HR Transformation
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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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Be Like Mary Barra: How HR Leaders Can Become CEOs

Be Like Mary Barra: How HR Leaders Can Become CEOs | HR Transformation | Scoop.it

Many in the HR space trumpeted the ascension of a former HR leader to aFortune 100 CEO spot as proof positive that HR pros can be anything they want to be.

Andrew Spence's insight:

Back in 2009, we posed a question in a HR Transformer Blog article, "Do you need a HR background to be a HR Director?"  This was inspired by Mary Barra being appointed HRD at GM without a traditional HR background.  There was much passionate debate from some very well positioned commentators.

In 2014, we are now asking "Do you need a HR background to be CEO?"  

If HR plays its cards right we will increasingly be dominating Executive discussions on talent, development and productivity.


This article has some good tips, one was so good it was listed twice - 

"Get the hell out of HR" !

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How Netflix Reinvented HR

How Netflix Reinvented HR | HR Transformation | Scoop.it

Sheryl Sandberg has called it one of the most important documents ever to come out of Silicon Valley. It’s been viewed more than 5 million times on the web. A fascinating account of how to look at HR in a different way, in the context of the ongoing Netflx journey.

Andrew Spence's insight:
  1. Hire, Reward, and Tolerate Only Fully Formed Adults
  2. Tell the Truth About Performance
  3. Managers Own the Job of Creating Great Teams
  4. Leaders Own the Job of Creating the Company Culture
  5. Good Talent Managers Think Like Businesspeople and Innovators First, and Like HR People Last
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14 characteristics of the ideal HR leader

14 characteristics of the ideal HR leader | HR Transformation | Scoop.it

A Dutch network asked a group of CEO's what they like to see in a good HR Director.  Their top  three: 1. Business orientation 2. Good connector. 3. High impact

Andrew Spence's insight:

Good stuff from Tom, who is clearly a great connector for sharing his ideas and suggestions on his blog, The Future of HR 

 

The top of my list, not necessarily in order of importance:

  1. A good HR professional, with a broad view on the profession.
  2. Is independent.
  3. Has a very good relation with CEO and other members of the top team.
  4. Has a clear vision, and is able to articulate the vision.
  5. Business orientation, and more, loves the business she/ he works in.
  6. Is creative and innovative.
  7. Is able to design and implement high impact HR interventions.
  8. Is a change agent and loves change.
  9. Has a great ability to influence others, including the CEO.
  10. Has a strong network she/he can utilize.
  11. Has a global orientation and international experience.
  12. Is a people person.
  13. Can attract and challenge talent.
  14. Can deal with ambiguity.
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Why We No Longer Need HR Departments

Why We No Longer Need HR Departments | HR Transformation | Scoop.it
The time has come for HR (Human Resources) departments to call it a day. HR departments often portray themselves as a valued business partner for management and staff alike. However, how can anyone
Andrew Spence's insight:

This article generated more than 3,500 comments on Linkedin!


In a recent conference speech, I suggested that a possible future for HR is dissaggregation.  If you look at HR with an OD practitioners hat, then some competencies are better delivered elsewhere (in some organisations). For example, running HR Services against mature SLAs could be better run by the COO than the CHRO.  


A central people and change function should always retain the HR Strategy and ensure all the different components are aligned. 

However, the challenge for most orgs is creating a sensible road map for the development of HR strategy & services and the HR operating model to support it.  To move to a leaner HR model, the core components of HR e.g. hiring, development, ER, compensation need to be reasonably mature.


A big topic, so watch this space for more commentary in the coming weeks....

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Nick Holley - Talent Management Minus Big Data

Talent – Big Data = Unsubstantiated Rubbish

Via David Green
Andrew Spence's insight:

This was an excellent presentation from Nick and definitely the best title at the HR Technology Europe conference!

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David Green's curator insight, November 8, 2013 5:10 AM

One of the highlights of the recent HR Tech Europe conference in Amsterdam

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HR Tech Europe 2013 – Big Data, Robots and Cycle Paths

HR Tech Europe 2013 – Big Data, Robots and Cycle Paths | HR Transformation | Scoop.it

My summary of HR Technology Europe 2013, with some key themes.

Andrew Spence's insight:

Great conference, some themes from me include :-

  • Its all about the strategy
  • The end of HR Enterprise Software era
  • Talent minus Big Data = unsubstantiated rubbish
  • HR Technology buyers at a crossroads
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Infographic: Seven basic change management questions to consider

Infographic: Seven basic change management questions to consider | HR Transformation | Scoop.it
Infographic: Seven basic change management questions to consider. Any company that will not change risk being left behind - Torben Rick
Andrew Spence's insight:

It is important to ask yourself powerful questions like these before embarking on a change programme :-

1 - Where are we ?

2 - Where do we want to go ?

3 - How ready are we to start ?

4 - What practical steps to take ?

5 - How to manage the journey ?

6 - How do we keep going forward ?

7 - How do we avoid mistakes ?

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Authentis Formations's curator insight, November 29, 2013 3:34 AM

Cela a l'air toujours tellement simple....

Les bonnes questions de base pour la gestion du changement

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How Google Uses Data to Build a Better Worker

How Google Uses Data to Build a Better Worker | HR Transformation | Scoop.it

Googlers maintain a firm belief that insights from data can systematically improve performance and leadership within the company’s ever-growing empire.

Andrew Spence's insight:

There is far too much hype in HR around Big Data.

HR need Big Hypotheses, not Big Data.

Great to read how Google starts every People Operations project with a question to answer.   And, over the last half-dozen years, the analytics team has produced significant insights that have:

  • helped limit the number of interviews required (company analysis showed that more than four interviewers didn’t lead to higher quality hiring),
  • revealed the optimal organizational size and shape of various departments,
  • shown how to better manage maternity leave resulting in a fifty percent reduction in defections,
  • created on-boarding agenda for an employee’s first four days of work that boosted productivity by up to 15 percent
  • and produced an algorithm to review rejected applications (Google gets over two million applications every year) that has helped the company hire some talented engineers its screening process would have otherwise missed. 
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Tony Brugman (Bright & Company)'s curator insight, November 15, 2013 3:06 AM

Valuable Lessons Learned about getting to better HR effectiveness through HR Analytics at Google: "The goal is to complement human decision makers, not replace them."

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5 Jobs for the HR Department of the Future

5 Jobs for the HR Department of the Future | HR Transformation | Scoop.it
HR is becoming "more strategic." What positions will this “more strategic” HR department of the future include?
Andrew Spence's insight:

Good article, 5 emerging roles include :-

  • Resource Procurement
  • Internal Mobility Coordination
  • Cultural Coordination
  • Big Data Analysis
  • Wellness Coordination

What do you think ?

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Diana Russo's curator insight, October 14, 2013 4:20 AM

And as a sixth Job, I would like to add the good old Change Agent or Transition Manager: as we are in a transition from the industrial to digital era, companies need to transform and adapt. HR has a role to lead, facilitate and support this transition process. 

Tony Brugman (Bright & Company)'s curator insight, November 21, 2013 5:01 AM

Nice blog post on New Talent Times. The blogger consulted various experts and HR technology firms to gather their ideas on the future roles for HR.

* Resource Procurement
* Internal Mobility Coordination
* Cultural Coordination
* Big Data Analysis
* Wellness Coordination

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The Evolution Of Work

The Evolution Of Work | HR Transformation | Scoop.it
Work is clearly evolving which means that we are seeing new technologies and behaviors enter our organizations.  These new behaviors and technologies are largely being fueled by the consumer web and now organizations are struggling to adapt.
Andrew Spence's insight:

Nice visual summary of evolution of work, including :-

  • From hierachies to a more flattened structure
  • From fixed working house to flexible working
  • Hoarded information to shared information


Which do you think will have the most impact ?

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Dr. Alison Eyring's curator insight, October 6, 2013 6:45 PM

a nice visual summary

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What are some of the common themes, attributes and characteristics that make an HR-technology solution "awesome"?

Great question from Steve Boese, from his "Inside HR Tech Column" - what do you think ?

Andrew Spence's insight:

There are not many better positioned than Steve to answer this question. Here are the five characteristics he has identified  :-

  1. Modern Design
  2. Rapid Deployment
  3. Solve a 'real' problem
  4. Device-agnostic
  5. Plays well with others

In selecting a long-term HR Technology solution, these are all key evaluation factors. Where would you rate the market leading HR technology solutions against these characteristics ?

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Is HR at Its Breaking Point?

Is HR at Its  Breaking Point? | HR Transformation | Scoop.it
Some companies are choosing to do away with traditional HR departments and divvy up the duties to other departments, but not everyone agrees that's such a good idea.
Andrew Spence's insight:

Jac Fitz-enz, says it's time for the C-suite to forget tradition. Organizations should pull apart HR departments and place pieces where they fit naturally. "We have patched together a function that isn't working very well," Fitz-enz says.


HR will be split up, but at the same time there is a demand for the delivery of a joined up HR Strategy.  This poses some interesting OD questions for HR Operating models.


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The Open Talent Economy - People and work in a borderless economy

Andrew Spence's insight:

"Welcome to the open talent economy. a collaborative, transparent, technology-enabled, rapid-cycle way of doing business. What the open source model did for software,the open talent economy is doing for work."

Good 12 page page report from Deloitte.


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Ivon Prefontaine's curator insight, August 2, 2013 2:44 PM

Interesting concept.

Christopher Yeh's curator insight, August 7, 2013 12:38 PM

Lines continue to blur in the Brave New World of work. The concept of borderless talent is adroit and well-timed. We have only touched the tip of the open-talent economy through crowd-sourcing solutions.

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The co-evolution of HR, Big Data and Social Enterprise

The co-evolution of HR, Big Data and Social Enterprise | HR Transformation | Scoop.it

The often-contentious relationship between marketing and IT has made for great organizational spectator sport, but perhaps the more interesting game in town is the revolution in HR’s deepening relationship with Big Data.…

Andrew Spence's insight:

Big data is a meaningless phrase.

In HR we do not need Big Data, we need Big Hypotheses.

Talent is the perfect area for HR to to cut its teeth.

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10 roles for HR in 2014

10 roles for HR in 2014 | HR Transformation | Scoop.it

10 roles for HR in 2014, starting with "The Cleaner" - so get your marigolds on and read Tom Haak's view on the changing role of HR.


Via HR Trend Institute
Andrew Spence's insight:

10 HR roles with emphasis for 2014 including :-

The Story Teller
2014 will also be the year of story telling. Through stories we can learn about the ambitions of the company. Through stories we can learn what living the values really means. Through stories we can connect the organization to the surrounding world. HR could be the master of story telling.

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What Does the New HR Organization Look Like? A Talent Machine.

What Does the New HR Organization Look Like? A Talent Machine. | HR Transformation | Scoop.it
The Bersin by Deloitte Analyst Blog
Andrew Spence's insight:

Here is Josh Bersin's view of the Future of HR....

Interesting comments on HR Business Partners - a continual weak spot of the original Ulrich model.


I would add that HR need to be technology champions, ensuring workforce productivity tools are utilised by mangers.


HR also need to be excellent vendor managers, ensuring various internal and external suppliers deliver excellent HR Services.

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Eileen Klitvad's curator insight, January 22, 2014 1:38 AM

Couldn't agree more. That's why I love the work I do.

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ReEngineering HR: 5 HRtech Threads of Technology

ReEngineering HR: 5 HRtech Threads of Technology | HR Transformation | Scoop.it
Have you discovered any new processes that need automation lately? The era of enterprise computing is coming to a close. Let's talk about what happens next.

Via Alexander Crépin
Andrew Spence's insight:

This is a really interesting series of 5 articles looking at the future of HR and workforce.  The articles include :-

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6 Key Questions to Ask before HR Outsourcing

6 Key Questions to Ask before HR Outsourcing | HR Transformation | Scoop.it

6 Key Questions to Ask before HR Outsourcing - new article from HR Transformer Blog

Andrew Spence's insight:
For the Buyers of HR Services, there is strong demand from organisations who want :-
• Standardised HR Services
• Reduced Cost to Serve 
• Access to innovative workplace tools and technology 
• The business benefits of Big Data
Here are 6 questions to ask before embarking on HR Outsourcing.
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AlGonzalezinfo's curator insight, November 7, 2013 8:48 AM

Very interesting article on the current status of HR outsourcing.   If you are considering this, the article lists 6 critical questions to ask before you make the decision. 

 

From the article:

 

For the Buyers of HR Services, there is strong demand from organisations who want : 

 

• Standardised HR Services

 

• Reduced Cost to Serve 

 

• Access to innovative workplace tools and technology 

 

• The business benefits of Big Data 

 

From my experience as someone who has sat on both sides of the Outsourcing fence, there are challenges facing HR Directors when considering whether to outsource, they are broadly categorised as : 

 

Internal – the readiness of your organisation to embark on a big change 

 

External – finding a suitable partner who can delivery your requirements now and in the future. 

David Hain's curator insight, November 7, 2013 8:54 AM

HR - to oustource or not - make sure you check out the full picture...

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The Impact of Wearable Technologies on HR

The Impact of Wearable Technologies on HR | HR Transformation | Scoop.it
With the anticipation of the Google glasses we can only speculate how these wearable technologies will transform work and life.
Andrew Spence's insight:

Some of us will be wearing Google Glass in 2014. 

The 'early adopters' will as usual be showing off their new gizmos to fascinated friends and colleagues.

Mike Haberman looks into his experienced 'HR Glass' to outline some of the themes for HR illustrating with a scenario....


What do you think is Wearable Technology an Opportunity or Threat ?

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Tony Brugman (Bright & Company)'s curator insight, January 21, 2014 10:10 AM

Since Google Glass is coming our way, what is Impact of Wearable Technologies on HR? Good question!

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Why HR Need to Be Technology Champions

Why HR Need to Be Technology Champions | HR Transformation | Scoop.it

A new article from the HR Transformer Blog - "Why HR Need to Be Technology Champions"

Andrew Spence's insight:

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

HR technology solutions and HR strategy are intertwined, so that every HR Director needs to know the opportunities and challenges of new and emerging technology.

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Big Data in Human Resources: A World of Haves And Have-Nots

Big Data in Human Resources:  A World of Haves And Have-Nots | HR Transformation | Scoop.it

Research from Bersin finds that while more than 60% of companies are now investing in BigData and analytics tools to help make their HR departments more data-driven, there is a huge chasm between the “haves” and the “have nots.

Andrew Spence's insight:

Interesting survey findings

  • only 4% of companies have achieved the capability to perform “predictive analytics” about their workforce.
  • only 14% have done any significant “statistical analysis” of employee data at all.


Given the massive potential, the question for me is Why is HR not gaining the benefits of Big Data?

In my view, there are a couple of big reasons :-

  1. In HR we still need to do "reporting" - this tends to be descriptive rather than predictive.
  2. Our HR Systems are not integrated - so reporting & data analysis is very time-consuming (for most orgs) 
  3. Lack of skills in HR - we need behavourial scientists who can not only see patterns but also know how to implement the right programs - this is an emerging skill.  Big Data is not a Big Deal without Big Hypotheses.
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61% of HR Pros are Divorcing Their HR Technology in the Next 18 Months

61% of HR Pros are Divorcing Their HR Technology in the Next 18 Months | HR Transformation | Scoop.it

HR Technology is an essential part of the human resources department. Learn why 61% of HR Professionals will divorce their HR Technology.

Andrew Spence's insight:

With so much activity in the HR Technology market place this is an exciting opportunity to ditch the dead-wood &  avoid the implementation pitfalls...

See also, 7 good tips to consider in a infographic.

I would stengthen Tip 2 "Search for attributes that will make your life better" to ensuring that the technology supports (1) your HR Operating Model over the next few years (2) same with your HR Strategy

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Digital dummies demand HR/IT dalliance

Digital dummies demand HR/IT dalliance | HR Transformation | Scoop.it

What's really going to hold back the transformation into a digital enterprise? How about plain old-fashioned incompetence? Gartner reckons an HR/IT alliance is needed to ignite the search for digital talent.

Andrew Spence's insight:

“The quest for digital business expertise provides an undeniable opportunity for CIOs and HR executives to create a robust alliance that helps them meet their respective outcomes. Leading-edge CIOs become leading edge because their HR and talent strategy counterparts support them."


So what should this new double-act of HR and IT be doing? Gartner recommends:

  • Identify key strategy players and possessors of technology and business expertise both inside and outside the enterprise.
  • Work in parallel, not serially, on internal development and planning.
  • Bring in people from outside with the required knowledge, skills and competencies — some as external experts, not necessarily as permanent employees.
  • CIOs need to learn to orchestrate talent and take advantage of global ecosystems of expertise to build digital expertise quickly.
  • Focus on hiring, developing and deploying versatile and multidisciplined teams of people.
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Disruptive Technologies - McKinsey Global Institute

Andrew Spence's insight:

This is a great read, in 2025 :-

  • 2-3 Billion more people with access to the internet
  • $5-7 trillion potential economic impact of automation of knowledge work
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Ivon Prefontaine's curator insight, September 16, 2013 6:22 PM

It is long, but might be worth looking at from a dissertation perspective.

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Is your HR Operating Model Fit for the Future ?

Is your HR Operating Model Fit for the Future ? | HR Transformation | Scoop.it

New article from HR Transformer Blog, with critique of current HR Operating Models and some of the drivers influencing the next generation.

Andrew Spence's insight:

Why is HR no more strategic now than in 1995?

This article argues that the Ulrich model was developed from external drivers relevant in the 1990s but we now have a different set of drivers in place, and should re-evaluate our current structures.  Now is a good time to review our HR Operating Model, with over 50% of organisations with more than 5,000 employees in the process of re-organising their HR department from bringing in a new leadership team to redesigning HR services from the bottom-up. 

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Clara Ramon's curator insight, November 5, 2013 3:17 AM

gracioso artículo pero realidad :)

Gary Johnsen's curator insight, January 3, 2014 2:26 PM
The Ulrich model was developed from external drivers relevant in the 1990s but we now have a different set of drivers in place, and should re-evaluate our current structures. Now is a good time to review our HR Operating Model, with over 50% of organisations with more than 5,000 employees in the process of re-organising their HR department from bringing in a new leadership team to redesigning HR services from the bottom-up.