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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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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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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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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.
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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."