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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Blockchain Workforce Update #2 

Updates on credential verification, work matching and payment platforms and identity verification

Andrew Spences insight:

We don’t know what work will need to be done in 2030.

 

However, the infrastructure of how we find work and workers needs to be significantly upgraded from where we are today.

 

  • Singapore provide digital verifiable degree certificates
  • Airline pilots and accountants to have digital certificates
  • Hiring platforms reduce hiring fees to < 5%
  • Age-verifying beer machines!

 

 

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Blockchain and the Chief Human Resources Officer

Transforming the HR Function and the Market for Skills, Talent and Training

 

This is a downloadable PDF report that I published with the Blockchain Research Institute.  

Andrew Spences insight:

This original research report looks at some of the fundamental challenges in the world of work and how a new emerging decentralised work economy could transform HR, work and even what we call 'The Firm'.

 

Gives examples of blockchain applications in candidate verification, digital work platforms and paying workers.

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Blockchain in HR: Challenges, Applications and the Future of Work

Blockchain in HR: Challenges, Applications and the Future of Work | HR Transformation | Scoop.it
There are a lot of misconceptions about blockchain. This article is a round-up of what blockchain is, how it applies to HR, and how it is used by companies today.
Andrew Spences insight:

This is a great write-up of an event I hosted in London last week on "Blockchain and the Distributed Workforce"

 

I shared my research on where blockchain has the greatest potential in the world of work, followed by presentations by 6 startups and a panel discussion.

 

Watch this space for more developments!

 

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The Great HR Technology Turf War… 

This rinse and repeat cycle has been going on for decades, adding to the technology architecture we have today. And our technology stack is exactly that; a stack. It’s history can be traced back simply by lifting the hood. It’s like cutting through the trunk of a tree – the story laid out in every ring.
Andrew Spences insight:

Great insight from Gareth Jones, COO at Headstart, on how the enterprise technology vendor landscape is shifting quickly. 

 

"our technology stack is exactly that; a stack. It’s history can be traced back simply by lifting the hood. It’s like cutting through the trunk of a tree – the story laid out in every ring."

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Chatbots in HR, the realities and opportunities

Chatbots in HR, the realities and opportunities | HR Transformation | Scoop.it

Could a chat bot take on some of the more difficult, empathetic, context specific - human work, like learning and development? From Alistair Shepherd from Saberr.

Andrew Spences insight:

Todays chatbots do simple tasks pretty well.

 

In HR, chat bots are being used to point candidates and employees in the right direction for simple information requests such as applying for leave.

 

This article asks whether chat bots can move up the scale and solve complex problems that us humans struggle with?

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People analytics: Recalculating the route

People analytics: Recalculating the route | HR Transformation | Scoop.it

"People analytics, a discipline that started as a small technical group that analyzed engagement and retention, has now gone mainstream."

Andrew Spences insight:

Here are 8 factors that are important in starting a successful people analytics programme, according to Deloitte

  1. Invest at a senior level in people analytics 
  2. Establish clear leadership 
  3. Prioritize clean and reliable data across HR and the organization 
  4. Understand that analytics is multidisciplinary
  5. Increase analytics fluency throughout the organization
  6. Develop a two- to three-year roadmap for investment in analytics programs
  7. Focus on actions, not just findings
  8. Integrate HR, organizational, and external data
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Modernizing HR at Microsoft

Modernizing HR at Microsoft | HR Transformation | Scoop.it

This is a case study of how Microsoft re-imagined HR for over 100,000 employees.

Andrew Spences insight:

I do love to read a HR Transformation case-study.

 

Microsoft decided to realign its corporate strategy to meet the evolving needs of their customers and implemented cultural changes that required rethinking HR strategies such as recruiting, retention, training and development, and performance management.

 

The business of HR was disjointed and unwieldy, and it wasn’t offering employees and managers the tools they needed to completely achieve this goal.

 

Read how they re-imagined HR.

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State of HR Systems Market Europe 2016 Sierra Cedar Survey Results

State of HR Systems Market Europe 2016 Sierra Cedar Survey Results | HR Transformation | Scoop.it
State of HR Systems Market Europe 2016 Sierra Cedar Survey Results
Andrew Spences insight:

From HR Transformer Blog with a link to a downloadable PDF report and invitation to contribute to the next survey.

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9 Ways HR & Recruiting Technology Will Evolve in Next 4 Years

9 Ways HR & Recruiting Technology Will Evolve in Next 4 Years | HR Transformation | Scoop.it

How will HR and recruiting technology evolve over the next four years?


Via HR Tech Europe
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ADP Unveils One Of The More Exciting HCM Systems I've Seen...according to Josh Bersin

ADP Unveils One Of The More Exciting HCM Systems I've Seen...according to Josh Bersin | HR Transformation | Scoop.it
ADP unveils its new HCM system and new payroll engine - and it's much sexier than you think.
Andrew Spences insight:

Bold words indeed from Josh Bersin who is impressed with the following new ADP innovations :-

 

(1) It's built on a Graph Database - you can change it by moving objects on the screen and the system reconfigures itself

 

"this is the disruptionthat could change the entire HCM market" according to Josh as other current systems (apart from Workday) are built on tables and fields, making modeling relationships and teams hard.

 

(2) New real-time, policy-based payroll engine. the new payroll system lets companies find policies others have created, inherit policies, combine policies, and edit policies graphically. These are all validated and checked and there is programming required. And the system is set up to pay, withhold, and garnish wages in real-time, so you will eventually be able to pay people daily if you choose.

 

3) Wisely Cash Card and App - ADP now supports pay to a dedicated pay card (your employer’s debit card you can use anywhere), your own debit card (bank branded), and digital payment through the Wisely app that lets you move pay to savings, loan payments, mortgages, etc. automatically.

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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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2018 Global Human Capital Trends

2018 Global Human Capital Trends | HR Transformation | Scoop.it

​Organizations are being evaluated on the basis of their impact on society at large—transforming them from business enterprises into social enterprises.

An excellent 104 page PDF Download from Deloitte

Andrew Spences insight:

Always an excellent read from Deloitte, some of the trends for 2018 :-

  • Teams leading teams
  • From Careers to Experiences: New Pathways
  • The Longevity Dividend: Work in an era of 100 year lives
  • Citizenship and social impact: Society Holds the Mirror
  • Well-Being: A Strategy and Responsibility
  • People Data: How Far is Too Far

 

Also, looks like the colon (:) is back!

 

 

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Will Money Solve Your Problems of Turnover? • ScienceForWork

Will Money Solve Your Problems of Turnover? • ScienceForWork | HR Transformation | Scoop.it
General compensation and financial rewards alone may have a limited impact on voluntary turnover.


Rewards beyond pay (e.g. benefits, career or growth opportunities, and training) may have a larger effect than money.

Andrew Spences insight:

The ScienceForWork team do a great job of applying evidence based management to big HR related question.

 

Benefits and development opportunities have consistently been found to have a larger effect on turnover than money.

 

From meta-analysis of 316 studies.

 

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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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How Will Blockchain Impact HR?

How Will Blockchain Impact HR? | HR Transformation | Scoop.it

An article introducing blockchain technology and its possible applications in HR and people management.

Andrew Spences insight:

Of all the emerging technologies, blockchain is the least exciting as a technology, but potentially the most impactful on society.

 

Blockchain could fundamentally change how we manage people and HR, then the impact on HR is an irrelevant question if some of these predictions come true as we will have moved to very different economic models.

Christiane Windhausen's curator insight, April 9, 2017 3:51 AM
In an era where trust has been eroded in our institutions, politicians and even fellow citizens, anything that can strengthen trust should be viewed positively.
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HR Tech Implementation — SaaS Vs On-Premise — The Cost Breakdown

HR Tech Implementation — SaaS Vs On-Premise — The Cost Breakdown | HR Transformation | Scoop.it

The challenge for HR leaders would be to take a Total Cost of Ownership view and consider the market forces where the solution providers are leaving no choice to companies but to move to cloud.

Andrew Spences insight:

So according to Sierra Cedar, the total HR Technology Costs per Employee for medium org with 2500-10000 employees is $205/employee

 

Amol breaks this done and makes some useful insights.

 

I have built many business cases for broader HR Transformation, inc Technology, watch out for the pitfalls :-

  • not fully costing deployment partner
  • underestimating internal cost of project in displaced time from managers and HR team
  • not factoring in support costs after go-live
  • not investing in change management/comms/training and then dealing with low adoption #Owch!
  • systems that do not solve the actual business problems, for example to manage attrition effectively you will need to look at broad range of factors well outside HRIS domain.

 

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4 Keys To Success While Transforming to World of Digital HR

4 Keys To Success While Transforming to World of Digital HR | HR Transformation | Scoop.it

 When you see the word "digital" and "transformation" together - we all
snap to attention and think to ourselves "am I doing this stuff?" or "am I
falling behind?"  

Andrew Spences insight:

This is a good article from Jason Averbook.

 

What are the 4 things we should address as we move to world of Digital HR? 

 

1. Expectations - "no transformation is more challenging than
meeting the service expectations of a digitally empowered workforce".

 

2. Enhancements - We live in a world of "perpetual beta" where we must continue to try new things, create new
experiences, continue to push the boundaries of how we exceed the expectations of our changing workforce.

 

3. Collaborative Innovations - We have through our history been very "insular" when it comes to who we work with & who we share with...

 

4. Organizational Leadership - The shift from "Mad Men" to "Math Men" as is a key to the organizational leadership
change needed as we move to a Digital HR world.