1. robscottinsyd

2. robscottinsyd 3. Rob ScottGlobal Lead: HR Strategy& Innovationrobscottinsyd 4. robscottinsydThe HR benefits of colliding Social,Gamification and Mobile platforms 5. Were talking a Big Smash2 000 000 000 000 000 000 000robscottinsydTWO QUADRILLION The amount of (megabytes) information mankind broadcasts annually through TV,radio, newsprint, post, e-mail, social tools, blogs .. Equivalent to everyone reading 174 newspapers cover to cover every single day We have been increasing our ability to store information by 28% per year since1986 6. Were Talking Big Smashrobscottinsyd 7. TodaysInsightsAGENDArobscottinsyd THE AXIS OF WORKFORCE AND WORKPLACE CHANGE Social tools Gamification Mobile THE POWER OF 3 The impacts on HR and HR technology WRAP UP & QUESTIONS 8. Where is HR on the digital divideNarrow view of digitaltransformation.robscottinsydAutomated just about everyaspect of its customerexperience. 9. Marketing: HR can learn from their journeyrobscottinsyd 10. robscottinsydThe impacts on HRelements40 11. AbAlign tobusiness goalsrobscottinsydAAnalyticsGsNext-GenStrategyHsHR Strategy &GovernanceIsIndustrySWOTMmMeasurementRmRiskManagementVmLeadership &Value MotiveWsWorkforceSegmentationCsCompensationGmGoalManagementObOn-boardingRTalentAcquisitionSpSuccessionPlanningSwWorkforcePlanningCrCore HRInformationPrPayroll &accountingPosPositionManagementTaTime &AttendanceSSchedulingCpCareerPlanningCwmContingentWorkforceLdLearning &DevelopmentPmPerformanceManagementMMobility(Global/local)KsaKnowledge,skills,attributesOdOrganisationDesignScSocial,Collaboration &GamificationEvEmployeeValue prop.McMentoring &CoachingVrVariableRewardWhWorkplaceHealthCmChangeManagementCCultureDmDeliveryModelSvShared ValuesSlStyleEEthicsDDiversityEbEmployerBrandSTRATEGYTACTICALSOLUTIONSOPERATIONSOLUTIONSENVIRONMENT STIMULANTSBONDS40 12. AbAlign tobusiness goalsrobscottinsydAAnalyticsGsNext-GenStrategyHsHR Strategy &GovernanceIsIndustrySWOTMmMeasurementRmRiskManagementVmLeadership &Value MotiveWsWorkforceSegmentationCsCompensationGmGoalManagementObOn-boardingRTalentAcquisitionSpSuccessionPlanningSwWorkforcePlanningCrCore HRInformationPrPayroll &accountingPosPositionManagementTaTime &AttendanceSSchedulingCpCareerPlanningCwmContingentWorkforceLdLearning &DevelopmentPmPerformanceManagementMMobility(Global/local)KsaKnowledge,skills,attributesOdOrganisationDesignScSocial,Collaboration &GamificationEvEmployeeValue prop.McMentoring &CoachingVrVariableRewardWhWorkplaceHealthCmChangeManagementCCultureDmDeliveryModelSvShared ValuesSlStyleEEthicsDDiversityEbEmployerBrandSTRATEGYTACTICALSOLUTIONSOPERATIONSOLUTIONSENVIRONMENT STIMULANTSBONDSSOCIALGAMIFICATIONMOBILE 13. SocialrobscottinsydSOCIAL TOOLSVSSOCIAL MEDIATHE WISDOMOF THECROWDThe concept ofCONTROL mustbe rethought.Social challengesthe fundamentalprinciples ofWho, What,When, Why andHow 14. Social IMPACTS FOR HRrobscottinsydBusiness toconsumerLocation basedcampaignsShort-life content#Tag consolidatesknowledgeMeasure &impactApplicants and staff have the sameexpectations as consumers.Big data lets new jobs find you beforeyou even know you are looking.The concepts of sharing informationthat cannot be stored. It has limitedshelf-life.The #tag is the common thread forknowledge management andsharing.Social tools are creating measuresthat can be used for assessments. 15. SocialrobscottinsydThe digital immigrants have nowcaught up to the digital natives we are now all digital citizens.The fastest growing demographicon Google+ is 45-54 andon Twitter it is 55-64! 16. Socialrobscottinsyd47%Millennials who say aprospective employersdigital reputationmatters as much as thejob it offers31%Willing to spend theirown money on a newsocial tool if it madethem more efficient atwork 80kAdobe Managementhours saved by replacingold PM process withSocial Check-ins.Attrition at lowof 6.7% 45%SHRM45% of humanresources leaders dontthink annual performreviews are accurateappraisalWe have matured in understanding how to make Social part of thereal world and not one that remains in the augmented realityworld 17. GamificationrobscottinsydThe gamers are here! 18. Gamification Gamification in the business context isrobscottinsydtaking the game mechanics/psychology- attributes like puzzles, play,transparency, design andcompetitionand applying them toreal-world business processes, such ason-boarding, learning, development,PM and health & wellness. 19. robscottinsydBuilding blocks of a great game:GamificationChallenge ProgressStatus RewardSocial, Networked & Expressive 20. GamificationrobscottinsydIts not newNew formatsRange of HR uses 21. GamificationrobscottinsydFinding the rightFlowFind your gaminglanguageProcess impactBreaks the iceFlexibilityThe balance between distractionand achieving a business objective.Trivial names like Ninja Player andAchiever must fit your companyculture.More processes than you think areimpacted when gaming is introduced.Gaming elements are often the firsttools used for interaction.The name of the new game ispersonalisation not standardisation. 22. Mobilityrobscottinsyd 23. Mobility LOCATORrobscottinsydINTERNETOFTHINGSNOTOUCHWEARABLETHESOCIALHUB> TAILORED CO-CONNECTED EVOLVED ECOSYSTEMINTIMACYOPTIONSNON-SQL & DEEPLEARNINGMobile devices nowaccount for over a billionjob searches per month.Seventy percent of jobseekers using mobile actwithin an hour ascompared to 30% of jobseekers using a PC.68% of job seekers use amobile to job search, butonly 20% of companiesare [M] optimised> Apps will grow andapplications PERSON TO COMPUTERwill shrink> Apple & Android appstores both exceed 1million apps> In 2014 86% of mobileactivity is through anapp, up from 80% in2013> Business apps are 6thmost popularAugmentedSensory GesturesWORKHUBAUGMENTEDREALITYStill Value in at the stake beginninguntilstages2020 PERSON ($14T)TO PERSONThe Internet of Thingsin its most basic formis where products anditems are connectedonline to each otherand to humans> 10B things (0,06%)currently connectedout of 1.5TTogethernessPerformanceHealthcareEmotionBespokeDecisionsAlert/PreventAuthenticatePSFK Future Of Wearable Tech Report Jan 2014Research firm ABIestimates industry willhit $6 billion by 2018.> 2020 - 80% of healthGoogle insurance premiums use analytic Ingresswilldatacollected by wearablehealth monitors> Data from wearabledevices will drive 5% ofsales from Fortune 1000companies by 2021. 24. The Powerof 3robscottinsydMOBILE 25. The Powerof 3robscottinsydTHE SYNERGY OF THESE 3 TOOLS IS CREATING: A Fundamentally different working framework Long digital Trails information that can be tracked,integrated and analysed Greater integration and flexibility An empowered employee with a stronger voice and abilityto participate and create their work environmentThe Power of 3 will disrupt, but its notnecessarily a bad thing for HR transformation 26. The Powerof 3 After jumping from 52% inrobscottinsyd2011 to 74% in 2012, 73% ofthis years survey respondentssay that social business isimportant or somewhatimportant today. Nearly 90%see its importance on a three-yearhorizon. 27. The Powerof 3 IN A DIGITAL HR WORLD, THE MOST RELEVANTrobscottinsydAND USEFUL DATA WILL BE CREATED OUTSIDEOF CURRENT HR SYSTEMSData &integrationareparamountANALYSING A WIDE ARRAY OF NON-HR DATA ON PEOPLESLIVES TO CREATE STATISTICALLY VALID PREDICTORS OFPERFORMANCE AT WORKSUCCESSFACTORS, AN SAP COMPANY, TRACKS EMPLOYEESSEARCHES OF EXTERNAL BLOGS OR PODCASTS TO SHOWEXECUTIVES HOW AND WHAT EMPLOYEES ARE LEARNING.The ability to take initiative is a far better predictor of highperformance on the job than stellar academic records fromprestigious schools 28. The Powerof 3 DIGITAL HR WILL HAVE A SIGNIFICANT IMPACTrobscottinsydON PROCESS AND STANDARDISATION Process and standardisation are necessary to compensatefor HR systems limitations and application of control Data and insights from a digital HR world will eventuallytrump process in terms of importance The ability to statistically determine the key drivers ofperformance based on hard data, may become much moreimportant than generalized rewards, development, orlearning processes 29. The Powerof 3 THE FUTURE HR TECHNOLOGY POSITIONrobscottinsyd Source of truth Core data Temporary storefor shared data Key rules A platform A trigger 30. The Powerof 3robscottinsydA FUTURE LEAVE SCENARIOThe Siri voice indicates that ithas checked my online diary aswell as my partners diary andthere seems to be a perfectweek gap.I indicate that I would like totake the leave, and ask Siri toput it in our diaries and confirmonce it is done.A few minutes later it confirmsthe leave entry and ensures allparties are notifiedappropriately.While doing some staffplanning, my managernotices that I have somebench time for a fewweeks. He hits the autoleave approve button forthat time-period to allowfor me to take leavewithout waiting forapproval.While Im doing an AR trainingcourse on reaction timewhile driving to work with mygoogle glasses, the data that itcollects as well as informationthat it has derived from myother social activities onYammer, LinkedIn, Klout andFacebook cause theprogramme to interrupt andsuggest that I need somerest time and that it has beenpre-approved. 31. The Powerof 3 HR ASrobscottinsydSOCIAL,MOBILE AND GAMIFICATION ARE CREATING NEW TRENDSMIDDLEMANSEPARATE HRACTIVITIESVALUE BY HRRIGIDBOUNDARIESEMPLOYEECONTROLEDINTERWOVENVALUE BYCROWDCHOICEHR OWNSDATAHR BORROWSDATA 32. The Powerof 3robscottinsydCustodian tocoachHOW DO YOU FEEL?Structure & sizeof HRAdministrator todata minerImplement HRtools to interfacebuilderStandardisationtoPersonalisationCustomised &targeted offerings 33. Wrap-up &QuestionsrobscottinsydKEY TAKE AWAYS Social, Mobile and Gamification are tools with greatpotential for HR Like all thinks they require a strategy & plan to makethem effective Dont get caught up in your own fears of technology orthat HR is the custodian of people practicesTHANK YOU