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Amazon.com delivery drones, robotic co-workers, Google’s self-driving cars... How will these new technologies impact workforce and HR functions over the next few years? Recently, we’ve seen quick adoption of mobile technologies, real-time performance analytics, and automated recruitment/retention platforms that we couldn’t have predicted just a few years ago. So it’s safe to assume we’ll see even bigger advancements in HR tech in the months and years to come. While it’s tough to predict exactly where we’re headed, failure to embrace new workplace technologies could leave not only you, but your entire organization underperforming and lagging behind your competitors. In this one-hour webinar, Steve Boese (HR Technology Conference Co-Chair, host of the The HR Happy Hour Podcast): -reviews and recommends technologies that simplify and automate HR workflows and functions. -highlights business technologies that are fundamentally changing the way people work. -provides info and resources to help you stay ahead of the curve and at the forefront of modern HR practice.
Citation preview
Don’t Fear the Future
HR Technology in the Era of Drones, Robots, and Infinite Data
Steve Boese August 2014
Presenter Info • Steve Boese • Co-Chair HR Technology Conference • HR Exec Magazine Technology Editor • Co-Host of HR Happy Hour Show and Podcast • Co-organizer HRevolution • Blogger at Steve’s HR Tech • Your New Best Friend
There are two ways to think about the future.
One way is to plan for a future that will be only incrementally different and almost indistinguishable from the present.
The better, (and more interesting) way is to
envision a future that will be almost unrecognizable from today.
“The future will be new enough that we will be uncomfortable, we will be unprepared.”
Prologue
So what does this rapid acceleration in technology innovation mean for the HR/Talent professional?
It means new ways of working, new sources of talent, and
increasingly, new technologies that will make us, at times, uncomfortable
Today, we’ll discuss how some of these future technology
trends and how they might help shape work and workplaces.
And by the end of the talk you will think I am crazy, or that I just might be the sanest person you know
1. Wearable technology 2. The Internet of Things 3. In Data We Trust 4. Making peace with the robots 5. Wrap-‐up, Q&A
Agenda
1
<not just for the geeks and nerds anymore>
Wearable technology
What is Wearable tech?
58% of employees would be willing to use wearable tech if it enabled them to do their jobs better.
Wearable at Work?
Kinds of things made possible
‘Wear’ is your opportunity in HR? • Health and Wellness – Augmenta,on and expansion of organiza,onal
wellness ini,a,ves. Manage challenges, track success against goals. Prove your ‘Biggest Loser’ jam is working.
• Workforce planning and alignment – Ability to track responsiveness, fa,gue levels, outside s,mulus and then provide insight to make staffing plans and adjustments
• Produc7on – Beam real ,me video from customer sites to HQ and team members for review and assistance. Crowdsource solu,ons.
• Customer service – Facial recogni,on tech and insight to provide personalized service, tailored responses, and customer history. Movement trackers like iBeacon to alert staff on customer movement, tendencies
• Talent Management –‘Glass’ applica,ons for interviewing, delivering learning content, and in onboarding apps. Huge poten,al here.
2
<do I really need my toaster talking to my refrigerator?>
The Internet of Things
The Internet of Things
• Connect GPS, vehicle sensors, delivery statuses to transmit route, driving, and performance data to HQ
• Identify potential and emerging issues with fatigue, stress, or undetermined performance problems
• Incorporate talent management and coaching and mentoring elements
• Compare data pre and post interventions to assess effectiveness
Example: The IoT at work
3
In Data we Trust
<Or would you rather just play the odds?>
The Data Explosion
Where your data resides
Traditional sources of HR/Talent Data: HRIS, ATS, Talent Systems, EE files, resume DBs, Excel files, piles of paper on someone’s desk…
Where new data actually resides today:
Social networks, smartphones, cloud storage services, personally activated cloud productivity services, with third parties…
A Word About The Types of Analytics
Turn Data into Opportunity • Hiring: Data science applied to
finding which candidates are best fits and most likely to succeed
• Performance: Use data on historic trends, employee profiles, managerial impact to predict performance
• Compensation: Data to determine which compensation levers have the most business/talent impact
• Retention: Flight risk identification and suggested remedial actions
• Productivity: Quantify and track success of new employees
4
<believe me, you should>
Making peace with the robots
• Industrial: Smarter, more flexible, and cheaper robots like Baxter
• Healthcare: Companions for elderly and sick, assistants for human healthcare workers
• Service: Automated servers, bartenders, cashiers, cooks, gas station attendants…
• Agricultural: Tractors, pickers, herding, fertilizing
• Knowledge work: Financial advice, research, accounts, customer service, telemarketing
The Robot in the next cube
The Robot Opportunity • First: Understand how/where/why
automation makes business sense for your organization
• Next: Assess the ability and applicability of increased automation for your company scenarios
• Then: Step back to evaluate workplace readiness and acceptance of robot or other automation technology
• Remember: Some theories suggest the most productive outcome is humans and robots working together
Four Closing Thoughts…
Wearables – You simply can’t underestimate the impact that wearables can have, especially for front line and field workers. Think about augmenting worker capability and improving customer service. IoE – As machines connect to the internet, communicate with each other, and change how humans interact with them, ability to improve people performance will be significantly enhanced. Think about how machine data can mashup with people data to make better business decisions Data – Every job in HR is going to become at least some kind of a data analysis job. Since you will have more data than ever, think about what critical business questions need to be answered. Think what could you do if you had the answer to… Robots– While they seem kind of distant, allow yourself to think about a workplace with much more robot/human interaction. Where could automation make your company better, faster, and where is the technology heading?
That will enthuse or confuse
One last thing… The challenge is how do you get your HR organization and your leaders to think about
technology and people with a slightly longer view.
?
Missing me one place, search another... [email protected] steveboese.squarespace.com HRTechConference.com hrhappyhour.net Twitter: @SteveBoese LinkedIn: http://www.linkedin.com/in/steveboese