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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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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HR Data Alone Won't Make You Strategic

HR Data Alone Won't Make You Strategic | HR Transformation | Scoop.it

Given the prospect of free, in-context analytics that are immediately available, it’s not hard to understand their allure for HR. Unfortunately, as with many promises that are appealing on the surface, there’s a catch, and it’s a big one....

Andrew Spences insight:

HR Data Alone Won't Make You Strategic -> of course it won't.

 

And often the data being generated by HR systems will not even help you solve business problems such as attrition, absence and diversity.

 

So after spending a fortune on moving HR to the Cloud, organisations are often disappointed with the Analytics capability.

 

A top tip is to work out which data sets will be useful prior to implementing a new HR System.  Answering problems such as retention, often needs broad data sets including social media behaviour, networking patterns, personality, employee sentiment, sales etc.

 

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Let Them Eat Tech

Let Them Eat Tech | HR Transformation | Scoop.it

Let Them Eat Tech is my latest account of HR Tech Congress in Paris in October 2016.

The smell of revolution was in the air...

Andrew Spences insight:

Plenty of insights, links and useful resources from HR Tech Paris.  

With Gary Hamel, Daniel Thorniley and others.

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HR Trends for 2017

HR Trends for 2017 | HR Transformation | Scoop.it

What's new for HR in 2017?

The collective insights of the industry's thought leaders, from Oracle.

 (free 18 pg PDF report requires quick sign-up)

Andrew Spences insight:

I have vague recollection of pre-Christmas drinks in a basement bar in London where we talked all night about music, politics and....HR.

 

In very good company an eclectic mix of loud-mouths, analysts, journalists, bloggers and even a HR leader or two.  The challenging task of holding this all together was done by the patient Andy Campbell (who doesn't usually read The Daily Mail allegedly)

 

Thankfully, Simon Heath was on hand to graphically summarise the conversation.  Whoever did the scribing did a good job as the report is a pretty good read..

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Come on HR Prove Me Wrong in 2017

Come on HR Prove Me Wrong in 2017 | HR Transformation | Scoop.it

Here are Dave Millner's 5 trends for 2017... 

Andrew Spences insight:

Dave Millner is Executive Consulting Partner at IBM Workforce Science, but you might know him as the popular and tireless @HRCurator on Twitter.

 

Dave is passionate about HR, having worked in the field for 30 years and writes one of the best articles of 2016.

 

The five trends to look out for in 2017 and beyond :-

  1. Organisational Design
  2. Organizational Design – Start With HR!
  3. Business Partners – Really!
  4. HR Get Commercial
  5. Please Embrace Technology!

 

*exclamation marks are Dave's

 

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Guide to 2016 Paris HR Tech World disruptHR companies

Guide to 2016 Paris HR Tech World disruptHR companies | HR Transformation | Scoop.it

Here is a great guide to HR Tech Startups pulled together by Faye Holland at HR Tech World.

Andrew Spences insight:

I love the "Dragons Den" or "Shark Tank" section of technology conferences.  Nervy startups pitch their idea to a panel of wealthy and wise investors.  

Faye has a done a great job at HR Tech World and brings together the best HR Startups.

The space crowds around two main areas, Employee Experience (wellbeing, employee feedback, survey tools etc.) and Talent & Recruitment.

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Design thinking as a tool for HR transformation

Design thinking as a tool for HR transformation | HR Transformation | Scoop.it
How can design thinking become a tool for the individual to design an optimal living breathing people-centric blueprint of an organization
Andrew Spences insight:

Design thinking involves both process and mindset dimensions, and involves:

a) Eclectic cross-functional teams building an outside in view of a user’s situation through creating simple and usable insights. 

b) Using an iterative process of insighting, ideation and prototyping to arrive at solutions quickly. In design thinking terms, this is ‘fail fast to succeed early’. 

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Four Steps of HR Transformation

Four Steps of HR Transformation | HR Transformation | Scoop.it

Successful projects address these steps by answering four basic questions: Why - What - How - Who.

5 Minute Video on YouTube by Dave Ulrich

Andrew Spences insight:

Great 5 minute overview by Dave Ulrich on YouTube about HR Transformation.

"HR Transformation is not measured by activities, but by the outcomes of those activities"

Why - What - How - Who

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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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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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Everything I Learned About Predictive Hiring, I Learned from Applying for a Mortgage

Everything I Learned About Predictive Hiring, I Learned from Applying for a Mortgage | HR Transformation | Scoop.it
The same data science approaches used by lenders and creditors are immensely useful for predicting employee performance - pre-hire - before it’s too late.
Andrew Spences insight:

I think this article gives a very good example of using predictive analytics and how to overcome some of the challenges.

 

Two Problems with Most “Predictive” HR Systems and Approaches

  • Most approaches “predict” flight risk or performance for current employees only – when it’s too late.
  • Most approaches don’t have highly predictive job candidate data – and never consider augmenting their candidate datasets so they can predict pre-hire.
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Global Human Capital Trends 2016

Global Human Capital Trends 2016 | HR Transformation | Scoop.it

More than 7,000 HR and business leaders from 130 countries responded to this year’s survey. From this research emerged 10 trends in organisation design and culture; in learning, leadership, and workforce management; and within the HR function itself.

Andrew Spences insight:

Some great insights based on Deloitte research.

Themes around Organisational Design, Leadership, Culture, Engagement & Learning.

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Organizational design: The rise of teams

Organizational design: The rise of teams | HR Transformation | Scoop.it
Hierarchical organizational models aren’t just being turned upside down—they’re being deconstructed from the inside out. Businesses are reinventing themselves to operate as networks of teams to keep pace with the challenges of a fluid, unpredictable world.
Andrew Spences insight:

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

  • Set up a real-time information network: Look at how people seek and find information today using design thinking.
  • Eliminate organizational layers: Question the role and the need for middle managers.
  • Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” 
  • Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.
  • Let teams set their own goals: Teams should be held accountable for results.
  • Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
Ricard Lloria's curator insight, March 14, 2016 2:42 AM

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
Veerle Seymus's curator insight, March 18, 2016 3:48 AM

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
Gary Johnsen's curator insight, March 23, 2016 8:20 AM

According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.

 

This is music to my ears!

 

For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.

 

What is the point of 'happy workers' doing the 'wrong work'?

 

The next step is harder, but here are some tips on where companies can start :-

Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
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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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4 ways to recruit and retain the best talent

4 ways to recruit and retain the best talent | HR Transformation | Scoop.it

How can employers find and retain talent with the potential to adapt to changing circumstances?

Michael Buehler, Head of Infrastructure & Urban Development, World Economic Forum

Andrew Spences insight:

4 ways to recruit and retain the best talent -> good article backed up by recent studies.

1. Culture is a talent magnet – attract talent by your tribal culture

2. Forget competencies: hire character and potential, and train for skill

3. Pale, male and stale was yesterday – invest in diversity

4. Getting beyond money: tomorrow’s talent prioritizes flexibility, purpose and ethics

 

 

 

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Where Big HR Corporates Are Placing Bets Across Travel Tech, Workplace Collaboration, And Data Analysis

Where Big HR Corporates Are Placing Bets Across Travel Tech, Workplace Collaboration, And Data Analysis | HR Transformation | Scoop.it

CB Insights visualized how some of the biggest HR software providers are making investments and acquisitions. Specifically 

invested in or acquired at least 2 companies since 2012.

Andrew Spences insight:

To keep up with HR tech startups that are offering new products and services to disrupt and streamline services, established HR companies are revamping their own product offerings, as well as investing in and acquiring newer HR tech companies.

 

Interesting to see investment activity from Concur (itself bought by SAP), Infor, Workday and others.

 

Always worth keeping an eye on the market for your most important vendors.

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HR Technology in 2017: Disruption Ahead

HR Technology in 2017: Disruption Ahead | HR Transformation | Scoop.it

Josh Bersin outlines some major developments in the HR Technology market.

Andrew Spences insight:

So you might not be surprised to read that Josh Bersin, who works for Deloitte, reckons there will be lots of disruption in the HR Technology market.

 

Josh's research reports are always worth reading for insight and trends.  

 

His final point is worth highlighting :-

 

The whole marketplace for HR technology is making a glacial shift: away from systems to manage transactions and HR processes toward systems to make employees’ work lives better.

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Why Retention Will Be The Biggest Talent Challenge Of 2017

Why Retention Will Be The Biggest Talent Challenge Of 2017 | HR Transformation | Scoop.it

Retention will be the key to a successful talent strategy in 2017. Learn why and how in this article.

Andrew Spences insight:

The world of HR speakers, writers, bloggers is rather dominated by our conspicuous and noisy family member, the recruiter. Don't get me wrong some of my best friends are recruiters.  Well when I say best friend...

Anyway, what I mean to say is we are obsessed with attracting new talent, when sometimes we should be obsessed about retention of the right employees.

 

Lars Schmidt says it better, 

 

many companies fail to have a holistic approach to the entire candidate lifecycle from attraction through onboarding and development. This disconnect creates a fractured process where companies over-emphasize hiring and under-emphasize development, leading to retention issues and creating an endless loop of new recruiting.

 

 

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The 30 best HR Analytics articles of 2016

The 30 best HR Analytics articles of 2016 | HR Transformation | Scoop.it

People Analytics and data driven HR continues to generate huge amounts of interest amongst those working in or associated with the field of HR

Andrew Spences insight:

David Green continues to tirelessly highlight the most interesting developments in the field of People Analytics.

Here is the 30 best articles of 2016, with a great selection including :-

  • How Google Uses Analytics to create a great workplace
  • The beginner's guide to Predictive Workforce Analytics
  • Six must have competencies in a world class analytics team
  • 7 Challenge that People Analytics must overcome (ahem, there is even a slot for one of mine!)
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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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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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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 12:22 PM
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 2:00 PM
Good summary of HRT and analytics
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IBM and the Great Divide in HR

IBM and the Great Divide in HR | HR Transformation | Scoop.it

IBM's recent foray into improving the experience of individual employees highlights just how big a break a personalized approach would be from the past ideal of simply treating everyone equally.

Andrew Spences insight:

Improving the experience of individual employees is indeed very different from the usual HR practice of treating everybody the same. 

Many organisations are designing the employee experience using similar methods to the design of the customer experience.

However, treating individuals differently depending on their needs/abilities is not new e.g. situational leadership 

Are we moving from the industrial-age, sheep-dip approach to managing people to a more personalised treatment? 

Peter Cappelli has called out a trend and one worth watching...

Gary Johnsen's curator insight, April 11, 2016 2:03 PM
IBM getting into employee experience game 
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Diversity’s new frontier

Diversity’s new frontier | HR Transformation | Scoop.it
It’s time to rethink diversity. Advances in neurological research can help organizations operationalize diversity of thought and eventually change how they define and harness human capital.
Andrew Spences insight:

Cognitive Diversity will be a feature of orgs that succeed in the future 

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