HR Transformation through Agile Working...HR and Agile Business Transformation and the increasing use of Artificial Intelligence in HR Vikram Jain Yazad Dalal Design Sprints

HR Transformation through Agile Working

16th May 2019

HR Transformation through Agile Working

3Our Agenda for the morningAssemble: Introductions and check-in <5 minutes>

Listen: Stories of HR Transformation through Agile and the AI revolution powering transformative change <20 minutes>

Experiment: Agile Design Sprint Challenge: AI in Talent Acquisition <75 minutes>

Reflect: Review and Observations <20 minutes>

Disperse: Informal conversations and networking.

4

Stories and Data:

HR and Agile Business Transformation and theincreasing use of Artificial Intelligence in HR

Vikram JainYazad Dalal

Design Sprints <Stages 1-4>Consider the use of Artificial Intelligence in

Talent Acquisition and how we search, source,and select people for roles in our organisations.

To demonstrate how we can take an Agile approach toHR Transformation in this area, we will work through 4 design

sprints over the next 75 minutes.

Firstly, we will form into Squads of <up to> 8 people.

Intro to Agile

7© JCURV 7

HOW MOST LARGE CORPORATES ARE DELIVERING CHANGE TODAY . . .

BRIGHT IDEAMONITISED

SOLUTION

MANAGEMENT

OVERHEAD

8© JCURV 8

. . . THE CONSEQUENCE

DELAY:

14.5 Months =

£6m lost profit

315

12

9 Months

6

3

2

1.5

1

0.5

6

0.5

3.5

WASTED EFFORT DUE

TO LACK OF CUSTOMER

INSIGHT

REWORK DUE TO

LACK OF

OWNERSHIP

WAITING TIME

FOR

DECISIONS

STEERING

GROUP

PREPARATION

HAND-OFFS

ACROSS SILOS

TEAM PART-

TIME WORKING

REWORK DUE TO TEAMS

GEOGRAPHICALLY

SPLIT

VALUED ADDED

TIME

18 Months

9© JCURV 9

PRODUCT OWNER

CUSTOMER

SUPPLIERS

AGILE WAYS OF WORKING

1. OUTCOME

FOCUSED

2. CROSS-

DISCIPLINED

3. FULL-TIME

4. CO-LOCATED

5. EMPOWERED

RISK

HR

OPERATIONS

IT/DIGITAL

10© JCURV 10

TRADITIONAL (WATERFALL) vs. AGILE

WATERFALL… …TO AGILE

11© JCURV 11

AGILE BENEFITS

30-70%FASTER TIME TO MARKET AND

URGENCY

40%MORE PRODUCTIVE

45%UNUSED FEATURES (WATERFALL)

CUSTOMER CENTRIC

30%REDUCED RISK

30%INCREASED

ENGAGEMENT LEVELS

25%+COST REDUCTION

The Oracle Perspective

Copyright © 2019, Oracle and/or its affiliates. All rights reserved.

Agile Working Experiences through Pervasive AIYazad Dalal

Head of Strategy, EMEAOracle HCM Cloud

16 May 2019

Safe Harbor Statement

The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, timing and pricing of any features or functionality described for Oracle’s products may change and remains at the sole discretion of Oracle Corporation.

Copyright © 2019, Oracle and/or its affiliates. All rights reserved. 14

Seismic Changes in Business and Technology

15

Mobile

Geolocation VR

Bots

Crypto Machine Learning

AI

IoT

E-Commerce

Travel & Entertainment

Rideshare

Hospitality

Virtual Assistant

N O W

Cloud applications

Quarterly adoption

New features and technologies in updates

Immediate feedback loop

Q U A R T E R LY U P D AT E S5 - Y E A R U P G R A D E S

2009 2014 2018 2019 2020 2021 2022 2023 …

Future-Proof Your Business

B E F O R E

On-premises applications

5-year adoption cycles

Technical upgrades

Long requirements lag

Shaping the Future with Pervasive AI

F R O M T O

User-drivenMachine-based recommendations and exceptions

Static Contextual

Manual Automatic

Rules-driven Model-driven

A D A P T I V E I N T E L L I G E N T A P P S

C O N V E R S AT I O N A L A G E N T S

Pervasive AI: Three Core Elements

Knows whoyou are

What you need to know

Where you need to go

What you need to do next

I N T E L L I G E N TU X

19Copyright © 2019, Oracle and/or its affiliates. All rights reserved.

The Great Digital Divide Between How We Live and Work

Time

Technology

Individuals

Businesses

Rate ofchange

Opportunity

93%of people would trust orders from a robot at work

6%of HR professionals are actively deploying AI

Sources: Deloitte Human Capital Trends, 2017AI in the Workplace study by Oracle and Future Workplace, 2019


High-impact HR organizations are

3.5x more likelyto focus on user experience when designing

HR offerings as low-performing organizations.

Source: Bersin High-Impact Employee Experience Series: A Ground Level Employee Perspective, 2018

80% of employees have similar expectations for products,

tools, and services they use as at work,

as they do in their consumer lives.

Experiences at Work Matter


MAKE WORK

MORE HUMAN

2019 SPRING UPDATE INNOVATION THEME

Make Work Simpler Make Work AgileMake Work Smarter

• Provide people with the insight they need to make decisions

• Improve productivity by reducing the time needed to search for information

• First and only digital assistant driven mobile experience

• Mobile responsive experience for every transaction

• Hyper-personalize the employee experience

• Configure HR processes andflows independent of IT


Make Work More HumanReimagined Experiences for Everyone

HR StaffEmployees Recruiting


Digital AssistantsGet things done faster using voice, text, and natural conversation

Guided assistance to get answers quickly

Ask common HR questions

Get quick, consistent answers

Access to HR knowledge

base for everyone


HR Help DeskReduce the time and effort it takes to find the right answers


Visualizeskills

Plan by person, job, or position

Identifyskills gaps

Strategic Workforce PlanningAlign your people strategy with your long-term business strategy

Selectwhat to do

Choose what users see


Customize defaulting and

validation

HCM Design StudioHyper-personalize the employee experience


Schedule and track interviews

Get calendar notifications

Selectinterviewers

Interview SchedulingImprove recruiter productivity and candidate experience

Create personalized candidate experiences


Deliver multiple career sites

Multiple Career SitesEngage candidates on their terms


Make Work More HumanReimagined Experiences for Everyone

HR StaffEmployees Recruiting


Customers and Analysts on Oracle’s Commitment to Innovation

[Oracle HCM Cloud]’s new user

experience was much easier to use,

faster in finding transactions, and had a

more modern look and feel.

— Kevin StorrieHead of ITMacdonald Hotel and Resorts

“ “Oracle’s investment in innovations such as

mobile-responsive design and digital

assistants are unique in the industry,

and will help its customers stay at the

forefront of the market and achieve

long-term success.

— Mark SmithCEO and Chief Research OfficerVentana Research

“

“

Let’s do some Agile...

32

Stage 1 - Our Problem Statement and Product Story

Our Problem Statement:

Our Product Story:

Product Goals Product Metrics

33Stage 1 - A Problem Statement + Product Story

Instead of “how do we use AI in Talent Acquisition?” let’s look at what Talent Acquisition issues you have and define them as a problem statement.

You may have high turnover of younger people at entry level roles meaning you are constantly recruiting and back-filling such roles. It is noticed not many people over 35 apply for such roles

So this problem statement would be summarised as

Insufficient age diversity in our applications and hires for entry-level roles.

34A Problem Statement template

35Stage 1 - A Problem Statement + Product Story

Your product then could be: Age Diversity Insight Report and Recruitment Action Plan.

Our Product Story: Using Artificial Intelligence-powered analytics, we have greater support and insight from recruitment campaign data, plus responses from older candidates and applicants about the attraction and process of applying for entry level administrative roles. In order to review salaries, advertising, selection processes and experiences for mature applicants, our AI-powered analytics will give us data on the real reasons we are failing in this area.

And the goal: Better understanding of why we do not attract or select more mature, experienced applicants for our administrative and support roles and achieve better age-balance at that level via adjustments that create a more attractive proposition and application experience to a wider group of people .

36

Stage 1 - Our Problem Statement and Product Story

Our Product Story:

Product Goals Product Metrics

Our Problem Statement:Insufficient age diversity in our applications and hires for entry-level roles. Current analysis reveals high turnover of younger graduates compared to new starters over 35 who are still in post and performing well. Mature applicants do not appear to identify with our entry level roles and assume it is for younger people only.

37Stage 2 - User StoriesInstead of “how do we use AI in the Selection process?” consider the users involved in the recruitment process.

For example: Candidate; Campaign Manager; Hiring Manager; Colleagues

Your User Story (for a Hiring Manager) could be:

As a <Hiring Manager> I want quick, efficient and robust recruitment capability so that <we interview only the best applicants and not miss any strong, diverse candidates>

Stage 2 - Our User Stories

As a <insert user>

I want <insert need>:

So that <insert action>:

38

39Stage 3 - Product Backlog and Product RoadmapNow we have our Problem Statement, Product Story and User Stories, we are ready to build our Product Backlog

SUB-OUTCOMES that we need our Squad to deliver in order to achieve the user story

● Example ○ We can sort and select candidates for first round based on their CV and covering letters

● Prioritised deliverables, tests

40Stage 4 - Sprint 1 PlanningNow we have our User Stories, and our Product Backlog we can set about planning our first Sprint. We can take our priority user story and look at what would deliver our solution to and for them and create a Sprint Backlog:

The team should decide how many outcomes should be selected to go into the first Sprint and then break it down into tasks.

Sticky Notes of -● Research <for example, we may need to know more about this type of User >● Conversations and informal actions we need to have with others● Formalised engagement such as boards, committees to engage● Tests we would need to make as our product is developing● Approvals/sign-offs from key stakeholders and our Product Owner

Prioritisation helps along with the Scrum/Squad members taking ownership of one task at a time to work on.

Backlog task details



















Week 1 Week 2 Week 3 Week 4 Week 5/6

41Stage 4 - Our Sprint Backlog

Stage 4 - Our Sprint Backlog



















Theme 1 Theme 2 Theme 3 Theme 4

Theme 5

42




44

Trello

Asana

Podio

Scrumwise

Kanbanery

Basecamp

Jira

45

What next?

Product Roadmap helps with Sprint Planning

Further Sprint Backlog tasks should go through a similar clustering and prioritising process with the Squad/Scrum.

Estimates of how long each task will take (often called velocity and measured in 0.25; 0.5, 1 day estimates) plus who is accountable for delivering

Milestones / completion dates agreed for tasks and overall Sprint

Stand-ups each day and a range of show-and-tell gatherings can help ensure progress is made, blockages identified to be removed and any plans adjusted.

Sprint retrospective reviewing how people felt and what could be improved in Sprint 2. Sprint 2 planning follows what you did in Sprint 1.

Reflections and Observations

47https://www.scoop.it/topic/agile-in-hr

https://www.scoop.it/topic/agile-in-hr

Contact detailsCity HR: [email protected]

Oracle: [email protected]: [email protected]

PTHR: [email protected] / pthr.co.uk

48

Thank you for being Agile!

cityhr.co.uk @CityHRAssoc City HR Association

Andrea Eccles, Chief Executive,

City HR Association

[email protected]

Cindy Mahoney, Head of Talent Management,

City HR Association

[email protected]

Sam Bailey, Operations Manager, City HR Association

[email protected]

W

HR Transformation through Agile Working...HR and Agile Business Transformation and the increasing use of Artificial Intelligence in HR Vikram Jain Yazad Dalal Design Sprints

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