Technology is EVERYWHERE! We see it in our work, in our personal lives, and certainly in HR. But can technology help HR guide and align the workforce to organization goals? Employers, HR, and workers will experience the newest technologies soon, can HR leverage it to the betterment of the organization’s culture?
Join us for a look into the trending technologies that are allowing HR to build new paths to workforce development and engagement.
We will examine the connection between the organizational directives, how the workforce can accomplish those goals through continuing collaboration and innovation, and how HR can be the change agent, using technology, to impact the working and personal lives of the worker. We will look into the life cycle of the worker and discuss the various technologies supporting of the various areas of Human Resources programs and what considerations might be needed to use that technology.
And lastly, we will look at the NEW corporation mission and structure that is taking hold across the globe.
4. How to earn credit
Stay on the webinar,
online for the full 60
minutes
Be watching using your
unique URL
Program codes delivered
by email, to registered
email, approximately 30
days following today’s
session
6. Nov Omana, HRIP
CEO/Founder – Collective HR Solutions, Inc.
HR Technology Expert
Twitter handle is #hrtechxprt
Experience in the HR and Technology arena for over 40 years
Known for his thought leadership on leveraging technology with a reputation for
“connecting the dots” between technologies
Working closely with Start-up vendors, consulting on the HR buying trends,
technology trends
Frequent keynote presenter, moderator, or contributor for HR associations’
presentations
Sought by media and investors for opinions on the industry in general and for insight
on technology and HR trends.
Serves on several Boards, including:
• International Human Resources Information Management (IHRIM) Board of
Directors
• Chairman of the Technology Review Council
• DisruptHR San Francisco Founding team
• Advisor to the Oracle HCM User Group Board
• SEVAExhchange Advisory Board
• CollabWorks Talent Leadership Team
Certified Human Resources Information Professional, HRIP
7. INTERNAL USE ONLY
•Business Agility
•HR and Culture
•Worker Life Cycle – Technology
Leverage Points
•Considerations for the Future
Topics
8. INTERNAL USE ONLY
1. Sustain market share or stay competitive
2. Innovation is a key differentiator
3. Workforce readiness
4. Culture and reputation in business
5. Partner eco-system – alignment in the
market
Business Agility
10. INTERNAL USE ONLY
• HR strategy is not insular rather creating the environments that support this
enterprise collaboration
• Measurement of the plan execution is like Performance Management for the
organization
• Teams are measured in supporting the Pillars
• Understanding risks and impacts
• Seeking opportunities to leverage other team efforts
• Communicative and collaborative
• THERE ARE NO INDIVIDUAL WINNERS OR LOSERS, JUST ACCOMPLISHMENTS OF THE
ORGANIZATION
Just3Things – example of Enterprise Collaboration
11. INTERNAL USE ONLY
Bunch.ai: Real Time People Insights
Culture. Quantified.
• Real-Time People Insights based on data
from Slackand other tools (no survey
necessary).
• Public messages are analyzed with AI to give
KPIs around culture, engagement, and
productivity.
• Connects People KPIs to business metrics
and offers tailored action plans to drive
meaningful improvements.
12. INTERNAL USE ONLY
When HR both advocates for and models agility, they ensure that strategies, organizations, and individuals anticipate and
adapt to dynamic change as fast as the change occurs. - David Ulrich, 2019
O
Workforce –
Appeal &
Impact
13. INTERNAL USE ONLY
• HR needs to be part of Strategy
• HR is the Custodian of Culture
• HR is the oversight of the workforce
• HR remains cognizant of compliance
• HR needs to be proactive in aligning the workforce
• HR can provide agility and responsiveness
• HR is the advocate of TECHNOLOGY
Assumptions about HR
14. INTERNAL USE ONLY
• People want to do well in their life
• People want to be given opportunity to grow to their satisfaction
• People want to be fairly rewarded for their efforts
• People want to be included and consulted for their ideas
• People want to be recognized for their contributions
• People want flexibility in their life
• People seek to reduce obstacles, create a comfortable environment
• People, when working together, can accomplish more than an individual
• People will always be needed, despite technology
Assumptions about the Workforce
15. INTERNAL USE ONLY
• Where do I work - anywhere
• What do I do – tasks that you do BEST
• How do I do it – self-directed
• What are my deliverables – timeliness and quality
• Who can help me - everyone
• Where do I learn – the enterprise
• Who do I report to – team leader for the task
• How do I ensure security and a safe environment – inclusion/diversity are part of culture
• How do I communicate – whatever medium you prefer
• How will I be evaluated – on your deliverables and impact on others
• What will I receive – respect, rewards, and opportunities
Worker Life Cycle considerations – HR shifts in
thinking
17. INTERNAL USE ONLY
Data Gathering
Virtual Data Warehouse – Data Lake
System of CULTURE (Social Enterprise)
System of Record
• Data Collection
• Data Integrity
• Privacy
• Transparency
• Trust
• Compliance
WORKER LIFE CYCLE
Workforce Information
Asset
18. INTERNAL USE ONLY
• HQ – open space
• Remote – Home
• Remote – Shared spaces
• Assets – equipment, storage,
• Connectivity/Communication
• Equipment
• Peers
• Management
• Cultural style for meetings – inclusion, attention, diversity, safe
• Productivity and measurement
• Examples – WeWork, Regus, GoTo Meeting, Zoom, Skype
Work Environment
19. INTERNAL USE ONLY
• BRANDING – the Candidate Experience
• Sourcing in new Sectors and places
• Job Descriptions are dying
• Artificial Intelligence in matching
• Robotics - Chatbots
• Behavior, Expertise, Skills, and Potential Matching
• Tying Recruiting thinking into the Current Workforce – Are you in the right
job?
• Hold those resumes – match to new opportunities
• Examples - VideoMyJob, TextIO, Intro30, Dotin, TalentClick, SmashFly,
Gloves that change sign language into text/speech, Glasses that tell
you what you are seeing
Recruiting
20. INTERNAL USE ONLY
• Early in the hiring process
• Stronger alignment – part of the team
• Video, electronic, self-supported, notifications of “To Do”
• Initiated WHENEVER there is a change in the worker
• Positions
• Management
• Relocation
• Examples – WebOnBoarding, WorkBright
Onboarding - PreBoarding
21. INTERNAL USE ONLY
• Tied to accomplishments
• Recognition
• Career oriented
• Succession planning vs. Career Development
• Long term planning of financial wealth
• Benchmarks internally and externally
• Examples – Curo, Payscale, Insights, Fuel50
Total Rewards and Performance
22. INTERNAL USE ONLY
• Physical, Emotional, Mental, Financial, Legal
• Technology plays a LARGE part in this
• Assisting and recommending areas needing attention
• Aggregated information will yield better workforce insights
• Gear programs that are universally accessible (global)
• Examples – PayActiv, Whil, League, FitBit embedded clothing/accessories
Wellness
23. INTERNAL USE ONLY
• Portals, notifications, videos, transparency, all levels
• Self-directed, OnDemand
• Generational presentations
• Learning Patterns accommodated
• Career Development is cultural
• Emotional Touch points - frequent
• Examples – TrustSphere, Perceptxy, Waggl, CrowdoScope, CultureIQ,
Bunch.AI
Engagement - Communication
25. INTERNAL USE ONLY
• Generational
• Learning styles – quick insights to deeper insights
• Tribal knowledge captured
• Continuing – On Demand
• Behavioral assessment and change
• Delivered what, when, and how
• Failure IS AN OPTION – learning through experiential reality
• Virtual, Augmented, Mixed Reality
• Examples – Mursion, CornerStone, Bridge, WalkMe, Plural
Learning = Knowledge Management
26. INTERNAL USE ONLY
• HR data vs. Enterprise data
• Dashboards–digitization of data–delivered on multi-devices
• Predictive Analytics
• Benchmarks
• Storytelling
• Analytics should raise additional questions
• Data Protection Officer - GDPR
• Examples – Ingentis, Visier, Tableau, Perception
Analytics – Data Visualization
27. INTERNAL USE ONLY
• Populations with desire to donate time/effort
• Retirees (RETRYMENT COMMUNITY)
• Millennials
• Out of work or transitioning individuals
• Part-time (stay at home, students)
Volunteerism – a new workforce
28. INTERNAL USE ONLY
What is Timebanking?
Volunteer
One Hour
Receive A
Time Credit
● A senior citizen might tutor a child for
an hour, earning 1 time credit.
○ They might spend that credit for
help in their home, running
errands, or getting a ride to a
doctor’s office.
● A Boy Scout might earn 30 credits
working on an Eagle Scout service
project.
○ They might then donate those 30
credits to a community center,
doubling the impact of their
service time.
● A Community Center might donate time
credits to their neediest members.
29. INTERNAL USE ONLY
SevaExchange - Volunteer Management
Actionable Data and Reporting that Volunteer
Managers Need
1. Who is available?
2. How active are they?
3. How many volunteers
are likely to come?
4. What do my
community members
need most?
5. What do my volunteers
like to do most?
6. Do volunteers prefer
large group projects or
1:1 service?
7. Is my yield per
volunteer increasing or
decreasing?
30. INTERNAL USE ONLY
• Comprised of for-profit companies committed to sustainability-
related initiatives that lie at the center of their business model
• Born out of the desire to drive the systemic change necessary to
create a more social and environmentally beneficial economy
• Governed by B Lab - certification
• B Corp movement aims to redefine success in business, whereby
corporations generate value for society and not just for
shareholders
The NEW Corporate Aspiration – B Corporation
32. INTERNAL USE ONLY
Attract Talent &
Engage Employees
Build Credibility
and Trust
Benchmark &
Improve
Performance
Protect the
Mission
Economics: Save
Money & Attract
Investors
Join a Leadership
Community
WHY?
34. INTERNAL USE ONLY
• What % of the management team is from under represented populations?
• What % of workers were reimbursed for continuing education expenses FY?
• What % of the Management Team is evaluated in writing on community, social and
environmental targets?
• Does the company have a formal process to share non-salary financial info with
employees?
• Are employees officially allowed any paid or non-paid time off for community service?
• Does your company monitor and record its waste production – going GREEN?
Sample Questions to ask the Organization - Or more specifically – Human Resources
The Path to a B Corporation
35. INTERNAL USE ONLY
•“A social movement that only
moves people is merely a revolt.
A social movement that changes
both people and institutions is a
revolution.” -Martin Luther King Jr.
36. INTERNAL USE ONLY
• HR Starting point
• Underlying Culture of the Enterprise – agile, responsive, engaged
• Leveraging Technology – change management, aggregating data, transparency
• Long Term Look
• Vision
• what is the future for the business
• what does it mean for the workforce
• Identify “pillars of the business strategy”
• Product/service
• Customers
• Market
• Workforce
• Bring about Enterprise Collaboration – communication, collaboration, innovation, agility
HR CAN start building STRONGER relationships through Culture and Technology
37. INTERNAL USE ONLY
Collective HR Solutions, Inc.
951-2 Old County Rd., #207
Belmont, California 94002
650.341.5067 (direct)
650.740.6558 (cell)
Nov@CollectiveHRSolutions.com
41. How to earn credit
Stay on the webinar,
online for the full 60
minutes
Be watching using your
unique URL
Program codes delivered
by email, to registered
email, approximately 30
days following today’s
session
Before we get started, I’ll share a bit about who we are: Ascentis’ comprehensive suite of HCM (human capital management) solutions helps organizations develop and elevate their workforce, supporting greater productivity and advanced performance. Total cost of ownership is reduced through our innovative fixed-pricing plans and low implementation fees. Our award-winning technology ensures that workforce administration is simple, easy and intuitive.
For more than 35 years we’ve been helping businesses reduce costs, automate processes, increase productivity AND go paperless, and we’re very proud to serve more than 1100 customers, many of which are in the audience today.
*NEXT SLIDE*
I’ll turn the presentation over to Bob after a few housekeeping items you’ll need to know for today’s session. First, we’re going to cover what you need to know to earn your credit. Second, we’ll cover how to ask questions during the webinar. Third, we’ll take a quick peek into what you’ll be learning today, and lastly I’ll give you some information about our speaker, who I am very excited to introduce you to.
*NEXT SLIDE*
So, 1st things first. Credits. There are several things that go into earning a certificate, and we’ve outlined them all here for you to see. I do want to draw your attention to the two most important items. You must be logged in using your unique link from the confirmation email, and you must attend for the full 60 minutes.
*NEXT SLIDE*
Our second housekeeping item is questions. Please enter all your questions into the chat box. Questions about sound quality or even accreditation will be answered right away. And questions for our speaker will be forwarded on for follow up over the next couple of weeks. Today’s session is full of great information, so we will likely not have time for a live Q&A at the end.
And that brings us to the third item which is today’s topic.
…topic overview …..
As we have spent more than 30 years in the HR space, we have come to understand all of the areas that companies often consider driving advancements around in the human capital management arena. These areas are Recruiting and Onboarding, Talent Management, HR & Benefits, Time and Attendance and Payroll. Which areas are the top priorities for your business and where would you like us to focus our discussion today?