He started by outlining what he called the macro trends for HR:
- Managing multiple worker types
- Sustainability CSR
- Workforce planning
David then went on to talk about the four areas:
- Big data
- Social HCM
- We are always on
- 3 in 5 workers say they don need to be in office to be productive
- 40% of info workers use personally owned technology
Evolution of consumption
- Mobile workers now means always on
- Improved ability to consume
- Increase demand for accessing business apps on my mobile
- Willingness to use personal devices
How to do mobile
- Know the stakeholders (not used much by HR). Choose the areas of your HR offering that need to be mobilised. Ask execs what they need and give them value.
- Use mobile to help support managers.
- Efficiency and insight for managers – share HR info on tablets with managers and teams, for example.
Benefits to HR of mobile
- Reach more users
- Delivering more consumable information and processes
- Meeting expectations of today’s users
- Personal versus company dvices
- Standardised versus configurable apps
- Network bandwidth, cost, IT budgets – is your IT dept budgeting for mobile.
2 Big data
- Analytics big data and
- Data storage – Europe 2000PB (1m GB)
- Huge now and growing rapidly
- 30% of analytics will be delivered by in memory functions
Evolution of analytics
- Automation has led to more and more data
- Ability to store data cheaply means we can get new levels of insights.
- Analytics split between investigation/monitor and measure and also modelling and planning
Benefits for HR
- Insight to find problems
- better data to support biz planning
- Analytics needs process automation to collect data and historical data
- Integration is key so you start to measure Cross-HR data – core HR data plus compensation, talent etc plugs in to enterprise data so you can start to measure cause and effect and impact on business.
3 Social HCM
- David said social was a state of mind.
- The future will involve aligning how employees act online in their home time with work time.
- Social is all about collaboration, feedback instantly etc
In HR we are already using social – in recruiting, in learning plus conceptual usage (performance management and career development). Work out where social can work in the organisation.
- Knowledge sharing
- Insight into performance
- Insight into career options
- Fuller view of workforce
- Focus on weak links to drive max value
- Ensure integration of the processes and social foundation
- Understand potential limitations from workers’ councils in Europe
David talked about software as a service and how HR needs to look at how services are delivered in the future – this will be cloud based.