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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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, PhD'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

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Change Management - Managers Are The Key

Change Management - Managers Are The Key | HR Transformation | Scoop.it
Change Management has been a part of projects for decades but without tremendous success. Who is accountable for change management? Are you ready?
Andrew Spence's insight:

This poses a great question for any Change/Transformation programme :-

"To what extent are your plans for change integrated into your project plans, not managed separately or parallel?"

Another from the excellent Knowledge Infuser blog.

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Does Your Organization Suffer From "Disruption Denial"?

Does Your Organization Suffer From "Disruption Denial"? | HR Transformation | Scoop.it

Good article from Jason Averbook on how the concept of “disruption denial” ties into the world of HR and Workforce Technology.

Andrew Spence's insight:

Why has HR been hesitant to lead and deploy new innovations in technology ?  Are we denying disruption, instead of adapting to it ?

Some good advice from Jason :-

"Make sure your change management, your adoption readiness and your focus on deploying processes make sense to employees and managers..."

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Human Resources: Big Data Benefits and Challenges

Human Resources: Big Data Benefits and Challenges | HR Transformation | Scoop.it

HR managers see improving employee retention as one of the biggest Human Resources Big Data benefits. Learn about other HR Big Data benefits & challenges. from TCS Big Data Study

Andrew Spence's insight:

There are some great opportunities for big data including improving employee retention and making recruitment campaigns more effective.  However, many multi-national HR functions grapple with getting the basics right with employee data accuracy, consolidating disparate technology platforms, payroll accuracy, headcount reporting etc.  The opportunities are great, but for some solid foundations are needed 1st......

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Diego Gerardo Yáñez Segura's curator insight, April 16, 2013 1:07 PM

Comento en este artículo sobre Big Data de los Recursos Humanos, porque me quise enfocar un poco más en lo que se refiere a sistemas de tecnología de información que ayudan al desempeño de una empresa, en este caso, a hacer mas eficiente las operaciones de recursos humanos.

 

Este artículo lo considero interesante ya que nos dice los principales beneficios de Big Data, los cuales son: mejora la retención de los empleados (determina la probabilidad de cada uno de los empleados de presentar la rotación), mejorar la efectividad de las campañas de reclutamiento, así como también medir la moral y el grado de satisfacción de los empleados.

 

Yo recomiendo que las medianas y grandes empresas se den a la tarea de investigar acerca del Big Data, ya que le minimizaría costos en procesos de recursos humanos y tendría una planilla de empleados más uniformes, más productivos y más satisfechos.

Tony Brugman (Bright & Company)'s curator insight, May 2, 2013 12:34 PM

A big study by Tata Consultancy Services on Big Data revealed what benefits and challenges Big Data has for HR. The biggest potential benefit HR Big Data has is improving employee retention. At the same time HR managers are struggeling with the focus of their Big Data investments and with the recruitment of data-scientists.

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Google Glass Knows All About You

Google Glass Knows All About You | HR Transformation | Scoop.it

From now on, people wearing glasses can track, trace and store anything in their line of sight, unbeknownst to the people around them. Including you, wherever you are, whatever you are doing. And all uploaded to Google’s servers for eternity, just waiting to be analyzed.

Andrew Spence's insight:

A truly visionary article from Anita Lettink, from the excellent Visions for HR blog.  What are the potential implications of Google Glasses for our workplace and society?  Anita paints a dystopian future where our every movement can be recorded forever, authoritarian rulers are rubbing their hands - what about HR?

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Why HR Managers Need to Think like Economists

Why HR Managers Need to Think like Economists | HR Transformation | Scoop.it
Deloitte just released its Human Capital Trends 2013, a year-long research effort which looks at talent and leadership trends around the world. The research explains why talent and leadership gaps have become the top business challenge this year.
Andrew Spence's insight:

More on the Deloitte Human Capital Trends 2013 report, from Josh Bersin writing for Forbes.   For example How would an economist deal with the skills gap ? Raise wages, increase supply.....also highlights need for great analytical skills in HR.

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What to Consider When Considering HR SaaS

What to Consider When Considering HR SaaS | HR Transformation | Scoop.it

Here are a few key elements to consider when considering HR SaaS, from Linda Meritt at HRO Insights, in discussion with Howard Tarnoff, instrumental in the successful launch of Ceridian's Dayforce HCM.

Andrew Spence's insight:

As Linda Merritt puts it "Quickly, the question is becoming not if, but when and where to use HR SaaS"

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An Open Letter To HR Executives

An Open Letter To HR Executives | HR Transformation | Scoop.it
Andrew Spence's insight:

Naomi Bloom gives some straightforward and sound advice to HR Executives on HR Technology...."how important it is to start any HR technology project with a well-grounded strategy. Far too many HR leaders (and CFOs, line of business leaders, and more) are still playing whack-a-mole with a laundry list of automation, process, business rule and/or business outcome pain points.  They tackled those pain points as they arose rather than settling down to do the strategic planning that would have put them in front of those damn moles and equipped them to win the battle, once and for all."

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UK Shared Services Strategy and Plan - interview with Paul Marriner

UK Shared Services Strategy and Plan - interview with Paul Marriner | HR Transformation | Scoop.it

Most attempts to share services in Whitehall (UK Government) have been pretty disastrous. Joshua Chambers meets Paul Marriner, the man charged with demonstrating that shared services schemes don’t have to be expensive white elephants.

Andrew Spence's insight:

This outlines the UK strategy and plan for developing Shared Services hubs.  This is an ambitious opportunity with massive benefits.   It needs vision, commitment, a clear plan and the expertise to manage a complex and heavyweight set of suppliers.  Really interesting interview with Paul Marriner.

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David Hain's curator insight, March 1, 2013 6:04 AM

Let's hope this man is successful!

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10 Critical Factors for a Successful Change Initiative

10 Critical Factors for a Successful Change Initiative | HR Transformation | Scoop.it

Moving an organization to the next level is not easy. It’s not routine. It’s not “business as usual.” Even a project as simple as upgrading your performance management system impacts what people do, how they do it, what gets reinforced in the organization, and what it costs.

Andrew Spence's insight:

Good, clear tips including ensuring clear governance, powerful conversations and allowing for individual growth. By Mark Hannum.

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Why CIOs Are Better at Courting Millennials Than HR

Why CIOs Are Better at Courting Millennials Than HR | HR Transformation | Scoop.it

Millennials consider the technology at the company as much, if not more, of a benefit than customary HR benefits.

Andrew Spence's insight:

Interesting perspective on importance of corporate technology

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What Makes Collaboration Actually Work in a Company?

What Makes Collaboration Actually Work in a Company? | HR Transformation | Scoop.it
For companies to survive they must become more rapidly adaptive and innovative in ways customers and employees value.

Via Roger Francis, David Hain
Andrew Spence's insight:

Three of the biggest impediments to making major changes fast, especially in a large company like Cisco, are 1. Unclear clear goals, 2. Lack of a decision making process that is transparent to employees, and, 3. Top management not sticking to that process. From Forbes.

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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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How to Avoid HR Technology Bogeys

How to Avoid HR Technology Bogeys | HR Transformation | Scoop.it

The fact that 68% of technology projects fail, because companies forget their ‘basic swing’ hitting a few unexpected Bogeys along the way!   This article from the HR Transformer Blog  was inspired by the Ryder Cup, with some tips on how to avoid the common implementation mistakes.

Andrew Spence's insight:

The good news is that HR have crucial skills to bring on the people side of the project that are so critical to success.  HR can lead projects with confidence, avoid the bunkers, and ultimately become Technology Champions.

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How the Cloud is Imacting HR

How the Cloud is Imacting HR | HR Transformation | Scoop.it

By 2015, 85% of all software will be cloud based, with flexible pricing one of the key business drivers.

Andrew Spence's insight:

Good infographic from Northgate Arinso.  Cost control and agility are the biggest drivers of cloud adoption, with Payroll and Recruitment the most likely HR early adopters.

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Realizing the impact of organization design

Realizing the impact of organization design | HR Transformation | Scoop.it

Global Human Capital Consulting report discusses creating the conditions for highly successful organizational design through 10 questions covering key Decisions needed.

Andrew Spence's insight:


According to Deloitte, one of the reasons the success rate of OD projects is so low is because :


Most organization design projects proceed to the design phase with very limited analytical work. The analytics that do take place are often based on incomplete or very high-level data sets.


Asking the right questions at each phase—and acting on the response—can save time and effort. A good downloadable PDF report with 10 key questions.

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Your Least Engaged Employees Might Be Your Top Performers

Your Least Engaged Employees Might Be Your Top Performers | HR Transformation | Scoop.it
New research points to a horrifying possibility: your low performers may be the ones who love their jobs the most.
Andrew Spence's insight:

This does not suprise me at all.  The large effort and associated industry pushing for employee engagement seems futile.

Who needs 'engaged employees' doing the wrong work or performing poorly ?

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AlGonzalezinfo's curator insight, April 9, 2013 2:38 PM

From the article:

 

Murphy suggests regularly monthly meetings (perhaps lasting no more than 20 minutes) that ask managers about what's going on in the workplace and how motivated they feel. As Murphy says, "If a company CEO were told that their best customers were unhappy, it's a safe bet that CEO would be on a plane within hours."

 

 

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Seven Crucial Leadership Conversations Critical to Future Business Success

Seven Crucial Leadership Conversations Critical to Future Business Success | HR Transformation | Scoop.it

"Like canaries in a coal mine, this year’s human capital trends should be viewed as leading indicators of emerging threats and strategic opportunities."

Andrew Spence's insight:

" In 2013, leaders are tasked with meeting high expectations for performance and talent, despite dramatic shifts in technology, globalization, demographics and regulation."

Interesting report from Deloitte, with 7 Human Capital Trends for 2013.

Starting with "Thinking like an economist"......

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Ivon Prefontaine, PhD's curator insight, April 6, 2013 2:39 PM

I am not sure I want to think like an economist, but I do want to debunk the superman myth. I am OK with saying: "I don't know." We need to in this complex world.

Andrew Spence's comment, April 9, 2013 3:55 AM
Thanks for sharing this. Ivon - good point about being comfortable saying "I don't know" with some of these complex issues. I am not sure HR should think like an economist all the time, but one day a week might help!
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HR and Marketing: How the "Google to Indeed to Career Site" Food Chain Changes the Game...

HR and Marketing: How the "Google to Indeed to Career Site" Food Chain Changes the Game... | HR Transformation | Scoop.it

So, the call for a mobile-friendly careers site in recruiting is pretty clear.  The chain of command goes like this these days – Google to Indeed to Your Career Site, where a decision on whether to apply is made. At least one out of three candidates are doing that on a mobile device, so why wouldn’t you have a mobile-friendly site ready for mobile users?

Andrew Spence's insight:

The HR Capitalist explains Why you need to put on your marketing hat and write better headlines and copy to your job postings.

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The Evidence is Mounting: HR Outsourcing is a Key Part of World Class HR Organizations

The Evidence is Mounting: HR Outsourcing is a Key Part of World Class HR Organizations | HR Transformation | Scoop.it

For years the Hackett Group’s HR benchmarking analysis has shown the increasing use of HR outsourcing. Now its research of Global 1,000 companies over the past two years shows that effective use of outsourcing plays a key role in achieving world class HR organizations.

Andrew Spence's insight:

Hackett Group's HR Benchmarking research finds that world class HR organizations:

  • Spend 27% less on HR services per employee than typical companies
  • Reduce HR labor costs by 29%
  • Operate with 24% fewer HR staff per 1,000 employees
  • Spend 50% less on outsourcing
  • Dedicate 25% greater spend to technology.
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People are the real numbers: HR Analytics has come of age

Andrew Spence's insight:

HR Analytics - long on info, short on insight?

Most HR teams understand the potential value of HR analytics yet they continue to offer only generic and basic operational andtransactional measurements.  Good article emphasing need to look to the future as well as the rear view mirror.

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Adrian Furnham on Creativity at #HRTalks

Adrian Furnham on Creativity at #HRTalks | HR Transformation | Scoop.it

"Do you want more creative people in your business? No"

Andrew Spence's insight:

Which poses the question, what "types" of people does your business really need ?

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The Future of RPO? 3 Predictions for 2013 and Beyond

The Future of RPO? 3 Predictions for 2013 and Beyond | HR Transformation | Scoop.it
Andrew Spence's insight:

RPO is the fastest growing sector of HR outsourcing. The RPO standalone industry is estimated to be about $5 billion in size - here are some predictions for 2013 and beyond.

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