down a sale and/or the project....
Consider the full HR technology landscape
You need to look at the big picture.  Look at some of the business problems you have now and which data sets are going to help you solve them.
Promised Integrations do not deliver
Will leave this one to the techies...
The best selection process has the Client, software vendor, Systems Integrator and the Change Management agent all working together
Absolutely agree.
Don’t buy the hype
Talk to existing customers, really focus on what your HR operating model will look like in 3 or 4 years time.
Align the success of your project to the vendors success

Steady on Rob!

 

And my comments on LinkedIn,

I think you answered the question Why do HR Transformation projects fail, in the first sentence. Organisations jump too quickly to the technology solution, without answering broader questions on HR's role.

Which people management practices will support the business in the future?

What is the role of HR, Business Partners and managers in the HR model?

What data might we need to improve employee productivity in the future?

It's worth spending enough time on these questions before moving too hastily to a new HR system that might not be the answer.

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Andrew Marritt's curator insight, February 15, 5:07 AM
An interesting subject but not just applicable to HR Tech
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Laszlo Bock on the future of HR 

Laszlo Bock on the future of HR  | HR Transformation | Scoop.it

Laszlo Bock is one of the leading global authorities on the future of the HR

Andrew Spence's insight:

Bock cites people analytics as the next stage in the evolution of HR and groups companies into two types when it comes to applying an analytical approach, which I’ve classified 'Believers' and 'Doubters'.

 

I agree, there are now 2 streams in HR.

Fast followers - Bock suggests that some organisations are going to implement people analytics ‘very, very quickly and they’ll be successful’.

The doubters - I think this group includes both sceptics, but also many who are not sure HOW to get involved in People Analytics.

 

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4 ways to recruit and retain the best talent

4 ways to recruit and retain the best talent | HR Transformation | Scoop.it

How can employers find and retain talent with the potential to adapt to changing circumstances?

Michael Buehler, Head of Infrastructure & Urban Development, World Economic Forum

Andrew Spence's insight:

4 ways to recruit and retain the best talent -> good article backed up by recent studies.

1. Culture is a talent magnet – attract talent by your tribal culture

2. Forget competencies: hire character and potential, and train for skill

3. Pale, male and stale was yesterday – invest in diversity

4. Getting beyond money: tomorrow’s talent prioritizes flexibility, purpose and ethics

 

 

 

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Where Big HR Corporates Are Placing Bets Across Travel Tech, Workplace Collaboration, And Data Analysis

Where Big HR Corporates Are Placing Bets Across Travel Tech, Workplace Collaboration, And Data Analysis | HR Transformation | Scoop.it

CB Insights visualized how some of the biggest HR software providers are making investments and acquisitions. Specifically 

invested in or acquired at least 2 companies since 2012.

Andrew Spence's insight:

To keep up with HR tech startups that are offering new products and services to disrupt and streamline services, established HR companies are revamping their own product offerings, as well as investing in and acquiring newer HR tech companies.

 

Interesting to see investment activity from Concur (itself bought by SAP), Infor, Workday and others.

 

Always worth keeping an eye on the market for your most important vendors.

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HR Technology in 2017: Disruption Ahead

HR Technology in 2017: Disruption Ahead | HR Transformation | Scoop.it

Josh Bersin outlines some major developments in the HR Technology market.

Andrew Spence's insight:

So you might not be surprised to read that Josh Bersin, who works for Deloitte, reckons there will be lots of disruption in the HR Technology market.

 

Josh's research reports are always worth reading for insight and trends.  

 

His final point is worth highlighting :-

 

The whole marketplace for HR technology is making a glacial shift: away from systems to manage transactions and HR processes toward systems to make employees’ work lives better.

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