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Oracle HCM Roundtable The Mira Hong Kong 29 July 2016 Yazad H. Dalal Senior Director, HCM Strategy & Transformation Oracle Asia Pacific

The Digital Consumer Vs The Digital Employee: The Future of HR in the Age of Big Data


What Does this Change?

3


The Math

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Printed books 23,592,066 Books

Multiplied by 300 (pages / book) 7,077,619,800 Pages

Multiplied 2 (KB / page avg) 14,155,239,600 KB

Divided by 1024 13,823,476 MB

Divided by 1024 13,499 GB

Divided by 512 26 SD Extreme Cards

Multiplied by 5 (grams) 132 grams


Data-Driven Decisions Outperform Instincts

Management Styles Data vs. Instinct

Decisions more instinct-driven

Decisions more data-driven

50 38 45 38

Average and weak performers

Strong performers

Source: Economist Intelligence Unit survey, August 2012

Presenter

Presentation Notes

Key Message: The power of data-driven decisions is proven in this look at companies that manage according to data vs. companies that manage according to instinct. Organizations that base at least 60% or more of their decisions on data are more likely to be considered strong performers. While organizations that base less than 60% of their decisions on data tend to be average of weak performers. There is a clear correlation with performance and data-driven solutions. The more decisions an organizations can make based on data, the more likely they will achieve strong performance. (% of respondents attributing 60% or more of their organization’s decisions to the respective driver)


Innovation Driven Disruptions 2016-2020

Data Driven HR Agile and Social HR UX trumps UI

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Presenter

Presentation Notes

This is a sample Three Pictures with Captions Layout slide ideal for including three pictures with brief descriptive statements. To Replace the Pictures on this Sample Slide (this applies to all slides in this template that contain replaceable pictures) Select the sample picture and press Delete. Click the icon inside the shape to open the Insert Picture dialog box. Navigate to the location where the picture is stored, select desired picture and click on the Insert button to fit the image proportionally within the shape. Note: Do not right-click the image to change the picture inside the picture placeholder. This will change the frame size of the picture placeholder. Instead, follow the steps outlined above.


Innovation Driven Disruptions 2020+

Internet of Things (IoT) Robots and Cognitive Computing

Augmented Workforce

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Presenter

Presentation Notes

This is a sample Three Pictures with Captions Layout slide ideal for including three pictures with brief descriptive statements. To Replace the Pictures on this Sample Slide (this applies to all slides in this template that contain replaceable pictures) Select the sample picture and press Delete. Click the icon inside the shape to open the Insert Picture dialog box. Navigate to the location where the picture is stored, select desired picture and click on the Insert button to fit the image proportionally within the shape. Note: Do not right-click the image to change the picture inside the picture placeholder. This will change the frame size of the picture placeholder. Instead, follow the steps outlined above.


Evolution of HR

Source: Deloitte 2014 Partner Briefing

Payroll-Centric Technology

Talent Technology

Personnel Department • Administration • Payroll • Regulation • Back Office Functions

Control Operational HR • Recruiting, L&D,

Org Design • Total Rewards • Service Centre • Center of Excellence • HR Business Partners

Serve Workforce & Automate Integrated Talent

Management • Management,

succession • Leadership, coaching • Integrated processes

and systems, talent management

Enable Decisions & Management Business Driven HR

• Differentiate & segment talent plan for the future

• Globalise workforce & HR

• Integrate with the business

Support Business Strategy for Future High Impact HR

• Shift from supporting to driving through talent

• User workforce data intelligently

• Embed a nimble, flexible, and coordinated HR into the business

Drive Business Imperatives

HR ERP Technology

Cloud HR Technology

Next

Presenter

Presentation Notes

Employees are integral for any business, and understanding the human resource function is essential to manage them. Business plans, strategies and implementation of these plans are dependent on how human resources discover innovative approaches to resolve employee-related issues. A review of the past stages of the HR department's evolution helps in understanding how HR reached its present state. In this slide you see the charter of the HR department that technology line across the top. A few companies have probably progressed linearly along this chart in step with the progress of technology. But many companies find themselves somewhere along the continuum, or find themselves to have some expertise in a few areas or are revisiting former processes. Regardless of where you may find yourself today you can see that that there are standard goals and use cases from each step to the next. The question here is where are you now and where do you want to go? As your charter evolves or change will your technology choices do so as well? Do you want to make new technology choices every time you evolve or change or would you like something that grows with you?


HR In

form

atio

n M

atur

ity

Past: Transactional Present: Increasing Business Value Future: Strategic

Cross-process and Functional

Analysis

Predictive Analysis

What happened?

Why is it happening?

What might be happening?

•Delivered dashboards & reports • Include external data sources • Configure your own Insights

• Monitor KPIs in real-time • Intelligence in context • Drill down to take action

• Predictive Analysis • Workforce Budgeting and Planning • Big Data; recruiting benchmarks • Optimize & Model Org Structures

Data & Basic Reporting

Evolution of People Analytics From Past to Future


How the New World of Data Affects HR Analytics

New Types of Data

New Tools Deeper Insight Structured, unstructured, open data

Data Mash-up, Data exploration and Story telling

Predictive and Prescriptive

Presenter

Presentation Notes


Deeper Workforce Insight

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Candidate Sourcing Recommendation

Career Path Recommendation

Learning Recommendation

Diversity Risk Leadership Risk Compliance Risk

Global Labor Cost Comparison

Team Dynamics

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• Silos

• Skills

• Suspicion

Biggest Obstacles in HR


The Elephant HiPPO in the Room

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The digital shift in

adoption and behaviour


Heuristic Behaviours


Binary World

How do we manage our email?


The huge volume of email we receive in both our personal and corporate inboxes has trained our eyes and brains to first scan for irrelevant correspondence and DELETE it so we can focus on what we actually need to address or work on.

This is a heuristic behaviour – NOBODY TAUGHT US HOW TO DO THIS.

Binary World

We disqualify before we qualify.


Binary World

How do we download content?


Binary World

We batch research. As it becomes easier to find and digest content

our behaviour has shifted to doing so in large volume. This has happened naturally, we have learned this behaviour. Marketers then start to optimize their content to make it more likely we will “convert” when we visit their site.


Self Discovery is the highest form of value the internet provides. Mass publication is the lowest form of value it provides.

- David Weinberger Harvard University


Age of Discovery Discovery is critical for marketers to comprehend. It enables them to satisfy the purpose of the customer.

We are all explorers – we love to discover.

The top ten websites in the world are all platforms for search and discovery.

The Top Ten Websites

1. Google

2. Facebook

3. YouTube

4. Baidu

5. Yahoo

6. Amazon

7. Wikipedia

8. QQ

9. Twitter

10. Live.com Alexa.com February 2016


Digital shift in adoption and behaviour

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Digital Disruption



Digital Disruption Uber, the world’s largest taxi company, owns no vehicles. Facebook, the world’s most popular media owner, creates no content. Alibaba, the most valuable retailer, has no inventory. And Airbnb, the world’s largest accommodation provider, owns no real estate.


Something interesting is happening. – Tom Goodwin

Havas Media


What is the future role of the CMO?


The lifecycle begins with the very first touch, and never stops. However within each lifecycle there are many sub cycles. It is the CMO’s role to ensure they all fit together seamlessly to optimize the relationship. The sub-cycles may be managed by different tools, people or organizations, but should be orchestrated by the CMO.

- Tom Goodwin Havas Media

Lifecycle Management


What is the future role of the CMO?


“We need to step back to our roots and become digital anthropologist, and digital psychologist.”

- Matt Lawson Director of Performance Marketing, Google


Traditional marketing

–Market intelligence

–Branding

–Communications

–Segmentation

–Differentiation



Modern marketing has completely shifted

– Social media, interrupted marketing

– Experiential marketing

– Content marketing



Organisations are already leveraging modern marketing


Lifecycle Management The lifecycle begins with the very first touch, and never stops.


Engaged Employees are Brand Ambassadors

12% increased customer satisfaction

78% likely to recommend the products or services of their company

67% likely to be company advocates publicly

* Source: Madison workforce engagement and incentive marketing

Copyright © 2016, Oracle and/or its affiliates. All rights reserved. | 31

• Have people functions that drive up the intangible value of the business

• Have HR leaders who think like Chief Marketing Officers

• Leverage social for content marketing, relationship building, fostering collaboration, and driving learning agility

• Understand the data exhaust from social may be as valuable as achieving some of the primary business goals

Winning Organizations:


Questions For HR Leadership Teams

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• How will HR & Recruitment strategy support the execution of the business strategy?

• How will the function inform the development of the strategy?

• How will people insights from serve as predictive signals?

• Are you able to see around corners?


"Are we the employer of choice of employees our customers would choose?.” Dr. Dave Ulrich

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Thank You Follow me @yazad Yazad H. Dalal +65 8421 4288


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How to Use the PowerPoint Template - Marketing Interactiveassets.marketing-interactive.com/special events... · Key Message: The power of data-driven decisions is proven in this look