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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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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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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Everything Is Digital: Ten HR and Talent Predictions for 2020

The world has become digital - what does this mean for organizations, HR, and leadership? Here's a view of the top 10 trends for the next few years.
Andrew Spences insight:

The first prediction is music to my ears,

#1 Organisation design will be challenged everywhere

 

For too long we have been 'tweaking round the edges' with our employee engagement programmes, herbal teas and low pay environments.  We have to totally rethink the nature of work and how it will be delivered in the future.

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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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The HR Software Market Reinvents Itself

The Future of HR Technology - presented at HR TechWorld 2016. How the tools, technologies, and platforms for HR are rapidly changing. 

Andrew Spences insight:

The $14-plus billion marketplace for HR software and platforms is reinventing itself. Fueled by mobile apps, analytics, video, and a focus on team-centric management, we are seeing a disruptive change in the HR software industry. This is a shift investors, buyers, and HR professionals should watch out for.

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The Role of HR in Reinventing Organisations: Embracing People Analyti…

Presentation given by me at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016 

Andrew Spences insight:

This presentation attempts to cover the following questions :-

1.What features will successful organisations have in the future?

2.What impact will this have on HR and People Management?

3.What are the main opportunities of the Quantified Workplace?

4.Why has HR struggled with transforming itself?

5.What are the main challenges with our current HR Operating models?

6.What are challenges of People Analytics and how do we overcome them?

7.How can People Analytics help transform HR?

Gary Johnsen's curator insight, June 2, 2016 11:22 AM
Workforce analytics
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HR Analytics - The "GPS" of True HR Transformation 

HR Analytics - The "GPS" of True HR Transformation  | HR Transformation | Scoop.it
It is critical to understand what HR transformation really is and the role HR analytics plays in effective transformation processes. Mark Berry shares his expertise in this article.
Andrew Spences insight:

Good overview of how to define HR Transformation from Mark Berry and some insight on the new type of skills required to drive this transformation.

 

The focus needs to shift from process-related metrics -

  • time-to-fill
  • % of identified successors

to those that are more outcome-focused, such as -

  • increasing workforce productivity
  • maximizing return on workforce investment
Gary Johnsen's curator insight, April 11, 2016 1:00 PM
Good summary of HRT and analytics
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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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The perfect match, HR analytics and strategy

The perfect match, HR analytics and strategy | HR Transformation | Scoop.it

A good article by Patrick Coolen, from ABN AMRO Bank, who stresses the importance of  finding the relevant strategic business question.

Andrew Spences insight:

The article covers the evolution of HR analytics, from tools and techniques to capabilities and leadership.

Also, an interesting overview of the analytics product offering at the bank.

Patrick also makes the pragmatic point, "if you can answer a business question by creating a simple but effective pivot table and corresponding graph, by all means, please do."

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2017 Global Human Capital Trends | Deloitte

2017 Global Human Capital Trends  | Deloitte | HR Transformation | Scoop.it

Deloitte's Human Capital Trends survey of leaders from around the world identifies the critical trends shaping the HR agenda. Recommended 144 pg PDF report

Andrew Spences insight:

Great quality report from Deloitte.

Rewriting the rules for the digital age, with some interesting chapters on 

  • Talent acquisition: Enter the cognitive recruiter
  • Digital HR: Platforms, people and work
  • People Analytics: Recalculating the route
  • Diversity and Inclusion:The reality gap
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5 Future Prospects For The HR Business Partner Model

5 Future Prospects For The HR Business Partner Model | HR Transformation | Scoop.it

"Article on state of the HR Business Partner model. Written by Dave Ulrich and Wayne Brockbank of the Ross School of Business"

Andrew Spences insight:

Interesting comment from Ulrich and Brockbank :-

 

"Many of the critics of the model look at today’s problems through yesterday’s solutions and wonder why they don’t get solved. This is like trying to run today’s software on yesterday’s computers. Of course, it won’t work."

 

  1. HR will deliver value to multiple stakeholders.
  2. HR valued outcomes will move beyond talent to organization and leadership. 
  3. HR will become more technologically efficient.
  4. HR professionals will have to master the right competencies.
  5. HR will be a source of both structured and unstructured information to improve business impact.

 

"The bar has been raised on HR and some HR professionals will make the grade and others will not."

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From individuals to networks of teams 

The focus of HR is slowly shifting, from individuals to teams.  In this article Tom Haak looks at current HR practices to see which are team focused.

Andrew Spences insight:

Most current HR practices still tend to focus on individuals, less on teams, and probably not at all on networks of teams.

 

The opportunities for HR to contribute to the shift from individuals to teams to networks of teams are big.

 

What is the impact on HR Transformation?

 

Well, if you looking at people management practices then you have to look at team performance. A key question is, 

"How do you define and measure team performance in your organisation?"

 

It seems bizarre to recruit an individual into an existing team without looking at how likely they are to succeed in that team, given their values, personality etc

 

There is some exciting work in this space with vendors developing tools for managing performance in teams. 

 

Watch this space!

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Why are so many Digital HR Transformations doomed to fail?

Why are so many Digital HR Transformations doomed to fail? | HR Transformation | Scoop.it
Why do so many Digital HR Transformation projects simply focus on the HR technology, and then often just the Core HR platform or only the Talent
Andrew Spences insight:

Rob Hill from SAP asks a gloomy, but pertinent question,

Why are so many Digital HR Transformations doomed to fail?

His reasons, with my comments below :-

The separation of Advisor + Consultant
Choosing a partner to implement your chosen software is really important and a big consideration in which software you choose.  If you ask your System Integrator questions about your HR operating model, analytics, HR strategy they will have very good knowledge.  But is it in their interests to potentially slow down a sale and/or the project....
Consider the full HR technology landscape
You need to look at the big picture.  Look at some of the business problems you have now and which data sets are going to help you solve them.
Promised Integrations do not deliver
Will leave this one to the techies...
The best selection process has the Client, software vendor, Systems Integrator and the Change Management agent all working together
Absolutely agree.
Don’t buy the hype
Talk to existing customers, really focus on what your HR operating model will look like in 3 or 4 years time.
Align the success of your project to the vendors success

Steady on Rob!

 

And my comments on LinkedIn,

I think you answered the question Why do HR Transformation projects fail, in the first sentence. Organisations jump too quickly to the technology solution, without answering broader questions on HR's role.

Which people management practices will support the business in the future?

What is the role of HR, Business Partners and managers in the HR model?

What data might we need to improve employee productivity in the future?

It's worth spending enough time on these questions before moving too hastily to a new HR system that might not be the answer.

Andrew Marritt's curator insight, February 15, 2017 4:07 AM
An interesting subject but not just applicable to HR Tech
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7 Challenges that People Analytics Must Overcome

7 Challenges that People Analytics Must Overcome | HR Transformation | Scoop.it
7 Challenges that People Analytics Must Overcome
Andrew Spences insight:

Latest post from HR Transformer Blog

 

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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.  

 

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The Quantified Workplace: Technology vs Trust?

The Quantified Workplace: Technology vs Trust? | HR Transformation | Scoop.it
The Quantified Workplace: Technology vs Trust?
Andrew Spences insight:

My latest post from the HR Transformer Blog.  

Highlights some examples of social sensing technology with the benefits and some of the risks.  I would be very interested in your views and experiences of this type of technology.

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