DIGITAL DISRUPTION & THE IMPACT ON HR ASPIRE HRD CONFERENCE 2 APRIL 2019
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DIGITAL DISRUPTION & THE IMPACT ON HRASPIRE HRD CONFERENCE
2 APRIL 2019
DISRUPTION, HR & THE FUTURE
• Business landscape
• Where is HR?
• HR & Technology
• How HR can shift to driving business outcomes?
BUSINESS LANDSCAPE
• Speed – pace of change, product design, market forces, technology advances
BUSINESS LANDSCAPE
• Speed – pace of change, product design, market forces, technology advances
• Complexity – products require multi-faceted skills eg smartphones, fridge
freezers
BUSINESS LANDSCAPE
• Speed – pace of change, product design, market forces, technology advances
• Complexity – products require multi-faceted skills eg smartphones, fridge
freezers
• Simplicity – a single app that lets me order, track, progress, detailed
outcomes & pay
BUSINESS LANDSCAPE
• Speed – pace of change, product design, market forces, technology advances
• Complexity – products require multi-faceted skills eg smartphones, fridge
freezers
• Simplicity – a single app that lets me order, track, progress, detailed
outcomes & pay
• Automation – driverless vehicles, RPA, virtual augmentation
WHERE IS HR?
• Traditional methodologies – functional design, over-complicated processes, HR
approvals
WHERE IS HR?
• Traditional methodologies – functional design, over-complicated processes, HR
approvals
• Focus on tried and tested – reluctance to experiment, stuck in a rut
WHERE IS HR?
• Traditional methodologies – functional design, over-complicated processes, HR
approvals
• Focus on tried and tested – reluctance to experiment, stuck in a rut
• Insufficient focus on employee experience
WHERE IS HR?
• Traditional methodologies – functional design, over-complicated processes, HR
approvals
• Focus on tried and tested – reluctance to experiment, stuck in a rut
• Insufficient focus on employee experience
• Requirement to think and work beyond a 3 year horizon
HR & TECHNOLOGY
• Core HRIS & integrated systems
HR & TECHNOLOGY
• Core HRIS & integrated systems
• Service delivery – model and available tools, manage the data to drive
better quality, improved solutions
HR & TECHNOLOGY
• Core HRIS & integrated systems
• Service delivery – model and available tools, manage the data to drive
better quality, improved solutions
• Digital - apps and tools, manage with clarity around employee experience
HR & TECHNOLOGY
• Core HRIS & integrated systems
• Service delivery – model and available tools, manage the data to drive
better quality, improved solutions
• Digital - apps and tools, manage with clarity around employee experience
• AI & RPA – where do they fit?
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MACRO
• Understand the business context and drivers
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MACRO
• Understand the business context and drivers
• Clarity on social and demographic drivers
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MACRO
• Understand the business context and drivers
• Clarity on social and demographic drivers
• Global perspectives – regional, emerging markets
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MACRO
• Understand the business context and drivers
• Clarity on social and demographic drivers
• Global perspectives – regional, emerging markets
• Innovation in the world of HR
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MICRO
• Unleash the power of data
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MICRO
• Unleash the power of data
• Establish key new roles:
• Talent value leader
• Data governance
• Data analytics
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MICRO
• Unleash the power of data
• Establish key new roles:
• Talent value leader
• Data governance
• Data analytics
• HR operating model – agility, simplicity, employee focused
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MICRO
• Unleash the power of data
• Establish key new roles:
• Talent value leader
• Data governance
• Data analytics
• HR operating model – agility, simplicity, employee focused
• Talent management – capability build, leadership, future proof
HOW CAN HR SHIFT TO DRIVING BUSINESS OUTCOMES?
MICRO
• Unleash the power of data
• Establish key new roles:
• Talent value leader
• Data governance
• Data analytics
• HR operating model – agility, simplicity, employee focused
• Talent management – capability build, leadership, future proof
• Resources & workforce model – employee, contingent, portfolio career
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