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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The Personal Data Backlash — Next Up Recruitment? 

The Personal Data Backlash — Next Up Recruitment?  | HR Transformation | Scoop.it

Latest article by me on the 'Blockchain and Distributed Workforce publication' on Medium

Andrew Spences insight:

As Google Plus shuts down and Facebook reports a serious data breach, how safe is your personal data?

 

This article considers candidate data in the recruitment industry, and highlights initiatives to improve this using digital career profiles that are verified, owned and managed by individuals.

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Atlassian Boosted Its Female Technical Hires By 80% — Here’s How

Atlassian Boosted Its Female Technical Hires By 80% — Here’s How | HR Transformation | Scoop.it
As a diversity and inclusion leader, Aubrey Blanche is all about experiments backed up by research and data. Here, she shares what's worked and what hasn't at Atlassian.
Andrew Spences insight:

This is  great article sharing a successful approach that others can use.

 

+1 ->

"No organization is actually a meritocracy until it’s accounted for its inherent and unspoken biases"

 

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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 Workforce Update #1 

Blockchain Workforce Update #1 - news and views from those using blockchain technology to build the next generation of work platforms.

Andrew Spences insight:

From decentralised career profiles replacing CVs to work platforms to enable better matching and blockchain machines to pay contractors immediately with reduced remittance fees.

 

Bookmark the "Blockchain and Decentralised Workforce" hub on Medium for regular updates in this space from me and others!

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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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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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From chatbots to measuring the lifetime value of employees: AI is rapidly augmenting HR

From chatbots to measuring the lifetime value of employees: AI is rapidly augmenting HR | HR Transformation | Scoop.it

New article from brand new site, The People Space.

The robots are coming, and they want to improve your HR processes. How will artificial intelligence affect the critical areas of recruitment, employee engagement and talent management?

Andrew Spences insight:

Good article highlighting the potential of AI in augmenting HR.

 

With examples from

  • Talent Management - early identification of talent; predicting likelihood of success, helping succession planning; and the linking of people data to business performance to create “a measure of lifetime value”.
  • Employee Sentiment  -  2 examples of tools already available in this area: Talla, which is mainly focused on answering questions related to recruitment, and Jane, which acts like an HR service centre.
  • Recruitment - using pattern recognition that can be missed by us humans with all our preconceived ideas and biases
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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 for Humans: How behavioral economics can reinvent HR

HR for Humans: How behavioral economics can reinvent HR | HR Transformation | Scoop.it
A new generation of talent strategies, rooted in evidence-based HR and behavioral insights, is replacing HR practices centered on outdated ideas of human psychology and organizational design.
Andrew Spences insight:

"People may be the heart of our organizations, but HR practices are often based on outdated ideas of human psychology and organizational design. When it comes to hiring decisions, employee motivation, and helping workers make better choices, behavioral insights and evidence-based practices can drive a new generation of HR strategies."

 

Learn more about the themes of behavioural economics and how they apply to HR :-

 

  1. Play Moneyball (bounded rationality)
  2. Nudge your colleagues (bounded willpower)
  3. Leverage intrinsic motivation (bounded self-interest)
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How can HR shape the future of work?

How can HR shape the future of work? | HR Transformation | Scoop.it
The recurring theme at this year's CIPD conference was how HR should respond to the rapidly changing future of work. Martin Couzins reports.
Andrew Spences insight:

“HR has got to be much more engaged in shaping organisations, shaping jobs and making sure that it is creating a human future of work”

 

Peter Cheese CEO of CIPD

 

Well said Peter!

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Examples of People Analytics Projects

Examples of People Analytics Projects | HR Transformation | Scoop.it

Nobody has done more than David Green to demystify people analytics.  Here are four case studies which have made a big impact.

Andrew Spences insight:

The five example projects outlined are spread across the employee lifecycle (workforce planning, talent acquisition, engagement, retention and compliance).

 

All the organisations are large multi-nationals, but companies of every size can learn something from their approach and methods.

 

  1. Cisco – Workforce planning / personalised employee career development
  2. LinkedIn – Talent acquisition / Scaling the organisation
  3. ISS – Engagement linked to business performance
  4. IBM and Nielsen – Retention of critical talent
  5. Shell – Compliance / Cybersecurity
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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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Laszlo Bock on the future of HR 

Laszlo Bock on the future of HR  | HR Transformation | Scoop.it

Laszlo Bock is one of the leading global authorities on the future of the HR

Andrew Spences insight:

Bock cites people analytics as the next stage in the evolution of HR and groups companies into two types when it comes to applying an analytical approach, which I’ve classified 'Believers' and 'Doubters'.

 

I agree, there are now 2 streams in HR.

Fast followers - Bock suggests that some organisations are going to implement people analytics ‘very, very quickly and they’ll be successful’.

The doubters - I think this group includes both sceptics, but also many who are not sure HOW to get involved in People Analytics.

 

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Andrew Spence on Helping Employees Find Meaning at Work

Andrew Spence on Helping Employees Find Meaning at Work | HR Transformation | Scoop.it

"Can you explain why making work more meaningful for employees should be one of the top priorities in every organisation?"

Andrew Spences insight:

Interview with me and Valène Jouany, from Smarp, on importance of helping employees find meaning at work, with some ideas on how to do this.

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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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The best HR & People Analytics articles of July 2018

The best HR & People Analytics articles of July 2018 | HR Transformation | Scoop.it
July was a momentous month in terms of both the quality and quantity of people analytics articles. As such, I’ve extended my usual collection of my ten favourite articles to twelve this month as well as highlighting the best podcasts and videos from July.
Andrew Spences insight:

Great collection as always from David Green, including :-

 

  • LEXY MARTIN - 3 Things We Learned from The Age of People Analytics Report
  • RICHARD ROSENOW – People Analytics Starter Kit
  • GEETANJALI GAMEL & DAVID GREEN – How to create career paths for people analytics professionals
  • LEWIS GARRAD - 4 Reasons People Analytics is Critical to Effectively Building a Thriving Workforce

 

And so many others...

 

 

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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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Workplace Learning & Development Report 2018 | LinkedIn Learning

Workplace Learning & Development Report 2018 | LinkedIn Learning | HR Transformation | Scoop.it

50 page report based on survey of 4000 people.

Andrew Spences insight:

The short shelf life of skills and a tightening labor market are giving rise to a multitude of skill gaps. Businesses are fighting to stay ahead of the curve, trying to hold onto their best talent and
struggling to fill key positions. Individuals are conscious of staying relevant in the age of automation.

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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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HR Outlook Winter 2016-17 CIPD Report

HR Outlook Winter 2016-17 CIPD Report | HR Transformation | Scoop.it

This 39 page PDF report examines the issues facing the HR function and HR professionals, highlighting emerging trends within HR and future challenges.

Andrew Spences insight:

Summary from CIPD

This report has covered a wide range of issues, but there are 6 key insights which we believe HR needs to act on.  We must:

• demonstrate the value of the HR agenda

• use HR data to strengthen evidence-based decision-making

• harness the benefits of technology

• prepare for economic uncertainty (for example globalisation and Brexit)

• adapt to the changing needs and desires of the workforce

• strengthen the capability of people managers.

Ian Berry's curator insight, May 3, 2017 9:48 PM
Worth downloading as is the infographic and refreshing no email address required
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Managing Attrition – Are You Looking Backwards or Forwards?

Managing Attrition – Are You Looking Backwards or Forwards? | HR Transformation | Scoop.it

An article from yours truly on the benefits of using predictive analytics to better manage attrition (and retention)

Andrew Spences insight:

How do you manage attrition?

An article that explains some of the benefits of using predictive analytics in HR.

Predicting attrition is a tangible way to demonstrate value of people analytics and HR.

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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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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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HR Disruption: HR and Finance - Joined at the hip

HR Disruption: HR and Finance - Joined at the hip | HR Transformation | Scoop.it

No partnership could potentially have a more immediate impact on business performance than CFOs and CHROs joining forces to work collaboratively.

Andrew Spences insight:

This is a marriage made in heaven, surely?

 

We have lots of goals in common,

 

  • create crosspillar efficiencies
  • plan a workforce of the future through workforce modelling
  • strategic workforce planning
  • increase efficiencies and productivity through changes to operating models

 

However, interesting in the survey of 340 senior execs in Finance and HR,  when asked :-

 

"Finance and HR will collaborate more in the next three years?"

HR Agrees         70%

Finance Agrees 48%

 

Maybe not such an equal relationship!

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