My HR Tech Europe 2.013 Visual Takeaways

I had the pleasure to be at HR Tech Europe 2.013 last thursday; met lots of great people; saw a really nice new mobile integration approach (hunite) and attended 3 great keynotes. I sketched live what was said. Here the overview.

HR Tech Europe 2.013 kick off was held by Costas Markides : “How the technologies of the social era are changing the way we do business.”

Costas described the evolution of the new employee (from employee to people) and asked the question : How will HR react to that? 

Employees are less attentive, more connected, more informed, more culture sensitive, make informed choices and are less loyal.

The answer is not in more control. Because you cannot control the new employee. For Costas the answer is in the building of strong shared values, 1 common purpose and a strong culture, a customer-centric behaviour institutionalized, the process to put it in there hart of your co-workers.

Organization will have to create an architecture for more frequent and spontaneous interactions.

HRTechEurope2013.intro

I liked one of his last quotes:

What you need for creativity is contructive conflict. Not brainstorming.

Josh Bersin and Katherine Jones in their workshop “Getting Work Done 2020” actually talked about the same. We are in a talent economy, volatile and mobile, more and more based on entrepreneurship. The new employee is still more focused on his own talent, his own ambition, his participation and his performance. The question for HR is how to enhance collaboration between these new employees and how to reward them in a engaging way.

The meaning is in the work. We have to rethink the way HR manage it, to go from job title to skillsets, to reinvent the legal framework, to redefine diversity as inclusion.

HRTechEurope2013.Bersin

I liked the quote:

It is not about jobs anymore, it is all about work.

Talking about reinventing HR, the keynote by Jason Averbook was about Consumerization and Applification of HR.

Starting from a marketing point of view (what’s always a good starting point IMHO), thinking about building an organisation from a document centric approach to a people centric one.

Here again, Jason pointed out that adoption of collaborative and open ways of working is a process. A process based on value discovery. And the good question is “Who’s the value to?”…

We are in perpetual beta and the experience HR has to design has to be Simple, Beautiful, Anywhere and Anytime, bring Value and Purposeful. Indeed!

HRTechEurope2013.JasonAverbook

I liked the quote :

Why do I need a training if the experience is good?

Further, everyone talked about Big Data… Gosh, please, I only saw dashboards… My 2 cents about it: Big Data won’t have real impact on organisation if you don’t rethink it in a “Quantified Self” approach. See my previous post about it. Let’s see next year what’s left…

 

Talent Management

I played with HaikuDeck on my iPad this morning. A nice way to quick create simple and visual slide decks.

Here my first contribution on Talent Management.

Semantic talent management. Spray HR analytics.

Let’s be clear. I am convinced HR analytics are and will be (one of the) key for the development of our HR strategies and for a more active role of HR managers in a business-minded approach. More predictive HR for more business.

There are volumes of posts on this subject. Big Data and HR metrics are definitely on the agenda of the next HRTechEurope.

But maybe are we wrong. Or too late. Maybe is this is still a old paradigm. A too top-down vision of HR.

In our VUCA world, where talents, competences, their evolution and their development are key, we need more agility… of each of us.

Of course metrics dashboard will help HR directors to develop and adapt their strategies, but will it be quick, proactive and engaging enough?
Even more. Is this the role of HR? Have I to wait for HR to develop my competences? To know more about me? To know what I want to build from myself? Of course not. World will have changed meanwhile.

Actually we all need these metrics. My HR manager may have and use them, but the real impact is for me, as a co-worker. I am the one who needs it.

What I want, as a co-worker, is to develop myself. To develop my competences and the knowledge I need to become the one I wanna be. I want feedback and recognition to help me to do it. Every week. Every day. Not once a month.

These HR analytics dashboards will have a real impact on our organisations only when they will (also) provide personal analytics. To real people. A HR personal assistant. 

What will really make the difference from day to day for the company will be the ability for each of its employees to have a personal view on its business, the way each tends to work effectively (or not), what’s going on over time, his impact on business results.

Based on the measure of my activities (imagine an application like Time Sink) with a semantic understanding of used skills, my strengths, each work activity could be validated, contextualized by each stakeholder involved, in relation to me.

Semantic talent management. 

I would like to have an overview of my skills and my profile based on emails exchanged, conversations on collaborations platforms, topics, appreciations of my colleagues and my clients over the content provided…

Why to complete a MBTI profile based on a survey when it could be known on the basis of my work and all the stories created and evaluated by my colleagues?

For more feedback, more recognition, and in real time. A real impact on my ability to develop myself.

We need you HR! To build a personal tool for each of us. Then you will see the results in business.

I will be at HRTechEurope this year in Amsterdam. Let’s meet there! If you want to join, being a senior HR and HR Technology Practitioner, then contact me. I have some codes to share to register with 20% discount or event 2 tickets for the price of one.