© 2013 IBM Corporation
IBM Smarter Workforce
Creating a Smarter Workforce
© 2013 IBM Corporation
IBM Smarter Workforce
Thomas Watson, Jr. Former CEO of IBM
“ I believe the real difference between success and failure in a corporation can very often be traced to the question of how well the organization brings out the great energies and talents of its people.
“
”
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3 | Confidential – POV September 2013
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IBM Smarter Workforce
© 2013 IBM Corporation
IBM Smarter Workforce
At IBM, we’ve always worked to invent solutions that solve big problems.
So then, what could be bigger than helping organizations
reinvent work itself?
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The problems with work today
• Can’t find the perfect job or in some cases, any job• Don’t understand the skills they have or need• Take jobs they aren’t ideally suited for• Plateau at their jobs when they have more to give• Are not engaged enough to bring out their full potential
Employee challenges
• Can’t often fill specific positions• Don’t often create the best working environments• Struggle to provide mechanisms for effective performance• Struggle to retain talent especially their best talent• Don’t know how to get the best from their people
Employer challenges
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A look at work itself…
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SustenanceSustenance
+Satisfaction
Sustenance +
Satisfaction+
Identity
Looking at what “Work” means to us individually
The need to survive and provide for the basic needs
of your family
The realization that work can provide dignity and status
When the work you do and who you do
it for proudly defines you
And all this added complexity is putting greater pressure on business to engage the individual.
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First, the workforce is more informed and empowered than ever before. Technology has changed the way, and the speed, at which people communicate and connect—and social media plays a huge role in this. This shift has dynamically changed the market, and it’s about to change business.
Second, the insight on human behavior is greater than it has ever been—we have reached a point where we know what makes people good at what they do, individually and as a group. And we understand the dynamics of talent and the science of human behavior like never before.
Finally, the combination of these two things has produced mounds of big data around human behavior and tendencies that we can analyze to literally predict behavior, identify talent like never before, match capabilities to market needs, retain the best and act on proven insight to drive business outcomes.
Looking at how business looks at “Work”
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Over the past 15 years, the same social, political, economic and
technological forces have continued to shape work, but in new ways. In
particular, advances in technology—the Internet, processing power, software
and mobile devices—have lowered the barriers to information. With greater
availability and access to information about people and employers, we have new opportunities to re-think, re-design
and re-make the world of work.
Looking at “Work” globally
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And, the management of “Work” has changed
It was often about
top-down management
Now, it’s about leveraging our collective intelligence
PAST
FUTURE
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So, what’s driving this change in work?
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1. The rise of social in the workplaceWe are connecting with each other more quickly than ever before, and we’re doing it in new ways.
Productivity increase25%
Source: McKinsey Global Institute, July 2012 - "The Social Economy: Unlocking Value and Productivity Through Social Technologies."
Top Dow
n
Bottom
Up
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2. The rise of big data and analyticsDecisions once made based on limited information and gut feelings are now being made based on insights extracted from the exabytes of information that people and employers publish every day.
See it as a competitive advantage63%
Source: IBM Institute for Business Value, October 2012 - “Analytics: The real-world use of big data, How innovative enterprises extract value from uncertain data”
Top Dow
n
Bottom
Up
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IBM Smarter Workforce
3. The rise of mobile technologyNow, with almost 75% of the world’s population with a mobile device4, that information is not only accessible, but available at your fingertips.
Have a mobile device today75%
Source: Mashable study, July 2012 – “75% of World Has Access to Mobile Phones”
Top Dow
n
Bottom
Up
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4. The rise of the independent workerMore people are striking out on their own and as human capital becomes the leading source of sustained economic value, employers are looking for better ways to partner with independent and non-traditional workers.
Top Dow
n
Bottom
up
Consider themselves not, white or blue collar but no collar employees
30%Source: Deloitte, 2012 – “Brawn from Brains: Talent, Policy and the Future of American Competitiveness”
Top Dow
n
Bottom
Up
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IBM Smarter Workforce
All these intertwined dynamics require a comprehensive point of view
SOCIAL BUSINESS
BIG DATA AND
ANALYTICS
INDEPENDENT WORKER
MOBILE TECHNOLOGY
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IBM Smarter Workforce
34
Enhancing the power of human judgment by using both mathematical and behavioral science analytics.
Eliminating hierarchies by implementing tools that empower the collective intelligence of an organization
Forming a true labor market built from long term needs and the career desires of the individual
Creating radical transparency across organizations by using social networks to create constant collaboration
Our Point of View. We can reinvent work through….
12
56
Causing career paths and ‘best fit roles’ to be predicted for people and businesses.
Creating the new supply chain for the 21st Century of workers and the work needing to be done.
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Therefore, if we could harness the power of big data and analytics with human insight, human behavior and workforce solutions, along with
social and mobile technologies, we could bring people and employers together to do more
meaningful and valuable work to drive business.
We call it Smarter Workforce
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IBM Smarter Workforce
BRINGING THE IDEA OF A SMARTER WORKFORCE TO LIFE
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A Smarter Workforce is actually smarter when:
• Behavioral science identifies what makes people good at what they do and organizations thrive because of it
• Technology just doesn’t drive efficiency, it fuels collective innovation
• Analytics is both a predictive and management tool critical for driving continual improvement
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A Smarter Workforce Makes Smarter Business
Leading companies are seizing these opportunities to create real business value. • Analyzing human capital to better understand talent• Increasing innovation through shared expertise• Using social platforms to bring the workforce closer
together• Rethinking business models• Creating infrastructures that grow and scale with
needs• Making business more flexible to market changes• Sharing information real-time• Using data to predict performance• Attracting not recruiting talent
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IBM Smarter Workforce
When “work” is reinvented…
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• Be better educated about careers and their skills
• Have the tools to connect, organize and collaborate socially—getting constant opportunity to tap into expertise and creative ideas at their fingertips.
• Become culturally aware and understand the type of culture they will thrive in
• Develop leadership skills to lead in flat organizations and empower real-time development opportunities
• Define work through talent and not jobs or roles
People Will…
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• Become experts at using analytics to find the right people
• Have the capabilities to leverage skills quickly and in a virtual work environment
• Assess, recognize and reward people continuously using social tools
• Help employees learn continuously and socially
• Use mobile devices as the predominant work tools
• Think of the social network as the 21st Century supply chain
• Predict performance, engagement and business outcomes
• Use the knowledge of their culture to engage their people more to create stakeholder value.
Employers will…
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IBM Smarter Workforce
In a New Era of Computing, when enterprise value is coming from the extension of IT beyond the enterprise, we will…
• Shape the way work is done and value is created, as a work partner and thought leader.
• Enhance the productivity of clients through enabling them to create a Smarter Workforce.
• Deliver solutions to empower the Chief Human Resource Officer of the future
In the end…
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IBM Smarter Workforce
A Smarter Workforce makes Smarter Business
Because what’s good for people is good for organizations and together, they can change the world.
© 2013 IBM Corporation
IBM Smarter Workforce
Looking at the Solutions of a Smarter Workforce
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IBM Smarter Workforce
Smarter Workforce is an evolution from compliance-oriented to a strategic growth lever
Solution Category Sub-Category
Evolution Progression
Level 1Table stakes
Level 2Market today
Level 3 Level 4Smarter Workforce
Talent Acquisition
Attraction / Employment Branding Recruitment / Sourcing (internal, external) Selection / Assessment Onboarding Strategic Workforce Planning
e.g., competencies e.g., dashboard
e.g., Put science, data and precision into recruitment for a better hire-to-fit ratio
Integrated Social and Mobile
Workforce Platform
Powered by Interconnected State-of-the-Art
Analytics
Leveraging Big Data and
Behavioral Science for Prescriptive
Analytics
Accessible Anytime, Anywhere with an Irresistible
User Interface
Talent Leadership
& Engagement
Succession planning / Leadership Appointment Leadership Development / Coaching Employee Engagement Culture Diversity & Inclusion
e.g., engagement survey
e.g., acting on employee feedback to improve engagement
e.g., linking employee engagement to organization results
Talent Optimization
Learning & Development (individual, team, career, coaching, mentoring)
Performance Management Knowledge Sharing & Collaboration Best Fit Expertise
e.g., traditional learning management system
e.g., social collaboration
e.g., Watson Career Advisor; social reputation; socialperformance management / TOS
Talent Recognition & Rewards
Compensation Recognition Incentive Planning Awards
e.g., compensation planninge.g., awards planning
e.g., planning and benchmarkinge.g., peer-to-peer recognition platform
e.g. compensation optimization, social recognition, sales force analytics
Talent Analytics
Big Data, Advanced Analytics Visualization Workforce Science
Descriptive, e.g., product-specific reporting
“Advanced” Descriptive, e.g., Integrated reporting
Predictive, e.g., predictive retention analytics
Description & Business Value
TacticalPoint solutions
Compliance-drivenRisk mitigation
Strategic, Holistic,Interconnected
Fully harnessing the workforce to drive business
results
For internal use only
© 2013 IBM Corporation
IBM Smarter Workforce
Solutions map to business questions to enable strategic workforce conversations with C-suite executives
Example Business Questions Solution Portfolios Solution Components
“How can I attract and hire more people just like my top performers?
How can I bring people into the organization so they’re productive from Day 1?”
Talent Acquisition
Attraction / Employment Branding Recruitment / Sourcing (internal, external) Selection / Assessment Onboarding Best Fit Expertise Strategic Workforce Planning
How do I develop the next generation of leaders for a more global, flexible, and diverse workforce?
“How do I gain continuous insight into what my employees’ think of the organization?”
Talent Leadership & Engagement
Culture Leadership Assessment / Succession Planning Leadership Development / Coaching Employee Engagement Diversity & Inclusion 360 Surveys / Leadership Outliers
“How can I rapidly develop, deploy and optimize skills and capabilities to match emerging opportunities?”
“How do I foster knowledge sharing and collaboration to drive more innovation?”
Talent Optimization
Learning & Development (individual, team, career, coaching, mentoring)
Performance Management Knowledge Sharing & Collaboration Best Fit Expertise
“How do I know if I’m recognizing and rewarding my employees optimally?”
"How do I know salary planning is aligned with our business strategy?”
Talent Recognition & Rewards
Compensation Recognition Incentive Planning Awards
“How can I predict what different segments of my employees need and what actions I should take to
optimize business outcomes?”
“How do I find real-time, hidden, game-changing insights from the data available inside and outside my
organization?”
Talent Analytics
Big Data Advanced Analytics Visualization Workforce Science Workforce Metrics/P&L/Dashboard
© 2013 IBM Corporation31
IBM Smarter Workforce
Talent Acquisition:Attract the right candidates to the right roles through precision and science, and using social tools to make them productive more quickly
Employ a science based
approach to clearly articulate and reflect your organizational culture ensures candidates will fit and thrive.
Industry leading recruitment technology simplifies and improves the efficiency of attracting, assessing, and tracking talented candidates as they move through the hiring process.
Fully-integrated, highly predictive assessments improve the quality and efficiency of selection, while allowing better hiring decisions and ensuring organizational fit.
Ensure employees are productive and up to speed faster, while fostering collaboration and improved innovation across the enterprise, directly impacting new hire satisfaction and retention.
Align candidate and employee skills and abilities to each opportunity, capitalizing on the collective knowledge of the enterprise.
Predictive and prescriptive analytics allow skills forecasting and risk assessment enabling truly strategic workforce planning.
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IBM Smarter Workforce
Talent Leadership & Engagement:Connect the power of a highly engaged and fully enabled workforce with leaders aligned with critical roles to optimize organizational performance
Capitalize on and directly act upon the wealth of information gained through a holistic assessment of engagement – as more engaged employees are better workers, family members and citizens.
Employ an analytics-based approach to selecting and measuring leadership competencies, skills, and preferences to directly inform leadership potential and ensure alignment of succession planning
Provide a precise alignment between individual’s leadership skills, their personal development opportunities, and the specific competencies required at the present as well as in the future
Reap the multitude of benefits from a truly diverse workplace, where the organizational culture enables everyone to contribute to their full potential
Gain continuous insight into the sentiment of the workforce, key drivers of engagement and enablement, and leadership capabilities to directly impact organizational performance
Actively and cohesively manage and utilize organizational culture in maintaining a strong EVP, directly providing meaning for the work employees do
© 2013 IBM Corporation33
IBM Smarter Workforce
Talent Optimization:Rapidly develop, deploy, and optimize workforce skills and capabilities while capitalizing on an interconnected, social, and collaborative workforce
Enable increased collaboration within and across teams, experts, mentors, and communities through social solutions
Ensure a precise alignment between individual and team skills, development opportunities, and the specific competencies required in current as well as subsequent roles
Provide an ongoing stream of performance data delivering continuous feedback to enable individualized development actions to improve performance
Deliver recognition in a dynamic, flexible, and social manner, improving engagement and return on talent
Employ cognitive technology to match relevant, high-value, peer/expert recommended development content to participant’s interests
ENGAGE
COLLABORATE
GROW LEARN
DEVELOP
BE RECOGNIZED
© 2013 IBM Corporation34
IBM Smarter Workforce
Talent Recognition & Rewards:Optimize the way employees are recognized and rewarded across the enterprise to attract, retain, and stimulate top performance
Industry leading compensation technology simplifies and improves the efficiency of managing, reviewing and making changes to your compensation programs
$$
Allocate awards based on comprehensive and relevant performance metrics, customized to individual preferences for optimal impact
Ensure incentives are aligned and deployed appropriately to maximize goal attainment and performance
Enable quantifiable, on-ongoing, real-time recognition across organizational levels and communities
Optimize organizational compensation investment to align compensation practices with business goals
Enable strategic and optimized hiring, attraction, and retention based on insight-driven compensation practices and industry leading comparison data.
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IBM Smarter Workforce
1
2
3
Descriptive (by product)
Integrated Reporting / Incremental Predictive
Advanced Analytics
Talent Analytics:Transform the way decisions are made through descriptive, predictive, and prescriptive analytics – enabling data-driven insights
Descriptive reporting and analytics provides direct insight to structured or unstructured data (survey, social, other) for individual elements within a portfolio or solution.
Integrated reporting and incremental predictive analytics enables messaging across elements within a solution to provide a holistic view of human capital management topics, and predictive models within functional areas.
Advanced analytics capitalizes on data-integration and advanced research assets (including cognitive computing) to allow insight into future trends, and to guide users to make the best possible decisions.
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Customers who have already embarked upon
building a Smarter Workforce
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Attract the right people through employment branding to appeal to the right candidates and win the war for talent
$2 MILLIONsavings in recruiting costs
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IBM Smarter Workforce
Empower employees to perform with relevant, real-time solutions that leverage a company’s collective intelligence
40% increase in sales for new construction
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IBM Smarter Workforce
Motivate employees to make a difference by defining a culture that leads to business success
9.3% AMONG TOP PERFORMERS
higher sales per labor hour
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IBM Smarter Workforce
Empower teams with powerful tools that replace manual processes
100% increase
IN RESPONSE EFFICIENCY
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IBM Smarter Workforce
Empower sales and marketing teams to share information, increasing customer satisfaction
Improved sales opportunities
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IBM Smarter Workforce
Motivate employees to develop creative solutions to big problems
Brought a new product to market in
ONE-THIRDthe time
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Motivate employees to pool together knowledge and deliver high quality products
Leveraged the expertise of
12,000 to create new products
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