workshop_2c-_an_hr_function_for_the_a_digital_age
TRANSCRIPT
2015 HR LeadersSymposium
An HR function fit for the digital age
10 June 2015
Peter Brown & Jeremy Lief
www.pwc.com/people
PwC
‘HR is once again beingchallenged to deliver the
skills businesses need for thefuture, as businesses lookfor growth in a digitally
disrupted world’
2June 2015
1 Macro insights
2 People Capability
3 Technology
4 Analytics
PwCAn HR function fit for the digital age
3June 2015
1 Macro insights
• The future of work -threeworlds
• Digital disruption
• How can you adapt?
PwC
Two main disruptors
An HR function fit for the digital age4
June 2015
1. Future of Work
2. Digital Disruption
PwC
The future of work
An HR function fit for the digital age5
June 2015
1. Future of Work
2. Digital Disruption
PwC
Three worlds of work
June 2015An HR function fit for the digital age7
Corporate is king
Blue World
Small is beautiful
Orange World
Companies care
Green World
PwC
Digital Disruption
An HR function fit for the digital age8
June 2015
1. Future of Work
2. Digital Disruption
PwC
Digital disruption
IHG HRLT Briefing and Point of View9
June 2015
In addition to the worlds of work, digital disruption is also changing the role of HR:
Everyone has a voice Automation
Ideation
Trust
Data
PwC
The wider market
81%Of CEOs think MobileTechnologies arestrategicallyimportant for theirbusiness
86%
Think it’s importantthat they themselveschampion the use ofdigital technologies
81% 86%
An HR function fit for the digital age10
June 2015
PwC
How can HR adapt to these disruptions?Given the uncertain future of work and digital disruption, we will explore through three key lenses,how your HR function can become dynamic; in order to maintain a competitive advantage:
Technology
Analytics
People capability
An HR function fit for the digital age11
June 2015
PwC
2• The future role of HR as a
Business Partner
• Operating models & structures
• Sourcing trends
People Capability
An HR function fit for the digital age
PwC
TechnicalHR
Knowledge
Consulting
RelationshipBuilding
BusinessCompetence
ExternalMarketInsight
Analytic andfinancial
skills
The Future role of HR as a Business Partner
13June 2015
HRBP roles have traditionally been transactional based, however they are evolving into a wider, broader roleencompassing the following key aspects
PwC
3 Technology
• Key technology trends
• HR transformation throughthe cloud
An HR function fit for the digital age16
June 2015
PwC
Key technology trends
‘Please select the answer that best describes the impact you expect the technologies in the categoriesbelow to have on your firm’
Source: Q3 2012 global state of enterprise architecture online surveyBase: 216 enterprise architects
42%
38%
32%
31%
26%
24%
24%
22%
21%
19%
18%
17%
50%
50%
37%
49%
50%
49%
44%
57%
55%
29%
63%
47%
Mobile applications
Mobile platforms (iOS, Android, Blackberry, HTML5, etc.)
‘Big-data’ platform for real-time analytics
Cloud-based or as-a-service application platforms
Infrastructure-as-a-service, including public, private,and hybrid cloud
Business event processing and rules platforms
‘Big-data’ platforms for batch analytics
Customer intelligence and analytics platforms
Collaboration and social platforms – With external parties
Sensor systems and smart computing (M2M,device clouds, smart meters, RFID, embedded IPs)
Business intelligence (reporting, visualisation,and analytics)
Enterprise search and semantic platforms
Revolutionary Evolutionary
“Megatrends”in HRtechnology:
• SaaS/Cloud
• Digitalexperience,mobile, social
• Big data andanalytics
The top emerging technologies to watch now, through 2020.
An HR function fit for the digital age17
June 2015
PwC
HR transformation through the cloud
Workday provides HCM Software as aService (SaaS) to some 300+ customers.An alliance is in place between Workdayand PwC in the UK, US and Canada.
Learning, Performance and TalentSoftware as a Service (SaaS) with 2000+customers, globally. An alliance is inplace between successfactors and PwC inthe UK and US.
Oracle’s Fusion HCM Software as aService (SaaS) suite provides end to endtalent management, covering workforcedevelopment, Reward and analytics. Aglobal alliance with PwC is in place.
An HR function fit for the digital age18
June 2015
PwC
4• Data is everywhere
• Analytics as a capability
• Analytics maturity scale
Analytics
An HR function fit for the digital age
PwCAn HR function fit for the digital age
20June 2015
Data is being created everywhere
1.23 Billion activeusers per month…
… the same as thepopulation of India
… has been createdin the last twoyears
90%
of the world’sdata… 259 Million active
users per month…
… with a long termgoal of 3 Billionusers
PwC
Utilising data as a HR differentiator
Only 20% of CEOs say that they havecomprehensive workforce benchmarkinformation…yet 84% say that this information iscritical or important to the success oftheir long term strategies.
Over 90% of our clients haveissues collecting robust HRdata
An HR function fit for the digital age
PwC
‘HR is once again beingchallenged to deliver the
skills businesses need for thefuture, as businesses lookfor growth in a digitally
disrupted world’
24June 2015
1 Macro insights
2 People Capability
3 Technology
4 Analytics
Are you prepared for the future ofwork and digital disruption?
How will your organisationspeople capability be supportedthrough disruption?
How will your technology createproductivity and cost efficiencies?
How will you use data totransform your operations andequip you a disruptive world?
Are you prepared?
PwC
Contact details
Name: Peter Brown
Office: +44 (0)207 804 7007
Mobile: +44 (0)7789 003712
Email: [email protected]
25
Name: Jeremy Lief
Office: +44 (0)20 7804 0235
Mobile: +44 (0) 7718 339701
Email:[email protected]@uk.pwc.com
Thank You
This publication has been prepared for general guidance on matters of interest only, and doesnot constitute professional advice. You should not act upon the information contained in thispublication without obtaining specific professional advice. No representation or warranty(express or implied) is given as to the accuracy or completeness of the information containedin this publication, and, to the extent permitted by law, PricewaterhouseCoopers LLP, itsmembers, employees and agents do not accept or assume any liability, responsibility or duty ofcare for any consequences of you or anyone else acting, or refraining to act, in reliance on theinformation contained in this publication or for any decision based on it.
© 2015 PwC. All rights reserved. PwC refers to the PwC network and/or one or more of itsmember firms, each of which is a separate legal entity. Please see www.pwc.com/structure forfurther details. This content is for general information purposes only, and should not be usedas a substitute for consultation with professional advisors.
PwC
01
02
03
04
Text to go here go here go here go here gohere go here go here
Text to go here go here go herego here go here go here go here
Text to go here go here go herego here go here go here go here
Text to go here go here go here go here go here gohere go here
Advisory & Behavioural focus
Time & Capability Shift
HR Capability Transformationgoing forward and the future
An HR function fit for the digital age28
June 2015