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Download a copy of the webinar at http://www.presenceofit.com.au/insights-and-research/things-you-should-know-about-cloud-hr-solutions/booklet-webinar-sessions Slides from our webinar on the Social, Mobile and Gamification chapters of our resen
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The Cloud HR Social Experiment Things you should know about cloud HR solutions
Social Media, Gamification & MobilityRob Scott & Andrew Butow | Webinar | 6 February 2013
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Welcome
Todays Hosts:
Webinar approach
Everyone will be muted to prevent microphone feedback
You are welcome to ask questions via the “Chat” box on GoTo Meeting. Type the message in the [Type message here] box
The message should be sent to “Organizer”
Rob Scott Andrew Butow
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Preface
2012 has been a significant year for the HR Technology landscape. It will be recognised as the year in which cloud HR vendors seriously began offering organisations alternatives to their on-premises software: easier, quicker and cheaper solutions around talent and core HR transaction management.
Major ERP players, SAP® and Oracle®, moved decisively to buy out established players in response to the growing appreciation and positioning of Workday®, an HR solution built by the previous owner of PeopleSoft®, Dave Duffield. Duffield was clearly and effectively challenging the ERP players in their own backyard and winning over often frustrated clients. Cloud HR vendors continue to offer pricing models that are enticing in a time that capital outlay is being curtailed.
The end result? A significant shift in thinking: cloud-based HR solutions are inevitable!
While there is an abundance of skill around the approach and implementation of ERP on-premises HR solutions, the same cannot be said for cloud-based products. The approach, choices, decisions, technical requirements and timing are different and for many organisations this is an area of concern and risk. Coupled with this risk, social media tools and principles of gamification are adding layers of complexity to the cloud-based solutions. It’s not as easy as deciding not to use these new layers, especially when the tool is fundamentally constructed around these new elements.
Presence of IT - Human Capital Services division (HCS) recognised these risks and complexities and decided to run a social experiment with a cloud-based HR solution so we can advise clients on implementing their own cloud HR products. We selected the Salesforce.com product called Rypple® (now part of Work.com) primarily because it had all the components we needed, was easy to purchase and would not be construed as a sales pitch for our other products. Rypple however, was not the focus. We wanted to understand and learn from the behaviours of people who were included in the experiment. It was a real eye-opener and we have now transferred our learnings to our consulting staff.
This paper is a summary of our learning and observations. We hope you enjoy the read.
Dave Brookes Rob ScottManaging DirectorPractice Lead: Human Capital ServicesPresence of IT - Global Presence of IT - Global
Cloud HR vendors…are serious contenders
Cloud HR is inevitable..
Major challenge to ERP solutions
Globally we lack insight around cloud implementations
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Why we did the social experiment
10,000 hour mantra : There is
not enough expertise out there – we need to fast-
track our “expertise”
Little focus on the people and behaviours
associated with cloud HR
implementations
To allow us to adapt our services
off the back of some real experience
Wanted to emulate what a client may
practically experience
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How did we do it?
• Planned objectives & approach• Product selection• Purchased Rypple®• Configured• Let it loose (cowboy style)• Observed & recorded• Analysed & reported
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Areas we covered off
Observed and analysed 8 key areas
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Document layout
General write-up
Critical observation
Key learnings
Critical questions
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Trending at an ERP store near you…
Gamification
Social, Networked & Expressive
Challenge Progress
Status Reward
Social Layers
External
Internal
Mobile
Challenging & Changing the ways we work, manage and lead organisations in countless ways.
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Social is(n’t) the driver
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Social Media Aspects
Read all the observations, learnings and questions in our free booklet
• Functionally rich tools for what purpose• Positioning of the SM tools• Is it the “glue’ for the HR solution?• “Who speaks” , “Who decides” & Who acts”
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Social is(n’t) the driver
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Key Observation
Key Learning
Critical Question
Users who are natural content generators emerge quickly and initiate many discussions and activities - these key users are critical
Don’t create ‘communication channel confusion’ - users need to be clear on the role of each communication tool
Is the organisation leadership prepared to change their style to support social
media?
Read all the observations, learnings and questions in our free booklet
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It’s a game, but not as you know it
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Gamification Principles
Read all the observations, learnings and questions in our free booklet
Gaming is often the first real
integrative actions
Builds camaraderie and adds in a fun layer… for a while
What's in a name
Have a strategy and don’t be side-tracked by the game element
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It’s a game, but not as you know it
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Key Observation
Key Learning
Critical Question
Users are attracted to the names of badges more than the underlying intention of the badge
Stratify your user groups by age, hierarchical level and relationship to users - there will be distinct differences you need to deal with
Which processes are impacted by recognition and badging?
Read all the observations, learnings and questions in our free booklet
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Distracting, meaningless, disengaging
Finding the Right “Flow”:
Business Objective/Skills Focussed
“Gam
er”
Cha
lleng
e F
ocus
sed
Gamificatio
n Flow Channel
Dull, boring and disengaging
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Be strategic… use gamification to drive engagement!
Onboarding
Habit-Building
Mastery
Newbie
Regular
Enthusiast
Adjust Challenge/Skill
Adjust Challenge/SkillExpressionSocial
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Anytime & anywhere
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Incorporating Mobility
Read all the observations, learnings and questions in our free booklet
It’s a definite requirement for enhanced engagement
Even for office bound staff, mobile is a
preferred me
Deal with boundary
expectations
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Anytime & anywhere
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Key Observation
Key Learning
Critical Question
Users want to perform the same functions on a mobile device as they can on a PC browser version
Don’t assume all mobile applications are intuitive - you may need to offer training on the ‘not-so-obvious’ features
Are there risks and safety issues that mobile usage create?
Read all the observations, learnings and questions in our free booklet
