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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What Has The Internet Ever Done for HR? 

What Has The Internet Ever Done for HR?  | HR Transformation | Scoop.it
All right, but apart from the job-boards, the freelancer platforms, email contract management and social-media, what has the internet ever done for HR?
Andrew Spences insight:

In the future, we might look back, and ask ourselves,

 

“All right, but apart from verified candidates, secure personal career profiles, frictionless digital work platforms, less intermediaries and fees, more workforce trust, and people reaching their potential through work, what has Blockchain ever done for HR?”

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Are Freelancers Your Best Performers? Applying Organizational Network Analysis to the Gig Economy

Are Freelancers Your Best Performers? Applying Organizational Network Analysis to the Gig Economy | HR Transformation | Scoop.it

Are Freelancers Your Best Performers? Applying Organizational Network Analysis to the Gig Economy.

Great article by John Beoudreau and Rob Cross.

Andrew Spences insight:

This article picks up on a couple of mega trends impacting how we will manage people in organisations in the future.

 

It is exciting because it highlights the mental transition we need to make to get there...

 

The move to the gig economy, or whatever we call it, means we need to manage a disparate group of workers, freelancers, automatons (!), platforms, suppliers and networks.

 

Our traditional HR practices are geared up around single employees on full time contracts.

 

We need to use the insights from network analysis to understand how these people work with each other.  Developments in techniques and data captured means this is now possible, but are we still thinking in terms of the HR processes we know and love?

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What are the opportunities for automation in HR?

What are the opportunities for automation in HR? | HR Transformation | Scoop.it

"What are the opportunities for automation in HR?"

a guest post by me on HR Zone.

Andrew Spences insight:

Covers impact of cloud, robotic process automation (RPA), AI, machine learning, chat bots and blockchain.

 

Also asks, what might be the impact on HR and careers? 

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The role of Organisational Network Analysis in People Analytics

Great overview by David Green on one of the most exciting trends in people analytics, the rapid growth of Organisational Network Analysis (ONA), which whilst not new is witnessing a resurgence thanks to developments in technology, new ways of working and changing business requirements.

Andrew Spences insight:

As well as the article, check out David's slide deck, which covers :-

  • What is ONA?
  • Why is ONA growing in importance?
  • What is ‘Active’ and ‘Passive’ ONA? Which one should we use? Can we use both?
  • What can we use ONA for?
  • What case studies on ONA are available?
  • Where can I find out more about ONA?
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The rise of the Chief HR Officer

What makes a CHRO successful – now and in the future?  16 page PDF from KPMG

Andrew Spences insight:

Lots of insights from the survey, including 

 

"We found a number of trends. Most notably, the proportion of CHROs who were female went from a minority (44%) to a majority 56%"

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7 Lessons Learned From The HR Business Partner Model

7 Lessons Learned From The HR Business Partner Model | HR Transformation | Scoop.it

State of the HR Business Partner model by Wayne Brockbank and Dave Ulrich

Andrew Spences insight:

In my view the HR Business Partner has been the most problematic component of HR Operating Models, due to design and implementation issues.  

 

In this article Ulrich and Brockbank review a study with 32,000 respondents, to come up with seven lessons learned about the business partner model.

  1. the business partner model is not unique to HR
  2. the intent of the business partner model is focus more on deliverables (what the business requires to win) than doables (what HR activities occur).  
  3. being a business partner may be achieved in many HR job categories
  4. HR professionals as business partners have unique information, insights, and recommendations to deliver competitive advantage. 
  5. as talent, leadership, and capability issues increase in business relevance, HR professionals may help respond by being both architects and anthropologists. 
  6. as with almost any change, we have seen an inevitable 20-60-20 pattern for HR professionals to fully adopt the business partner opportunities. 
  7. being a business partner requires HR professionals to have new knowledge and skills. 

 

 

 

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