Creating a Smarter Workforce

Creating a Smarter WorkforceJon Mell, Social Workforce Sales Leader, Europe

@jonmell

of CEOs surveyed cited human capital as their greatest source of sustained economic value71

Source: 2012 IBM Institute of Business Value CEO Study

structures that dampen network effects to get worse the more people use them

structures that harness network effects to get better the more people use them

http://www.flickr.com/photos/dpstyles/3091707912/

Integrate into the business process

Market Management Process: MarketingWe can now do market segmentation in real-time.

Critical Situation Process: Customer ServiceFind who can best help me address this urgent problem for my client

Software Deployment Process: ITFind the technical expertise to fix an error in our ERP system.

Talent Management Process: HRAnticipate and react competitive poaching of top talent

Lead Development Process: SalesUse predictive analytics to gather insights into what customers will buy next

The foundation Our Point of View on the ‘Future

of Work’

I believe the real difference between success and failure in a corporation can very often be traced to the question of how well the organization brings out the great energies and talents of its people.

- Thomas Watson, Jr.

SustenanceSustenance

+Satisfaction

Sustenance+

Satisfaction+

Identity

Looking at what “Work” means to us individually

The need to survive and provide for the basic needs of your

family

The realization that work can provide dignity and status

When the work you do and who you do

it for proudly defines you

And all this added complexity is putting greater pressure on business to engage the individual.

It was often about top-down

management

Now, it’s about leveraging our collective intelligence

FUTURE

And, the management of “Work” has changed

1.What job role has the biggest impact on the business?

2.Why are the great people great?

3.Recruit, train and develop to that standard

How do we do it?

IBM Smarter Workforce

Talent Acquisition: Attract the right candidates to the right roles through precision and science, and using social tools to make them productive more quickly.

Employ a science based

approach to clearly articulate and reflect your organizational culture ensures candidates will fit and thrive.

Industry leading recruitment technology simplifies and improves the efficiency of attracting, assessing, and tracking talented candidates as they move through the hiring process.

Fully-integrated, highly predictive assessments improve the quality and efficiency of selection, while allowing better hiring decisions and ensuring organizational fit.

Ensure employees are productive and up to speed faster, while fostering collaboration and improved innovation across the enterprise, directly impacting new hire satisfaction and retention.

Align candidate and employee skills and abilities to each opportunity, capitalizing on the collective knowledge of the enterprise.

Predictive and prescriptive analytics allow skills forecasting and risk assessment enabling truly strategic workforce planning.

Increasing Quality of Hire - Simulations

Kenexa IBM Recruiting & Onboarding Applications

New to Blue

Talent Leadership & Engagement:Connect the power of a highly engaged and fully enabled workforce with leaders aligned with critical roles to optimize organizational performance.

Capitalize on and directly act upon the wealth of information gained through a holistic assessment of engagement – as more engaged employees are better workers, family members and citizens.

Employ an analytics-based approach to selecting and measuring leadership competencies, skills, and preferences to directly inform leadership potential and ensure alignment of succession planning

Provide a precise alignment between individual’s leadership skills, their personal development opportunities, and the specific competencies required at the present as well as in the future

Reap the multitude of benefits from a truly diverse workplace, where the organizational culture enables everyone to contribute to their full potential

Gain continuous insight into the sentiment of the workforce, key drivers of engagement and enablement, and leadership capabilities to directly impact organizational performance

Actively and cohesively manage and utilize organizational culture in maintaining a strong EVP, directly providing meaning for the work employees do

Top and Bottom Line Growth

Good Leaders

Engaged Employees

Satisfied Customers

Engaged Employees

Satisfied Customers

“To stay on top, we need Engagement & Leadership”

THE AVERAGE EMPLOYEE ENGAGEMENT SCORE IS 91%COMPARED TO 17% FOR EMPLOYEES WHO REPORT

NEUTRAL OR INEFFECTIVE MANAGERS.

Effective Managers Ineffective Managers

WHEN EMPLOYEES REPORT THEY FOLLOWEFFECTIVE MANAGERS,

Net Income

per Employee

Gross Revenue

per Employee

*Statistically significant at p = .05

The current scores of Leadership Behavior had a significant impact on all business metrics The dimension is best thought of as an indicator of managerial effectiveness

Leadership Behavior:

Indicator of Manager Effectiveness

Current Survey Scores

YTD Metrics

Operating Profit

per Employee15. My manager listens and responds to my ideas and concerns.16. My manager gives me feedback that helps me to improve my performance.17. My manager always treats me fairly.18. My manager clearly communicates what is expected of me.19. My manager generates enthusiasm in our team.20. My manager keeps his/her commitments.21. My manager recognizes me for high performance.22. My manager encourages me to provide feedback to him or her.23. My manager does a good job of communicating the reasons behind important changes that are made.24. My manager recognizes me for customer-oriented behavior.25. My manager deals effectively with poor employee performance.

r = .37*

r = .39*

IN 2009-2012, WE COMPLETED MORE THAN:

735 SURVEY PROJECTS 15 MILLION RESPONDENTS

AND 850 MILLION SURVEY ITEM RESPONSES

Talent Optimization: Rapidly develop, deploy, and optimize workforce skills and capabilities while capitalizing on an interconnected, social, and collaborative workforce.

Enable increased collaboration within and across teams, experts, mentors, and communities through social solutions

Ensure a precise alignment between individual and team skills, development opportunities, and the specific competencies required in current as well as subsequent roles

Provide an ongoing stream of performance data delivering continuous feedback to enable individualized development actions to improve performance

Deliver recognition in a dynamic, flexible, and social manner, improving engagement and return on talent

Employ cognitive technology to match relevant, high-value, peer/expert recommended development content to participant’s interests

ENGAGEENGAGE

COLLABORATECOLLABORATE

GROWGROW LEARNLEARN

DEVELOPDEVELOP

BE RECOGNIZEDBE RECOGNIZED

Talent Recognition & Rewards: Optimize the way employees are recognized and rewarded across the enterprise to attract, retain, and stimulate top performance.

Industry leading compensation technology simplifies and improves the efficiency of managing, reviewing and making changes to your compensation programs

Allocate awards based on comprehensive and relevant performance metrics, customized to individual preferences for optimal impact

Ensure incentives are aligned and deployed appropriately to maximize goal attainment and performance

Enable quantifiable, on-ongoing, real-time recognition across organizational levels and communities

Optimize organizational compensation investment to align compensation practices with business goals

Enable strategic and optimized hiring, attraction, and retention based on insight-driven compensation practices and industry leading comparison data.

Talent Optimisation: Make sure the people who make the biggest difference to your organisation learn from the best

1.2%increase in profit per customer

Talent Acquisition: Attract the right people through employment branding to appeal to the right candidates and win the war for talent.

Bring 10 new drug candidates to market in 4 years

Talent Leadership & Engagement: Motivate employees to make a difference by defining a culture that leads to business success.

40%increase in frequency of meeting financial targets

Customer loyalty up 5.3%Reduce rework by 60%Reduce accidents by 3x

HOW TO GET STARTED

Software, best practices, data, analytics and research to impact the workforce and deliver exceptional business results

World-class technology

Industry-leading insights into the science of human behavior, deep expertise in talent management and predictive analytics that demonstrates value

Science that makes it “smarter”

Big data analytics, enterprise content management, plus a social networking , collaboration and web experience platform that integrates with how people work

Social platform to drive adoption

Expert consulting, experienced outsourcing and financing options to make transformation happen

Flexible service options

What IBM provides

Thank You!

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