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• Strategic HR consultant
• Technology analyst
• Symposium Events faculty, delivering ‘Getting to Grips with HR Business Partnering’
• Blogger including for UKCES
Jon Ingham
SUPA VUCA!
HR Competencies
http://strategic-hcm.blogspot.co.uk/2015/10/hrcs2016-dave-ulrich-hr-competencies-2016.html
HR Competencies - Technology
Levels of Value
• Driving and accelerating business strategy• Creating opportunity for the future• Maximising the potential of people• Producing truly wonderful solutions• Taking advantage of exceptional opportunities
• Focussing HR/OD on business strategy• Creating capability to perform now• Ensuring effectiveness and alignment
• Administering HR operations• Ensuring efficiency eg through
outsourcing
Create value
Add value
Value for money
Personnel
Human Resources
Organisation Effectiveness
Value Triangle© Strategic Dynamics, 2015
Value for money
Value for money HR technology:• HR, workforce management, time & attendance,
payroll systems• HR portal, self service / direct access, • Case management system, robotic process automation
(RPA)• Big data - including from wearables and internet of
things (IOT)
• By 2020 businesses could be short of 85 million workers with college degrees or vocational training.
• At the same time, 95 million lower-skilled workers could be unemployed.
Changes in Jobs
http://strategic-hcm.blogspot.co.uk/2015/06/mckinsey-no-ordinary-disruption-digital.html
Offshoring
Robotic automation /RPA
UK basedEmployees
‘Below the API’Workers
Add value
• Integrated talent management system
• Descriptive and predictive analytics
• 3 ‘A’s: apps, algorithms, APIs• HR app stores, bring your own apps (BYOA)
Managing by Algorithm
https://hbr.org/2010/01/the-future-of-decision-making
A 2000 paper surveyed 136 studies in which human judgment was compared to algorithmic prediction:• 63 studies found that the equation performed
significantly better than the person• 65 found no real difference between the two• Only eight of the studies found that people were
significantly better predictors of the task at hand
• = a 6% win rate for the people and their intuition, and a 46% rate of clear losses
Create value
• Digital technologies – social, mobile, serious gaming (gamification)
• Virtual and augmented reality plus simulated environments
• Agility enhancing, best of breed, point apps
Eg Performance Apps
http://www.betterworks.com/product/
Eg Performance Apps
http://www.cultureamp.com/features.htmlAlso see ReviewSnap, iRevu, Impraise
HR Business Partner
• Relational tasks
• Decisions involving values and morals
• Things to do with change
Creating Value Roles
http://www.symposium.co.uk/managing-in-the-digital-age/
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Developing Relationships
Source: Dave Ulrich, 2015 http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/03/24/the-future-of-hr-is-about-relationships.aspx http://strategic-hcm.blogspot.co.uk/2015/02/mckinsey-7s-8s-organisation-models.html
Neuroscience Evidence
Source: Kevin Oschner
1st Law of Cutting Use of Technologies
“Low value jobs will largely be replaced by technology.
High value ones will only stay high value through the use of technology to support the people holding them.”
- Jon Ingham
Eg Productivity Apps
So Why Aren’t We Doing It? HR is not very social, nor very collaborative… HR was the least involved stakeholder in social media internally and externally.However when HR does run digital initiatives (rarely), things look much better• the digital workplace was more often positioned as part
of an organizational transformation program• the employee voice was stronger (more communities,
for example)• interest in mobile was greater• crowdsourcing was more common.
https://www.linkedin.com/pulse/hr-should-digital-transformation-leader-because-work-jane-mcconnell
For More Information
http://www.symposium.co.uk/current-training-events/hr-business-partnering-hbp/
For More Information
www.joningham.com/advice
strategic-hcm.blogspot.com
linkedin.com/in/joningham
twitter.com/joningham
07904 185134
