Future of Work Trends, Part 5: Tech in HR, Human vs. Machine

Future of Work Trends, Part 5: Tech in HR, Human vs. Machine

Tech vs. Human in HR

Human Resource forms one of the most important parts of any organisation. It is one department which deals with employee recruitment, management, appraisals, payroll etc. Every day they have a hell lot of work to do from lining up candidates for vacancies, taking their interviews, maintaining policies and HR records, handling employee concerns, administering compensation and company programs, etc. All of these activities were done manually before the introduction of low-cost cloud-based services. Nowadays in various organisations, the HR department is automating many of their daily activities.

A growing trend of more and more HR activities moving online is the talk of the season. The rise of cloud based services has enabled HR to off-load much of their mundane work increasing efficiency and saving time. With the rise of new technologies like Big Data, Cloud Computing, etc. the HR world is changing forever. Many companies are using these online services to manage their HR resources function which has made it easier to track employee performances and training programs.

Employers are now taking their HR functions online with the help of cloud based services, customised mobile apps and social media. Employees now have more power over various things like punching in for work, accessing their salary slips & attendance records, requesting for leaves, etc. Various companies are using messaging apps like Slack, Google Hangouts and similar tools to create a group of team members to discuss the project work and official matters.

In various mid scale companies, employees are directly coordinating with their HR over these various chat or messaging bots for their general concerns like benefit programs, compensations, PF settlement, etc. Various companies now enable their employees to make use of their smart phones, where employees use their touch screen finger-scan to punch in their time which is connected to the attendance records. Employees can use the company’s employee portal to login into their dashboard to apply for medical benefits which were previously done by filling huge forms and submitting it to the HR.

So, whether you are looking for a job, considering a career change or want to get into freelancing, these trends will help you plan better for your career. Rapidly changing technology will bring more trends which will change the entire perspective of workplace and employment sector for good. And whilst all this automation is great, there is always something fascinating about the perfect balance especially as within people related jobs automation is great to support mundane tasks or make paper processes online and manual, but it is not good when distressed employees are managed via bots online or job loss news is received in very inhumane or impersonal ways via the same systems and online tools.

With this blog, we end our series on the future of work, we hope you enjoyed reading them all and if you missed any of them you can check them all out on our website or via this link. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch.


If you want to share this article the reference to Bhumika Zhaveri and The HR Tech Weekly® is obligatory.

Why Businesses Should Embrace Machine Learning

If you’re still unsure of machine learning and it’s benefits, consider these scenarios. 

In 2016, Google’s net worth was reported to be $336 billion, and this is largely due to the advanced learning algorithms the company employs.

Google was the first company to realize the importance of incorporating machine learning in business processes. And the technology powerhouse doesn’t stop at any given point; it keeps modifying its algorithms to better suit the needs of its users continuously.

And how does it accomplish the difficult task of observing the browsing pattern of thousands (or millions) of its users?

The answer is simple. By analysing the data, which it has accumulated by introducing machine learning to its business operating model.

This is just one example of how machine learning processes in the recording and processing of data can help businesses grow.

Here are three more ways in which machine learning can help various business sectors:

1. It removes physical restrictions

If we have accomplished one thing by automating and digitalizing business processes, it is that we have removed the physical limitations that restrict growth.

Before the technological age, what was the biggest problem faced by businesses? Operating within a limited space accessible only by a limited number of people. For a designer, it was necessary to completely clear out the previous inventory before utilising the shelf space for new designs. By embracing machine learning and diving into the world of e-commerce, you don’t ever have to worry about running out of shelves.

2. It provides a deeper understanding of your consumers

With the introduction of automated processes, businesses have become increasingly consumer-centric. To be able to survive the competition of catering to your customers’ needs, you as a business owner have to understand the needs of your consumers.

If you do not deliver what consumers are looking for, there is a high probability that you will lose potential customers to competition. Machine learning plays an important part in solving the mystery of consumer preferences. All required information is hidden behind the data accumulated by the business. You just have to crunch the code, and voila—you know what your customers are actively searching for.

3. It automated processes, boosting efficiency

Imagine standing in line in a supermarket; someone with a long haul is standing ahead of you and the cashier’s machine suddenly breaks. It’s a nightmare, right? You could be spending those precious minutes watching your favourite series on Netflix.

Now imagine that the machine is not broken but in fact was never invented. The cashier has to manually enter every purchase and tally it with the existing stock. Incorporating automated processes to record inventory stock and purchase order data is not a luxury, it’s a necessity in today’s world. Machine learning has increased the efficiency of businesses and minimized the room for error.

Want to learn more about how to incorporate Big Data analytics to propel your business towards growth? Visit Simplilearn for useful insights into the subject. For more interesting content about data analytics follow me on Twitter and LinkedIn.


Source: Why Businesses Should Embrace Machine Learning | Ronald van Loon | Pulse | LinkedIn

10 Things You Need to Know About Digital Transformation | Featured Image

10 Things You Need to Know About Digital Transformation

Digital Transfomration

Digital transformation isn’t just a phase or a buzzword. Business leaders are now fast waking up to the important role technology is set to play in their growth strategies, with the latest report from Gartner showing a rise in the number of CEOs ranking IT as a priority – “The IT-related area rose from 19% mentioning it as a priority for 2016/2017 to 31% in 2017/2018.”[i] The recent explosion of connected devices and platforms, for example, has made it imperative for companies to quickly adapt their products, services and processes, and move towards the digital world. This, naturally, requires transformation of some kind.

However, the reality is that digital transformation will require some tough choices to ensure your business isn’t dragged along or left behind. But we all know that change is not easy. You might be thinking how do you start transforming? Does it have to cost lots of money? Or perhaps you’re experiencing resistance to change. What’s the problem with doing things the ‘old’ way anyway? Here are ten considerations that that will help companies on their digital transformation journey.

Digital transformation will change your business, but focussing on the right level of change is key

New digital technologies should be seen as an enabler for better, more seamless and streamlined business operations that make your business competitive – driving growth. Focusing on where digital transformation can deliver the most benefits and add the most value in your quest for growth should be where you begin the change process.

Technology investment is crucial to growth but just because the technology is new, doesn’t mean it’s right for you

Sometimes less is more. The right use of technology can radically improve your business, but the deployment of technology for technology’s sake can be self-defeating. Being open to the transformative impact of new technologies is the most important consideration for companies around the world.

Consider where your company is on its digital transformation journey

Growing your technology platform doesn’t necessarily mean your business will grow too. Sometimes it’s better to have fewer solutions than more, but it can be challenging for business managers to keep on top of the latest tech trends and new solutions being launched in the market.

Many competing technologies profess to drive digital transformation, however, the utility of solutions depend on the stage your company is at in the transformation journey. From mobile sales and field services, to wireless sales counters and warehouses, to advanced inventory management – different solutions provide new ways to reduce costs, improve the customer experience, and improve the bottom line.

Not everyone in your company will feel comfortable with digital transformation

Society and technology are changing more quickly than most companies can adapt. From enterprise resource planning (ERP) to cloud computing, new tools, platforms, and channels are creating unprecedented opportunities to connect with customers and improve internal processes—but only for the businesses agile enough to transform and adapt to these new digital realities.

Even so, there’s no single roadmap for digital transformation and the path is different for every company and industry. However, there must be attempts to get employee buy-in from the start. This requires a commitment to digital technology from the boardroom to all levels of staff. You should have leaders with the right mind-set and motivation to lead the digital transformation process.

It’s no good having data if you don’t know what it means

Firms that undergo a true digital transformation programme put data and information at the heart of their technology focused business models. Many are shocked to see just how much information they had but were not utilising properly. The new data landscape provides you with unique opportunities to turn data into insights – the fuel for any digital transformation journey – with real-time updates providing opportunities for better business decision making.

In fact, Forrester Research has found that more than 70% of decision-makers report planned or current initiatives to encourage more data-driven decisions, making unlocking the value of integrated business data critical to success in today’s modern distribution marketplace.

Digital transformation won’t grow your profits overnight – embrace change as part of a wider growth strategy with measurable goals

Change is a constant in today’s dynamic marketplace, but it’s important to be realistic about what you can achieve in a short time. A recent survey we sponsored, highlighted how high-growth companies embrace change. Seventy-six per cent of high-growth companies prefer constant innovation to business stability, while only 49% of low-growth companies do so. In an age where innovation is driven by rising customer expectations, growing companies have distinct short-term goals that embrace innovation and business change as part of a wider transformation journey for growth.

Digital transformation should make your business more adaptable but it won’t make you immune to competition

It has never been more important for business leaders to carry the torch for digital transformation, but the most important factor is making sure digital potential is translated into competitive advantage. This requires top executives to champion the deployment of flexible, digital technologies that change the way they engage with their customers.

As Gartner rightly states, “technology shapes business strategy, but market, political and financial factors prevail.”[ii] Nevertheless, embracing the right technology brings people together, allows businesses to land and expand into new geographic locations with minimum resources, and makes the product development lifecycle more responsive to consumer demand than ever before. 

It takes more than just digital technology to encourage collaboration across departments and divisions

To begin digital transformation, you need to look at your business from the inside out – consider the tools and systems you use, what works well, what doesn’t and ways these can be improved. But when technology is heralded above all else, there becomes an even greater disconnect between employees and the challenges that their business is trying to solve.

There might be isolated investments that are doing very well, but they’re still isolated. New solutions must be an enabler aligned with a bigger mission – to evolve internal processes, structure and culture, or to match the evolution in customers’ behaviour. Consider how you communicate both internally and externally, the strengths and weaknesses of your staff and if their skills are fit for purpose. Do you need staff with more digital skills and will you need to recruit them throughout the process?

Your customers don’t think about your digital transformation, but they do expect it to happen

The digital trends that are impacting every part of business operations will not slow down, and it’s the same playing field for all of your competitors, and every start-up that’s gunning for a piece of your world. Your customers expect that you are embracing digital transformation because they are doing so, and they need you to join them on the journey. 

You can talk the talk, but make sure you walk the walk

To make digital transformation happen, high-growth companies don’t just pay lip service to ideas such as new technology and innovation – they back them up with investment. The growth survey we did, found that in the coming year, 88% of high-growth companies are planning significant investments in technology and innovation, while only 49% of slow-growth companies are doing so.

Digital transformation is different for every business. While some manufacturers will have more challenges than others, and while some will also embrace more technologies than others, being aware of the ten considerations above will be helpful to every business that is embarking – or has already embarked on – this journey.

[i] Gartner, 2017 CEO Survey: CIOs Must Scale Up Digital Business (March 2017)

[ii] Gartner, 2017 CEO Survey: CIOs Must Scale Up Digital Business (March 2017)

About the Author:

Sabby Gill, EVP, Epicor Software

Sabby Gill brings more than 20 years of international sales, operations and enterprise software industry experience to Epicor. In the role of executive vice president (EVP), International, Gill is responsible for operations including sales, professional services, and field marketing, with a focus on accelerating company growth throughout Europe, Middle East & Africa (EMEA) and Asia Pacific (APAC).

Prior to Epicor, Gill was senior vice president of International Sales for IGT, a gaming technology company. He has also held executive management roles with leading technology companies including HP, CA Technologies, Oracle, PeopleSoft (acquired by Oracle), and DEC.


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Artificial Intelligence

Trends Shaping Machine Learning in 2017

Technologies in the field of data science are progressing at an exponential rate. The introduction of Machine Learning has revolutionized the world of data science by enabling computers to classify and comprehend large data sets. Another important innovation which has changed the paradigm of the world of the tech world is Artificial Intelligence (AI). The two technological concepts, Machine Learning and Artificial Intelligence, are often used as interchangeable terms. However, it is important to understand that both technologies supplement each other and are essentially different in terms of their core functions.

It is often predicted by technology enthusiasts and social scientists that human beings in the workforce will soon be replaced by self-learning robots. It is yet to be seen whether there lies any truth in these predictions or not but for 2017, the following trends have been prominent in the development of Machine Learning.

Giant companies will develop Machine Learning based Artificial Intelligence systems

In 2016, we saw many prominent developments in the domain of Machine Learning, and numerous artificial intelligence applications found a way to our phone screens and caught our attention. In the previous year, companies just touched the tip of the iceberg and in 2017, we will continue to see more developments in the field of machine learning. Big names such as Amazon, Google, Facebook and IBM are already fighting a development war. Google and Amazon launched successful apps, which include Amazon Echo and Google Home, at the beginning of the year, and we have yet to see what these tech giants have in stores for their customers.

Algorithm Economy will be on the Rise

Businesses greatly value data to take the appropriate actions, whether it is to understand the consumer demand or comprehend a company’s financial standing. However, it is not the data alone they should value because without an appropriate algorithm, that data is worth nothing. Peter Sondergaard, Senior Vice President of Gartner Research, says that, “Data is inherently dumb and the real value lies in the algorithms which deduce meaningful results from a cluster of meaningless data”.

Algorithm Economy has taken center stage for the past couple of years, and the trend is expected to follow as we expect to see further developments in machine learning tools. The use of algorithm economy will distinguish small players from the market dominators in 2017. Small businesses that have just entered the transitional phase of embedding machine learning processes in their business models will be using canned algorithms in tools such as BI, CRM and predictive analysis. On the contrary, large enterprises will use proprietary ML algorithms.

Expect more Interaction between Machine and Humans

Google Home and Amazon Echo received an exceedingly positive response from the audience which made it evident that consumers perceive human-machine interaction positively. Innovative technologies embedded with machine learning processes prove to be helpful under various circumstances; for example, helping people with eyesight issues to navigate. But will they completely replace human-human interaction? Maybe 25 years down the road, but we do not see that happening anytime soon. Machine learning has made it increasingly possible for machines to learn new skills, such as to sort, analyze and comprehend. But nevertheless, there are certain limitations to it. Automated cars have frequently been tested, and even with modified algorithms and advanced technologies, the chance of an error is still present. This example alone is enough to convince that machines will not completely replace humans, at least not anytime soon.

Conclusion

Machine Learning and Artificial Intelligence is a promising field with much potential for growth. We have seen some recent developments in the sector which, not long ago, people believed were not possible. Therefore, we cannot give a definite verdict regarding the industry’s potential for growth. However for now, intelligent machines are only capable of handling the repetitive tasks and can follow a predetermined pattern. It lacks the skill to figure out things which are out of the ordinary, and we still require human intervention for keeping the chaos at bay in such situations.

Ronald van Loon is Advisory Board Member and Big Data & Analytics course advisor for Simplilearn. He will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.

If you would like to read Ronald van Loon future posts then please click ‘Follow‘ and feel free to also connect on LinkedIn and Twitter to learn more about the possibilities of Big Data .

This article was originally posted on SimpliLearn

Source: Trends Shaping Machine Learning in 2017 | Ronald van Loon | Pulse | LinkedIn

5 Ways Businesses Can Cultivate a Data-Driven Culture | The HR Tech Weekly®

5 Ways Businesses Can Cultivate a Data-Driven Culture

The pressure on organizations to make accurate and timely business decisions has turned data into an important strategic asset for businesses.

In today’s dynamic marketplace, a business’s ability to use data to identify challenges, spot opportunities, and adapt to change with agility is critical to its survival and long-term success. Therefore, it has become an absolute necessity for businesses to establish an objective, data-driven culture that empowers employees with the capabilities and skills they need to analyse data and use the insights extracted from it to facilitate a faster, more accurate decision-making process.

Contrary to what many people think, cultivating a data-driven culture is not just a one-time transformation. Instead, it’s more like a journey that requires efforts from employees and direction from both managers and executives. In this article, I am sharing five different ways businesses can accelerate their transformation into a data-driven enterprise.

1. Establish a Clear Vision

Establishing a clear vision is essential for putting data into the DNA of an organization. An executive, preferably the CIO or CDO, should present the vision to the workforce and provide the rationale for this shift in culture and in benefits. This, in turn, will set stage for the work ahead and provide an opportunity to clear misconceptions.

 2. Ensure Easy and Secure Access to Data

Data can be truly considered an asset when its accuracy is trusted, its provenance is well established, and its complete security is ensured. On the other hand, optimal utilization of data requires governance and openness. To ensure this, you should consider a layered approach to make data available in a manner for which its security, governance and confidentiality is not compromised.

3. Keep Your Data Clean and Up-to-Date

It’s very hard to analyze and extract something valuable from poorly organized, inaccurate, dated information. Therefore, you should develop clear mechanisms regarding the collection, storage, and analysis of data. Make sure all your data inputs are centralized in a single location for easy integration and regular updates. This way, your employees can gather the most recent information from a single place and make more accurate decisions.

4. Create Agile Multi-Disciplinary Teams

People, not tools drive the culture of a company. Therefore, in order to create a fact-driven work environment, businesses should invest in the skills of their people. Make sure that each team contains at least one member who’s well-skilled and experienced at data analytics.

5. Develop Reward Mechanisms

Sharing data successes is important to inspire others and develop a healthy, competitive, data-driven culture. To share the results achieved by a team or an individual, you can use different communication tools, such as videos and blogs, organize special gatherings, or share the results on your company portal. Make sure that you choose initiatives that are in line with your company’s long-term strategy. For example, if your objective is to penetrate new markets or gather more information about your target customers, you should acknowledge and reward the initiatives that help you make progress towards these strategic goals.

Unless communicated across an organization, data remains worthless. To extract the right information and insights from structured and unstructured data, it is important that you focus your efforts on cultivating a data-driven culture that empowers employees with the resources and skills they need to leverage data and obtain the right information at the right time to make more accurate decisions.

About the Author:

Ronald van Loon is Advisory Board Member and Big Data & Analytics course advisor for Simplilearn. He will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.

If you would like to read more from Ronald van Loon on the possibilities of Big Data and IoT, please click “Follow” and connect on LinkedIn and Twitter.

This article was originally posted on Simplilearn

Source: 5 Ways Businesses Can Cultivate a Data-Driven Culture | Ronald van Loon | Pulse | LinkedIn

Media Technology

How Changes in Technology Within HR & Recruitment Are Shaping the Future

How Changes in Technology Within HR & Recruitment Are Shaping the Future

In the era of rapidly changing technology nearly every business has been affected in various ways. HR has always been the most crucial part of any business, as finding the right candidate to meet the business requirement is very important. With everything going mobile it’s important for HR to embrace technology if it wants to continue to be an important part in managing organisational changes. With easier access to data, talent analytics the workplace analysis is increasingly becoming more common in the HR Tech world.

Companies who are actively making use of this data available to them are becoming far more competitive. With new concepts in the recruitment tech world like social recruiting technology on the rise, have made companies make maximum use of social media platforms like LinkedIn to their best advantage. Before social media, it was challenging to go through a huge chunk of resumes to find the ideal match for the position which needs to be filled. But now with the help of social media technology, it’s easier to find the right candidates.

HR & Recruitment have to embrace the technological changes in order to achieve both business requirements and employee expectations. With the invention of Big Data, the HR world has changed forever. Various companies are making use of Big Data to the best of their advantage. Previously HR had to manage everything on paper right from employee records, documents, performance reports, etc. Today’s technology gives HR the power of Big Data which has changed the way businesses see their customers. Previously it was difficult to track record of each employee in a big corporation, but with Big Data it’s become easier to track employee performances and training.

Cloud Computing is another technology which has made HR change its overall protocol by helping them store a large amount of information over the cloud. Earlier these were stored in the stack of files wasting office space and were difficult to trace. Not only it is more secure, but it is also more efficient. Now all of the employee information like payroll, tax documents, and performance reports can be stored securely online.

With the help of Smartphone’s, companies are providing a better platform for employee engagement programs and team building activities. With minute by minute update over Smartphone about any training program or cultural event, HR has come closer to building great relationships with the employees.

These are just a few of the various possibilities the HR tech domain is impacted and adapted to the technological advancements. If every HR department of every company adapts to these technological changes, it will make the life of an HR a lot simpler adding value to the organisation.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

About the Author:

Bhumika Zhaveri’s expertise lies in business strategy, change, human resources and talent management. Her experience is built over years in varied sectors where she has worked within Recruitment, Resourcing and HR. Now as Founder & CEO of InteriMarket a platform for Contract/Interim Talent Management. She is a firm believer of success through people, change and culture!


If you want to share this article the reference to Bhumika Zhaveri and The HR Tech Weekly® is obligatory.

Securing Competitive Advantage with Machine Learning | The HR Tech Weekly®

Securing Competitive Advantage with Machine Learning

How to Secure Your Competitive Advantage with Machine Learning | The HR Tech Weekly®

Business dynamics are evolving with every passing second. There is no doubt that the competition in today’s business world is much more intense than it was a decade ago. Companies are fighting to hold on to any advantages.

Digitalization and the introduction of machine learning into day-to-day business processes have created a prominent structural shift in the last decade. The algorithms have continuously improved and developed.

Every idea that has completely transformed our lives was initially met with criticism. Acceptance is always followed by skepticism, and only when the idea becomes reality does the mainstream truly accept it. At first, data integration, data visualization and data analytics were no different.

Incorporating data structures into business processes to reach a valuable conclusion is not a new practice. The methods, however, have continuously improved. Initially, such data was only available to the government, where they used it to make defense strategies. Ever heard of Enigma?

In the modern day, continuous development and improvement in data structures, along with the introduction of open source cloud-based platforms, has made it possible for everyone to access data. The commercialization of data has minimized public criticism and skepticism.

Companies now realize that data is knowledge and knowledge is power. Data is probably the most important asset a company owns. Businesses go to great lengths to obtain more information, improve the processes of data analytics and protect that data from potential theft. This is because nearly anything about a business can be revealed by crunching the right data.

It is impossible to reap the maximum benefit from data integration without incorporating the right kind of data structure. The foundation of a data-driven organization is laid on four pillars. It becomes increasingly difficult for any organization to thrive if it lacks any of the following features.

Here are the four key elements of a comprehensive data management system:

  • Hybrid data management
  • Unified governance
  • Data science and machine learning
  • Data analytics and visualization

Hybrid data management refers to the accessibility and repeated usage of the data. The primary step for incorporating a data-driven structure in your organization is to ensure that the data is available. Then you proceed by bringing all the departments within the business on board. The primary data structure unifies all the individual departments in a company and streamlines the flow of information between those departments.

If there is a communication gap between the departments, it will hinder the flow of information. Mismanagement of communication will result in chaos and havoc instead of increasing the efficiency of business operations.

Initially, strict rules and regulations governed data and restricted people from accessing it. The new form of data governance makes data accessible, but it also ensures security and protection. You can learn more about the new European Union General Data Protection Regulation (GDPR) law and unified data governance over here in Rob Thomas’ GDPR session.

The other two aspects of data management are concerned with data engineering. A spreadsheet full of numbers is of no use if it cannot be tailored to deduce some useful insights about business operations. This requires analytical skills to filter out irrelevant information. There are various visualization technologies that make it possible and easier for people to handle and comprehend data.

Want to learn more about the topic? Watch replay of the live session with Hilary Mason, Dez Blanchfield, Rob Thomas, Kate Silverton, Seth Dobrin and Marc Altshuller.

Follow me on Twitter and LinkedIn for more interesting updates about machine learning and data integration.


Source: Securing Competitive Advantage with Machine Learning | Ronald van Loon | Pulse | LinkedIn

Moving Towards People Analytics Is Now Critical For HR | Featured Image

Moving Towards People Analytics Is Now Critical For HR

Moving Towards People Analytics Is Now Critical For HR | Main Image

HR as a whole has resisted a move towards people analytics for some time but the need is becoming critical.

Recent developments have provided employers with urgent reminders of just why:

  • One third of working life (or 80 working days per year) is spent on completing ‘administrative or repetitive tasks’ according to a new report, costing the UK service industry alone over £400 bn. For HR, not only is it unproductive time but it also diverts attention away from focusing on sourcing talent and employee engagement.
  • That’s not all. The Open University’s (OU) Business Barometer found that the skills gap is now costing the UK an estimated £2.2 billion per year. Delays and skills shortages are driving up recruitment costs as business are forced to pay more to attract the talent they need or turn to temporary workers and recruitment agencies.
  • The problem is compounded by the rise in failed hiring decisions identified by the Recruitment and Employment Confederation.

Moving towards people analytics is vital to help HR to address those issues and adopt a much needed a long-term approach to talent acquisition and retention. Deloitte’s 2017 Human Capital Trends Survey notes that people analytics is undergoing a ‘seismic shift’ and is now going mainstream but employers risk being left behind.

Effective people analytics enables HR access to ‘real-time analytics at the point of need in the business process’ according to Deloitte. In its most basic form, it enables HR to access live data through recruitment software to begin to build a picture of what exactly is shaping the success or otherwise of your hiring process.

The principles behind effective people analytics

For HR, it is essential that decisions related to talent acquisition and employee development are based on data. Hiring teams which are able to understand the benefits of this analysis and the way in which it ultimately impacts business performance and influence future hiring needs will be more successful in attracting talent. This is achievable with people analytics.

Understanding where to begin

Ask questions : Moving towards people analytics begins with the questions asked of your hiring process. For example, less than a quarter of UK business are confident in measuring their quality of hire. Asking questions about the retention levels of recent hires is the first step towards understanding that.

Know your key metrics : Knowing and understanding your metrics drives successful recruitment. Time to hire, the source of your most successful hires and the ratio of accepted versus rejected job offers are all examples of information provided by your recruitment software. Companies relying on manual recruitment or outdated HR technology will be hindered in measuring these metrics accurately.

Analyse the data : Understanding the underlying issues indicated by recruitment data enables HR to adjust hiring processes. For example high levels of candidate drop off rates may indicate a prolonged or repetitive application process. It may also indicate a lack of engagement with the talent in your pipeline. Time to hire is another crucial metric. The OU’s report found filling open jobs is problematic for three quarters of all employers – on average, it is taking one month and 24 days longer than expected. These are issues which can be identified and streamlined with effective HR technology.

The step towards evidence based HR

Simply put, evidence based HR means that hiring decisions are made with reference to supporting data, yet for too many organisations this is not the case. One in five hiring managers make snap decisions on candidates within one minute, according to research from TotalJobs.  Only one third wait until after the interview has ended. Data from your recruitment software should reinforce or challenge your final decision. The potential for human error and bias are also minimised through the use of data driven recruitment.

Once the obstacles to successful hiring are identified, HR can begin to address them and adopt a long-term approach to planning. People analytics can then help to predict the most likely source of your next new hire based on your data. Without this knowledge, it is impossible to improve your hiring process.

Getting started

Recruitment software is the most straightforward way for your business to move towards people analytics. It immediately reduces the time spent on time consuming ‘administrative or repetitive tasks’, streamlines the hiring process to minimise delays and reduces the potential for failed hiring decisions. Making that move is now critical for HR.

Advorto’s recruitment software provides workflow and structure across the entire hiring process, offering a dynamic database of candidates and analytics. Used by some of the world’s leading organisations, it provides a straightforward first step into people analytics and big data. Contact us today to take that first step.


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What Is People Science Really All About? | Featured Image

What Is People Science Really All About?

Written by Adam Hale, EVP of Sage People.

What Is People Science Really All About? | Main Image

You’ve heard the phrase ‘People Science’ and have maybe even seen job postings for a ‘Head of People’ or ‘Chief People Officer’. But what does People Science really mean and why does it matter?

People Science is an approach organizations use to relate to their employees instead of seeing them as just human resources. Our Becoming a People Company report found that 87% of HR leaders think more should be done to put people at the heart of their business and that’s what People Science is all about. It looks at every part of an employee’s experience and goes beyond traditional HR in reach and influence, becoming a business-critical strategy that integrates with every part of the organization.

If you’re just starting to wrap your head around People Science, below are 6 ways to understand the power of the approach and the impact it can have on your workplace.

1. 3D not 2D

When you’re looking to engage with people, rather than manage people as resources or capital, you need to know about an employee’s skills, pay scale and reporting lines, and then look more deeply at the individuals themselves. When using People Science, every employee is treated as a multi-dimensional personality, not just a flat outline. The best HR and people leaders understand cultural fit, working styles, strengths, values and the goals each person brings to an organization.

2. Home cooking, not takeaway meals

When you cook at home, you need to collect the right ingredients and add them at just the right time and in the right proportions to get the perfect result. You know how each ingredient reacts, what brings out its best and how to avoid burning or undercooking it. You can learn from your results and refine your recipes, knowing which elements work well together.

People Science is like home-cooking your organization’s culture and values, balancing the people in teams and ‘shopping’ for top-quality hires who have the potential to add depth and flavor to your projects. It’s got a strategic long-term side, as well as a skillful day-to-day process. And while it takes a little more time and effort than grabbing a takeaway snack for instant relief, it’s a more sustainable way to nurture your organization’s long-term health.

3. Sherlock Holmes with DNA fingerprinting

Sherlock Holmes is a genius who can use deduction and logic to unravel murder mysteries with his mind. But imagine if he had a DNA forensics lab and Big Data at his disposal. Intuitive talent plus hard data? He’d be unstoppable.

In today’s business climate, it’s now unthinkable to not use data to analyze customer behaviors, but many companies don’t apply this same logic to understanding their own people. Why are so many overlooking this? If companies want to attract and retain the best people, the use of people data to improve the employee experience is no longer optional.

People Science takes the intuitive power of HR and adds data evidence to support ideas, investigate theories and take pre-emptive action. Because it’s data-backed and evidence based, it can provide iron-clad answers to back up your hunches about things. It can also predict outcomes, so you can foresee and prevent issues like flight risk or talent shortages.

4. Google vs. your multi-volume leather-bound encyclopedia

Google is an essential reference tool, much like your trusty set of encyclopedia books. It knows the answers. But while you can use it to look up facts about ancient Egypt, there’s so much more to it than that.

Like Google – and the technology industry in general – People Science is always changing and innovating. Instead of sticking to rigid processes, HR and people leaders who take a People Science approach are reinventing things according to movements in their industry, in technological tools and in People Science itself. It’s nimble enough to respond to the transforming world of modern business.

5. The X-Men vs. your favorite sports team

Your favorite sports team consists of players with finely-honed skills in shooting hoops, blocking passes or scoring goals. But only in (or on) their own field. Pit them against an unexpected challenge like, say, an evil supervillain intent on world destruction, and they’ll probably be out of their depth.

People teams are multi-disciplinary, with an array of superpowers including data analysis, marketing, building relationships, social media and talent scouting (not to mention saving the world on a regular basis). Think of them as your all-star team of people superheroes, ready for anything life throws at your business, even game-changing digital developments that fall outside the traditional HR field.

6. A hotel, not a dorm room

Like a hotel, a business with People Science knowledge understands that its commercial success depends on keeping people comfortable, feeling valued and leaving with a great experience. Hospitality is vital, not just a nice-to-have – unless you want your people, like the students in a basic dorm room, to upgrade to a nicer workplace once they’ve finished learning from you.

See how your company stacks up in the journey to become a People Company with our free People Company profiler.

About the Author:

Adam Hale, EVP of Sage People

Adam Hale, EVP of Sage People, previously acted as Executive Chairman and Non Executive Director having spent over 30 years in the technology industry. He was formerly Head of Software and European Technology at Russell Reynolds Associates, the leading executive search firm and before that ran large system implementation projects at Accenture. Adam is also a committee member of the Technology Leadership Group (TLG) for the Prince’s Trust.


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Enterprise Journey to Becoming Digital

Do you want to be a digital enterprise? Do you want to master the art of transforming yourself and be at the forefront of the digital realm?

How can you change your business to achieve this?

Derive new values for yourself, and find better and more innovative ways of working. Put customer experience above and beyond everything as you find methodologies to support the rapidly changing demands of the digital world.

Your transformation will be successful only when you identify and practice appropriate principles, embrace a dual strategy that enhances your business capabilities and switch to agile methodologies if you have not done it already.

The journey to becoming a digital maestro and achieving transformation traverses through four main phases.

  • Becoming a top-notch expert with industrialized IT services – by adopting six main principles
  • Switching to agile operations to achieve maximum efficiency – so that you enjoy simplicity, rationality and automation
  • Creating an engaging experience for your consumers using analytics, revenue and customer management – because your customers come first; their needs and convenience should be your topmost priority
  • Availing opportunities for digital services – assessing your security and managing your risks

Becoming a top-notch expert with industrialized IT services

There are five key transformation principles that can help you realize the full potential of digital operations and engagement.

  • Targeting uniqueness that is digitized
  • Designing magical experiences so as to engage and retain your consumers
  • Connect with digital economics, and collaborate so as to leverage your assets
  • Operate your business digitally, customer experience being the core
  • Evolving into a fully digital organization through the side by side or incremental approach

Initially a digital maturity analysis has to be performed, followed by adoption of a targeted operational model. Maturity can be divided into five different levels: initiating, enabling, integrating, optimizing and pioneering, which are linked to seven different aspects: strategy, organization, customer, technology, operations, ecosystem and innovation, of which the last two are the most critical. The primary aim should be to cover all business areas that are impacted by and impact digital transformation.

Before taking a digital leap, the application modernization wheel should be adopted. Identify your targets, which will act as main drivers. Determine application states, and then come up with a continuous plan. This is referred to as the Embark phase, during which you understand the change rationale of your applications, and then improve metrics, which drive changes. During the Realize phase, you analyze ways in which you can change your operations and speed up your delivery. In the process, you have to improve quality, while ensuring your product line is aligned with your business needs. You establish DevOps, beginning from small teams, and then moving forward using new technologies.

The third phase is Modernize, during which you plan and implement your architecture such that your apps are based on API services. The last stage is Optimize in which performance is monitored, and improvements are made when and where they are necessary.

Switching to agile operations to achieve maximum efficiency

Data centers now feature several applications, suitable for the IT, telecommunication and enterprise sectors, but their offered services have to be responsive to the changing trends and demands. Ericsson brings agility into the picture so as to achieve efficiency through automation. This can be made possible with the NFV Full Stack, which includes a cloud manager, execution environment, SDN controllers and NFV hardware. The solution is capable to support automated deployment while providing you flexibility through multi VIM support. Check out this blog post to see a demonstration of a virtualized, datacenter and explore their vision of future digital infrastructure.

NFV’s potential can be fully achieved only when the hybrid networks are properly managed, which dynamic orchestration makes a possibility. The approach taken automates service design, configuration and assurance for both physical and virtual networks. Acceleration of network virtualization is being realized through the Open Platform for Network Functions Virtualization (OPNFV), a collaborative project under the Linux Foundation that is transforming global networks through open source NFV. Ericsson is a platinum-level founding OPNFV member, along with several other telecom vendors, service providers and IT companies leading the charge in digitalized infrastructure.

Creating an engaging experience for your consumers

Customer experience is the central focus when you are in the digital realm. Customer experience should be smooth, effortless and consistent across all channels.

Design a unique omnichannel approach for your customers. This means that you should be able to reach out to your customers through mobile app, social media platforms and even wearable gadgets. Analyze real-time data, and use the results for improving purchase journeys obvert different channels like chatbots and augmented reality. Advanced concepts like clustering and machine learning are used to cross data over different domains, and then take appropriate actions. For instance, if you were a Telco, you should be able to offer a new plan, bundle or upgrade to each customer at the right time. All of the analytics data can also be visualized for a complete understanding through which the customer journey can be identified, and the next best action can be planned out.

Availing opportunities for digital services

Complexity increases when all your systems are connected, and security becomes a more important concern. You should be able to identify new vulnerabilities and threat vectors, and then take steps to protect your complete system. And this protection should extend to your revenues, and help you prevent fraud.

A Security Manager automates security over the cloud as well as physical networks. The two primary components are Security Automation and 360 Design and Monitoring. New assets are detected as security is hardened, which are then monitored continuously.

Additionally the Digital Risk and Business Assurance enable your business to adapt in the dynamic environment while reducing impact on your bottom line. Assurance features three levels: marketplace, prosumer and wholesale assurance. The end result is delivery of a truly digital experience.

Want proof that the above methodologies do work wonders? Two of Ericsson customers, Verizon and Jio, have already been nominated as finalists for the TM Forum EXCELLENCE Awards.

I also encourage you to join and/or follow TM Forum Live this week. If you’re headed to the conference, be sure to check out the Ericsson booth and connect with the team to learn more and discuss your digital transformation journey.

If you would like to read more from Ronald van Loon on the possibilities of Big Data and IoT please click 'Follow' and connect on LinkedIn and Twitter.

Source: Enterprise Journey to Becoming Digital | Ronald van Loon | Pulse | LinkedIn