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Quantified Self #BDW14

Quantified Self #BDW14 | HR Transformation | Scoop.it

How will the concept of "quantified self" impact HR strategy in the future ?

The quantified self is about measuring yourself, Jon Ingham gives an outline of some potential uses and what the HR version of this could look like.

Andrew Spence's insight:

Analytics gets interesting in HR when we merge our data sets with others sources outside HR.  

This field will raise some interesting hypotheses :-

Are there correlations between employee performance and Body Mass Index or Immune System health ?

It will also raise some interesting ethical issues !

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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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Evidence-Based HR Management: What is it and is it really happening yet?

Professor Rob Briner from University of Bath - a presentation given at University of Brighton 2013.


Andrew Spence's insight:

A really interesting presentation from Rob Briner on the question of how evidence-based is HR.

It slays a few "management fashions" and makes the case for HR to use more evidence-based approaches.


"Managers (and organizations) are generally supposed to use evidence to make decisions – part of what being a professional manager is about


But it often seems that HRM is not particularly evidence-based


In general HR managers appear to make some use of evidence from three sources:

  1. Expertise and experience
  2. stakeholders
  3. context


But, for various reasons, appear to make relatively little use of external academic evidence


One reason is that HR managers are not trained to do this – and that other things drive decisions"

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Developing the Behavioural Science of HR

Andrew Spence's insight:

Research Report from CIPD.  


‘At its best, HR activity is rooted in an understanding of both the
people and the business of the organisation.’


The challenge for @CIPD & #HR is converting insights from behavioural science into easy to use & effective practices.

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HR Robots: Transformers in Disguise ?

HR Robots: Transformers in Disguise ? | HR Transformation | Scoop.it

An article on the HR Tech Europe Blog by me, that considers what is the impact of Robots on HR ?  Including Robotic Process Automation (RPA) and "Smart Machines"

Andrew Spence's insight:

New technologies will reconfigure the way we work according to McAfee and Brynjolfsson, in their book, ‘The Second Machine Age  - Work, Progress and Prosperity in a time of Brilliant Technologies’


With much of the work of bosses, from analysing complex data to recruiting staff and setting bonuses, will be automated. 


This article outlines two big challenges/opportunities for HR over the coming years.


Did you know ?

the word "robot", which in its original Czech, "robota" means forced labour, and is derived from "rab", meaning "slave" ?

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Tess R's curator insight, October 14, 12:33 AM

Very interesting article. I had no idea that the word "robot" meant "forced labour".

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The Global Workforce Crisis: $10 Trillion at Risk

The Global Workforce Crisis: $10 Trillion at Risk | HR Transformation | Scoop.it
Significant imbalances in the demand for labor and its supply threaten 25 of the world’s major economies. Here are BCG’s projections—country by country—along with proposed remedies.
Andrew Spence's insight:

Demographic risk is one of the most insidious of all megatrends threatening the global economy, but its impact throughout the world is neither simultaneous nor uniform.  


BCG did research on 25 major economies to quantify the extent of labor shortages and surpluses for 2020 and 2030.


Overall, by 2020, many countries will still be experiencing a surplus. By 2030, however, this surplus will have turned into a massive shortfall.


These are some of the crippling labor shortages and chronic labor surpluses that the world faces:

  • The U.S., with a surplus of between 17.1 million and 22 million people in 2020, will still face a surplus—at minimum 7.4 million—by 2030.
  • Germany will see a shortage of up to 2.4 million workers by 2020 and 10 million by 2030. 
  • Brazil will have a shortage of up to 8.5 million workers in 2020; by 2030, that figure could increase nearly fivefold to 40.9 million people. 
  • Italy will experience a surplus of 2 million workers in 2020, but by 2030, it might face a labor deficit of up to 0.9 million. 
  • China’s surplus of 55.2 million to 75.3 million workers in 2020 could reverse sharply, turning into a shortage of up to 24.5 million people by 2030. 


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HR Should Own Organizational Effectiveness

HR Should Own Organizational Effectiveness | HR Transformation | Scoop.it

HR should own Organisational Effectiveness, however, Ed Lawler's research suggests that HR rarely plays a major role in the development and implementation of business strategies.

Andrew Spence's insight:

"What should the role of HR be in a corporation? It many respects, the answer is obvious and simple. It should take primary responsibility for providing input, advice, direction, and execution with respect to organization effectiveness."


I have always agreed with the statement above, however not sure that everyone believes it.


What do you think ?

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Prepare for a Successful HR SaaS Transformation

Prepare for a Successful HR SaaS Transformation | HR Transformation | Scoop.it

"You’ve done the hard work: selected your new software as a service (SaaS) platform, signed the contract and even begun the configuration work. You’re ready to enter the brave new world of fully integrated data, intuitive self-service and automatic functionality updates, but that voice in your head keeps asking, “What am I missing?”

Andrew Spence's insight:

Good post from Deb Card at ISG.

All the components are essential, however #4 & #5 stand out, and of course are inter-related.

4. Prepare for significant standardization and process redesign.

    SaaS systems cannot be customised.  So you will have to change     your current HR processes to fit the system.  This is a great  

    opportunity to work out what the business really needs from HR. 

5. Engage all stakeholders for successful change management. 

   See #4 above.  you will change the way people work, so need to

    plan this carefully.

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Re-Imagining Work

from RSA Animate, Dave Coplin, Chief Envisioning Officer at Microsoft.  

Andrew Spence's insight:

How can we get people more engaged, more productive, and happier at work?


Is technology part of the problem – and could it also be part of the solution? 


Also, check out the excellent series from RSA Animates

http://www.thersa.org/events/rsaanimate

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2014 HR Service Delivery and Technology Survey Results

2014 HR Service Delivery and Technology Survey Results | HR Transformation | Scoop.it
Towers Watson's 2014 HR Service Delivery and Technology Survey, our 17th annual survey, closed with 1,048 respondents from across 45 countries having participated.

Downloadable PDF report (4 pages) 

Andrew Spence's insight:

The report shows that in 2014/5 initiatives will address HR function and organisation capabilities including :-

  • 55% are rebuilding HR processes
  • 49% improving managers
  • 31% refocusing the role HRBPs 
  • 36% Leveraging ESS/MSS 
3 of the top 4 initiatives are internally focused to ensure the HR Operating Model is effective.  This makes sense to ensure maximum benefits from any new investment in new HR SaaS technology
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Gary Johnsen's curator insight, July 10, 10:54 AM

New service delivery report

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Employee engagement hyperbole

Employee engagement hyperbole | HR Transformation | Scoop.it

A good article as always from Flip Chart Fairy Tales.   As Rick observes,  "It’s very hard to find any information about employee engagement that isn’t written by people trying to sell you stuff about employee engagement." 

So refreshing to see some fact and figures. 

Andrew Spence's insight:

In HR, we need to continually question whether our activities are delivering business objectives.

We spend a lot of time, energy and "HR favours" on increasing employee engagement.  However we don't know what it is and we certainly don't know what causes it.


So the question is, should we be doing something more useful instead ? 


(watch out for more on this subject from the HR Transformer Blog)

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Talent Management Insights from Football

Talent Management Insights from Football | HR Transformation | Scoop.it

The 2014 World Cup starts in Brazil in 12 Days. This article was published after the 2010 World Cup, so now seems a good time to bring it out again. 


"Why England Lose – Talent Management Insights from Football"

from the HR Transformer Blog

Andrew Spence's insight:

The authors of the book came up with some interesting findings about football, which I think poses some interesting lessons for management and in particular talent management.


They include :-

  • A new manager wastes money
  • Use the wisdom of crowds
  • Gentleman prefer blondes
  • Help your players relocate


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HR Analytics: Moving from Descriptive to Predictive Analysis

HR Analytics: Moving from Descriptive to Predictive Analysis | HR Transformation | Scoop.it

Luk Smeyers and Dr. Jeroen Delmotte clarify the main differences between descriptive analytics and predictive HR analytics.


Via David Green
Andrew Spence's insight:

Predictive HR analytics is extremely powerful and can provide insightful and actionable answers to the organisations questions such as :-


"Who are my most valuable employees?"


"Which employees are most likely to leave, sell, perform, get promoted, collaborate, drive customer satisfaction ?"


HRIS is the world of descriptive analytics: retrospective analysis that provides a rearview mirror view on the business—reporting on what happened and what is currently happening.


Predictive HR analytics is forward-looking analysis:  providing future-looking insights on the business—predicting what is likely to happen (usually associated with a probability) and why it’s likely to happen.

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David Green's curator insight, May 29, 6:04 AM
The latest must-read post on the HR Intelligence blog
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Challenges for Big Data in HR #BDW14

Challenges for Big Data in HR #BDW14 | HR Transformation | Scoop.it
Prompted by my tweet, 
"HR does not need Big Data, it needs Big Questions"

Jon Ingham outlines 3 main concerns with with Big Data in HR

Andrew Spence's insight:
Jon, outlines 3 main concerns:

1.   Maintaining the coherence of the organisational system
2.   Accepting the complexity of the system
3.   Understanding the negative correlation between importance and accessibility

And some good advice, 
"don't start strategy development from the analysis of your data, even if that's what the rest of your business does." 
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The Transformation of HR is Underway

The Transformation of HR is Underway | HR Transformation | Scoop.it

"HR is going to be asked to use the tools of the 21st Century: Data, Analysis and Visualization."

Andrew Spence's insight:

An eloquent account of the pressures on HR to transform from John Sumser, who explains why the root cause of many of its challenges is......poor data.


"HR’s role will increasingly involve things that make the company more agile. That includes knowing all about the members of the organization, not just their suitability for a particular job. 

After three or four rapid firings of the HR people who can’t produce clean data, it will dawn on the C Suite that the problem is caused by vendors, not solved by them. 

Without clean data, HR will face rapid irrelevance."





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Four Simple Ways to Apply Behavioural Insights

Andrew Spence's insight:

If you want to encourage a behaviour, make it EAST

Easy, Attractive, Social and Timely


These four simple principles are based on the Behavioural Insights Team’s work and the wider academic literature.


HR Transformation is all about changing the behaviours of employees and managers related to people management.


This team highlights some really good examples that could be useful in developing a change strategy on a transformation programme.


1- Make it Easy - reduce the 'hassle factor' of taking up a service, to increase take-up rates.

2 - Make it Attractive - include the use of images, colour or personalisation.

3 - Make it Timely - prompt people when they are most likely to be receptive.

4 - Make it Social - show that most people perform the desired behaviour.




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Will HR Lose the Battle Over Analytics?

Will HR Lose the Battle Over Analytics? | HR Transformation | Scoop.it

"CFOs may take over talent analytics if HR leaders can't get their act together." Good post from Karen O'Leonard at Bersin

Andrew Spence's insight:

This article highlights how HR is at a crossroads, it can choose to take a lead on new opportunities like Analytics, or let other functions take a lead.

 

In my view, if analytics moves outside HR, then it is important that HR sets the strategic questions on people management that analytics can help solve.  If the strategic questions move outside HR, then HR's future is mainly HR service delivery and execution of longer term HR strategies will suffer.  


In short, HR needs to up its game on Analytics!


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Where does RPA sit in the wider HR transformational landscape?

Where does RPA sit in the wider HR transformational landscape? | HR Transformation | Scoop.it

Andy Spence discusses where Robotic Process Automation (RPA) sits in the overall HR transformational landscape.

Andrew Spence's insight:

An interview which considers the following questions :-

  • How much of an impact will RPA have in the transformation of HR operations?
  • Where will HR operations benefit the most by deploying RPA?
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Will HR Be Replaced By Robots and Software?

Will HR Be Replaced By Robots and Software? | HR Transformation | Scoop.it

Trinet CEO Burton Goldfield discusses the company’s cloud-based human resources products on  (Source: Bloomberg)

Andrew Spence's insight:

A topical question and good insight from Burton Goldfield in this video.  

In my view, HR will not be replaced by Robots and Smart Machines, as the need to manage people effectively has never been more important.  

However "smart machines" will have a key part to play in reducing the transactional work involved in HR.  


Watch this space for more articles and views on HR and Robots........

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Do Not Split HR – At Least Not Ram Charan's Way

Do Not Split HR – At Least Not Ram Charan's Way | HR Transformation | Scoop.it

Professor Dave Ulrich responds to the suggestion that HR should be split into two groups - It needs more than a simple structural fix.

From HBR Blog Network

Andrew Spence's insight:

I agree that "The structure of the HR department should be tied to the business structure".


Over the years, HR has made the mistake of moving to a recommended new structure (whether HR is in 3,4 or 5 groups) without doing the necessary groundwork.


Rather than move to a new destination and structure, HR should embark on a journey that asks


"What will the business need from HR in the future ?" and


"What capabilities (skills, systems, processes, governance) will HR need to deliver this?"


Start this journey with an open mind, create a compelling vision of HR for your business, a robust plan to get there & the problem of the 'middle 60%' will be solved along the way.


Should HR be split up? Interesting question, yet ultimately a distracting debate for HR.

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It’s Time to Split HR

It’s Time to Split HR | HR Transformation | Scoop.it

Ram Charan suggests "It’s time to say good-bye to the Department of Human Resources. Well, not the useful tasks it performs. But the department per se must go."

Andrew Spence's insight:

Over the last 20 years, HR has made the mistake of moving to a recommended new operating model without doing the necessary groundwork.  For example the painful move to the 'Ulrich model' for many organisations (with Business Partnering, Shared Service centres, more employee & manager self-service).

 

This article falls into the same trap by recommending a new model or solution. 

 

Rather than move to a new destination and structure, HR should embark on a journey that asks "What will the business need from HR in the future ?" and "What capabilities (skills, systems, processes, governance) will HR need to deliver this?"

 

Ram's suggestion might work for some orgs, but my suggestion is start the journey with an open mind and see where you end up !

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21st Century Talent Management: Imperatives for 2014 and 2015

What are the big imperatives for business and HR leaders in 2014 and 2015? From Josh Bersin, June 2014.

Andrew Spence's insight:

Excellent 70 page presentation from Josh Bersin.

"87% of Organisations are Revamping, Restructuring, or Considering a Redesign of their Talent Acquisition Function"

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HR Change and Transformation 2014

HR Change and Transformation 2014 | HR Transformation | Scoop.it

This article gives an overview from me, of where HR Transformation is in 2014, as an introduction to the HR Change & Transformation Conference in London in October 2014.

A 10% discount code is available for HR Transformation magazine readers, CT14AS9.  Be great to see you there!

Andrew Spence's insight:

This has to be the most interesting time to be working at the intersection of HR, organisation development and technology. 

Leading change in 2014 includes responding to growing markets, geographical expansion, mergers & acquisitions and cross-cultural leadership across 5 generations.
The importance of effective leadership, talent management and high employee engagement has never been so great.
 


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75% of transformations fail. What differentiates the 25% that succeed?

75% of transformations fail. What differentiates the 25% that succeed? | HR Transformation | Scoop.it

Most companies that try to remake themselves fail miserably, a recent study by Boston Consulting Group found, because they stop at simply cutting costs. 


Via Rami Kantari, Carolyn Williams, David Hain
Andrew Spence's insight:

The consultants identified eight factors that seem crucial for success. Not every factor showed up in every successful transformation, but most were usually present: (4 that resonated with my experience)

#1. Turning the page

#2. Creating a new vision

#4. Staying committed

#6. Adapting approaches

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Frank Wander's curator insight, June 6, 8:55 AM

Cost cutting is a race to the bottom.  Unless companies learn how to build high performing cultures, with a focus on both the talent and company flourishing, top line growth will remain elusive.

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The Future of Organization

Aiming to eliminate the compromises in organizational life.

Covering some interesting and provocative ideas, spanning human rights, complexity science, the death of heuristics, influence flows, personal knowledge mastery, social physics, trust, the digital nervous system, Web 3.0, performance and learning, public relations, collective intelligence, sociocracy, Holacracy, podularity, wirearchy, emergent civilization, self-organization, organized self, socioveillance, middleware corporate, bread incorporated and the Mozilla manifesto.



Via Kenneth Mikkelsen, HR Trend Institute
Andrew Spence's insight:

For those involved in designing organisations, this is a thought-provoking deck.

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Kenneth Mikkelsen's curator insight, May 25, 2:36 PM

A fine presentation by Philip Sheldrake. Follow Philip on Twitter here: 

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Quantified Self #BDW14

Quantified Self #BDW14 | HR Transformation | Scoop.it

How will the concept of "quantified self" impact HR strategy in the future ?

The quantified self is about measuring yourself, Jon Ingham gives an outline of some potential uses and what the HR version of this could look like.

Andrew Spence's insight:

Analytics gets interesting in HR when we merge our data sets with others sources outside HR.  

This field will raise some interesting hypotheses :-

Are there correlations between employee performance and Body Mass Index or Immune System health ?

It will also raise some interesting ethical issues !

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The Age of Robots

Digital Edition
Andrew Spence's insight:

The robots are coming, or more specifically RPA (Robotic Process Automation).  Good series from Outsource Magazine on this major trend.

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