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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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, 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.
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The Holy Grail I

The Holy Grail I | HR Transformation | Scoop.it

HR sticks to the story of the value of intangibles like a mobster hangs on to an alibi. It's not hard to believe that people are the heart of the business. It's been painfully hard to quantify it.

Andrew Spence's insight:

"A large part of the problem is that HR is an island of silos. It turns out that two decades of increasingly complex enterprise software is partly to blame. The problem, in a nutshell, is that the various siloed pieces of software don’t share basic data structures."


An eloquent and insightful article from John Sumser from HR Examiner

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Tony Brugman (Bright & Company)'s curator insight, August 5, 2013 5:46 AM

Good piece on HR Examiner blog on a major problem that HR has: HR is an island of (organisation and software) silos.

 

All this affects the effectivenss and adoption of HR Analytics: "The problem, in a nutshell, is that the various siloed pieces of software don’t share basic data structures. Identical data is entered in different systems at different times. The process of keeping the data clean is so manual and so subject to failure that maintenance becomes an end in itself."

 

Fortunately, the blogger sees light at the end of the tunnel: "single code stack, single rules engine SaaS compliant solutions". "In a single code stack, the data does not require maintenance in order to be useful. An interesting consequence is that the number of people who need special spreadsheets declines dramatically in the presence of these tools." "It’s astonishing what can happen when the data structure ceases to be an issue."

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NGA’s Broadening Offerings

NGA’s Broadening Offerings | HR Transformation | Scoop.it

It is always interesting to hear what Northgate Arinso are thinking about the HR Services World - definitely one of the innovators in this space.  Relatively new CEO Adel Al-Saleh presented the highlights for FY2013 (up to 30 April 2013) and described the company as an “IP-led HR services company".  Latest article from excellent HRO Insights blog from Liz Rennie, new HRO Research Director for Nelson Hall.

Andrew Spence's insight:

Some facts about Northgate Arinso :-

  • supports multiple platforms such as Workday, SuccessFactors, PeopleSoft, Oracle and SAP
  • A “sweet-spot” client would be a client who wants its IT to be managed and requires service components for HR administration and/or payroll.
  • New wins and renewals for FY 2013 were cited as Aer Lingus (Irish HRO client based on ResourceLink), Textron (PeopleSoft renewal), Pirelli (40 countries in scope), State of Texas, McGraw-Hill and Orica
  • Global Service Delivery Model, including approximately 1.2k employees in Manila, 1k in Kochi, 100 in Dalian, China, 150 in Katowice, Poland, 500 in Granada, Spain and 200 in Buenos Aires, Argentina
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Work environment redesign

Work environment redesign | HR Transformation | Scoop.it

The way the workplace is constructed—physically, virtually, and managerially—can have a critical impact on employee productivity, passion, and innovation."

Andrew Spence's insight:

Interesting article from Deloitte on productivity, talent and work environment.

The work environment needs to be redesigned with three goals in mind to foster talent development and achieve performance improvement:

Goal 1—Define high-impact challenges: Help workers and teams to focus on areas of highest business impact, learning, and sustainable improvement

Goal 2—Strengthen high-impact connections: Enable workers to connect with people who matter, both inside and outside the organization

Goal 3—Amplify impact: Augment worker impact with the right infrastructure

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Lumax Producties's curator insight, June 6, 2013 2:56 AM

Dat het menselijk potentieel een kritische succesfactor is van bedrijven, dat is geen nieuws. Dit rapport geeft een ander inzicht in hoe je het menselijk potentieel benut. Daarbij gaat het in op 3 doelen:

1. Bepaal de uitdagingen voor je organisatie met de grootste impact

2. Versterk relaties met een grote impact

3. Vergroot de impact.

Voor elk doel werkt het rapport 3 ontwerpprincipes uit.

Tony Brugman (Bright & Company)'s curator insight, July 3, 2013 3:23 AM

A Deloitte study of more than 75 companies concluded that "redesigning the work environment will be key to achieving sustainable business performance improvement in the future." The work environment needs to be redesigned with three goals in mind to foster talent development and achieve performance improvement. These goals are: Define high-impact challenges, Strengthen high-impact connections, and Amplify impact. Each goal can be achieved by following a set of 9 design principles, which are detailed further in this research paper.

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The Top 5 Disruptive Technologies that Will Impact HR

The Top 5 Disruptive Technologies that Will Impact HR | HR Transformation | Scoop.it

"In the May 22 issue of Bits on NYTimes.com writer Steve Lohr reported on a McKinsey report on the $33 trillion impact that they feel 12 disruptive technologies will have in the future. In reviewing this list I felt the top 5 will have a major impact on the field of HR."

Andrew Spence's insight:

From Mobile Technology, to advanced robotics - which of these will turn out to have most impact on HR ?

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HR Needs to Focus on the Right ‘S’ Word: Being ‘Smarter’

HR Needs to Focus on the Right ‘S’ Word: Being ‘Smarter’ | HR Transformation | Scoop.it

Good article from Dave Millner at Kenexa "There is so much talk about HR being more strategic (the ‘S’ word) and I’m not sure that phrase or focus is helping....."

Andrew Spence's insight:

I completely agree with this.  For all the talk of HR needing to be brave or courageous, this does not matter if HR is not Smart.


As Dave Millner, explains :-

"The primary goal of HR, therefore, is to increase employee productivity and thus improve organizational profitability."


And we need to do this by delivering tools and techniques that increase employee productivity, help organisations manage change and be 'the knowledge' on effective people management.

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Tony Brugman (Bright & Company)'s curator insight, May 30, 2013 8:35 AM

Good Kenexa blog article on Business-driven HR. According to the author HR needs to focus on being ‘Smarter’ rather than 'Strategic'. "HR needs to change perceptions. That can be done only by being a credible business leader (not a partner), knowing your commercial and HR stuff, and being able to build the business case for people-based initiatives and challenging the business."

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Gartner Magic Quadrant for talent management suite: Five takeaways

Gartner Magic Quadrant for talent management suite: Five takeaways | HR Transformation | Scoop.it

Gartner Inc. recently released its first ever Magic Quadrant for talent management (TM) suites.  Worth a read with 5 takeaways, but poses some fundamental questions for me, see below.

Andrew Spence's insight:

Is there a major problem in the HR Technology industry ?  What exactly is the business case for investment in Talent Management software that does not integrate with the core HR system ?  Outputs are often manipulated on Excel reports, leading to data issues and credibility issues for HR in the business.

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Talent Management Insights from Football

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

With the retirement of Sir Alex Ferguson, Paul Scholes and David Bechham, I thought it would be a good time to share an HR Transformer Blog article from a couple of years back.

Andrew Spence's insight:

Inspired by the excellent book "Why England Lose & other curious football phenomena explained", HR Transformer Blog pulled out 8 broader talent management lessons from the world of football.  Including :-

"A new manager wastes money"  (are you reading David Moyes?)


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Employers are from Mars, young people are from Venus

Employers are from Mars, young people are from Venus | HR Transformation | Scoop.it

Addressing the young people/jobs mismatch - Policy Reports - CIPD

This research explores the mismatch between the expectations of employers and young people at the recruitment stage and makes recommendations on overcoming this.


Via Donna Rogers Skowronski
Andrew Spence's insight:

According to the Economist, nearly a quarter of the planet's 18-25 year olds, 290 million people, are neither working nor studying.  In the UK, there is a major mismatch between skills required by the economy and skills held by our workforce. 

The CIPD launched "Steps Ahead Mentoring Programme" which provides an individual with one-to-one support on CV-writing and interview skills. The mentors are all working in recruitment or related positions. Since August 2011 and has helped 300 young people into employment and now has over 1,000 volunteer mentors.

Steps Ahead is a great idea and I hope it can be ramped up quickly to help more young people find meaningful jobs.




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Most Important HR Outsourcing Contracts of the last 2 Years

Most Important HR Outsourcing Contracts of the last 2 Years | HR Transformation | Scoop.it

Article from HR Transformer Blog, on the most important contracts in the $3.3 Billion HR Outsourcing industry.

Andrew Spence's insight:

The positive benefits and business case for HR Outsourcing is still there for organisations who currently have a need for:

  • Standardised HR services
  • Reduced HR Cost to Serve to its employees
  • Access to new innovative workplace tools and technology


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Top eight HR risks, and how to handle them

Top eight HR risks, and how to handle them | HR Transformation | Scoop.it

Good set of People risks from HR Magazine, with What's the risk, Why Should HR Care, and importantly what to do now.

Andrew Spence's insight:

Key risks include Critical Skills Shortage, M&A risks and Supply Chain Risk

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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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How Google Sets Goals...

How Google Sets Goals... | HR Transformation | Scoop.it

As Kris Dunn, aka HR Capitalist, suggests you need to book an hour on your calendar to take advantage of the resource. Video embedded below is from Google Ventures with a hat tip to TechCrunch.

Andrew Spence's insight:

Do you know the objectives of your co-workers - and would it be useful ?


Every Google employee has a set of OKR (objectives key results) not so unusual, but these are visible to all other employees - so are the results.

Some good examples of excellent performance management in practice, plus some tactical tips on how to be effective.....



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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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7 Reasons HR Technology Is So Hot Today

7 Reasons HR Technology Is So Hot Today | HR Transformation | Scoop.it

Latest Report From Bersin/Deloitte on the HR Technology Market

"We just published new research on HR technology buying trends and the market is hotter than ever.  As companies start a new war for talent, this $14+ billion market continues to explode with growth."

Andrew Spence's insight:

The HR Technology market is hot in terms of sales, but does it really deliver value to businesses ?

  • Systems which need to be upgraded as they are no longer supported
  • Cloud software is easy to buy - but do employees/shareholders really care where the servers are and who owns them ?
  • The market leading HRIS interfaces are >5 years behind interfaces employees use at home
  • Big Data Analytics - huge promise, but first things first, can you provide accurate headcount reports ?

This market is large and growing, but really needs to do more if it is to help organisations deliver their goals.


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Tony Brugman (Bright & Company)'s curator insight, July 2, 2013 11:06 AM

Bersins latest 'Managing Talent Through Technology' report sees several drivers of the strong growth in HR technology:

- #1 Driver of Change: Need for better and new User Interface
- Talent is top of mind of the CEO (again)
- HR Software is aging and companies are ready to consolidate their HR systems
- Big Data Analytics and Cloud Technology drive adoption and purchase

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HR Drives the Agile Organization

HR Drives the Agile Organization | HR Transformation | Scoop.it
The Future of HR will enable a new type of agile organization—one designed around highly nimble and responsive talent.

Excellent PDF report on "The Future of HR" from Accenture

Andrew Spence's insight:
"As the world becomes increasingly volatile and unpredictable, organizations that can quickly and easily adapt to changing business conditions will outpace their competitors."


If Agility = Adaptability + Speed + Execution.


"Then, to compete in a rapidly changing world, HR will fundamentally reshapeitself so that the function becomes a critical driver

of agility. "


Read the impact on HR of the agile organisation....

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Tony Brugman (Bright & Company)'s curator insight, May 27, 2013 5:27 AM

Great trend report by Accenture on the Future of HR. In short, as agility becomes a top priority, HR organizations have to reinvent themselves to drive and enable agility in their organization.

 

To enable agility, the report describes the changes HR needs to make, such as:

- Foster internal and external worker mobility

- Help discover and broker unknown talent

- Help build an adaptive, ethical and empowered culture

- Apply science and fact-based analytics

- Develop a learning organization

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Why Upgrade Your HR Systems?

Why Upgrade Your HR Systems? | HR Transformation | Scoop.it
CFOs may not be experts in either HR or technology, but they should know enough to sign off confidently on a buying decision.

This is the first in a series of 5 excellent articles looking at the buying of HR Technology from a CFO's point of view.  And, lets face it you need to get this big decision past the CFO in most organisation.

Andrew Spence's insight:

Why indeed ?

With a powerful HR Tech industry in full sales mode - a seasoned review of the business case from the CFO is more than welcome.


As Naomi Bloom says, "When you hear, ‘We’re running version 7 of this system, and our maintenance contract expired, and we can’t do anything with mobile devices, and so we have got to buy this new system,’ you have to respond with your broad, strategic plan.”


This is spot on - and any decision also needs to include how this technology will delivery the overall HR/People Strategy.

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Survey Says Helping People, Not Profits, Is Primary Driver for HR

Survey Says Helping People, Not Profits, Is Primary Driver for HR | HR Transformation | Scoop.it

HR professionals chose their career, the report says, primarily because they “want to help people grow and develop.” Next, and way down the scale, was business growth and development as a career choice driver.

Andrew Spence's insight:

There has always been a mismatch between the skills of those working in HR and what the business needs from HR.  HR leaders need to ensure that they have a clear HR career model which gives individuals opportunities to develop, and also allows others to opt out and pursue different career paths which better match their aspirations. 


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Dan Ariely: What makes us feel good about our work? | Video on TED.com

What motivates us to work? Contrary to conventional wisdom, it isn't just money. But it's not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose.
Andrew Spence's insight:

Interesting talk about the psychology of work.  Some great insights, including why we enjoy shopping at Ikea !

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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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The World is Local: A New Model for Human Resources

The World is Local: A New Model for Human Resources | HR Transformation | Scoop.it

Despite continued focus on globalization, new research by DHL shows that the world is not as "flat" as once believed.  While low cost networking has made it easier than ever to communicate around the world, economic and cultural conditions from country to country are more different than ever.  From The Bersin by Deloitte Analyst Blog

Andrew Spence's insight:

The research finds 5 keys to success, including some interesting comments on Business Partnering and Centres of Excellence - two key elements of HR Operating models.  In global organisations it is difficult to have centralised centers of excellence, keeping up with the needs of local businesses.   A more pragmatic approach is a more distributed 'community of expertise', with individuals contributing to and intepreting frameworks, platforms and tools.

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Ivon Prefontaine's curator insight, April 29, 2013 7:25 PM

""The world is far less globally connected today than it was in 2007, and global connectedness falls far short of the levels commonly assumed by business executives and the general public."" That is an interesting observation