Digital vs HR: Brace for impact!

Christophe Vanden Eede Global Head of Talent Management – ING Banking GroupTwitter: @cvandeneede

Welcome to the Digital World

vs.

vs.

vs.

Gartner Hype Cycle for Emerging Technologies, 2018

Prepare your workforce

5

Change in mindset needed

6

Step by step approach

7

A shift in Leadership

Towards a new workforce balance

Belgian HR Tech companies October 5th, 2017

HR field Big Data & AI Mobile Social GamificationInternet of

things VR-AR-XR CROWD

Recruitment

• more targeted sourcingalgorithmic cv parsing & matching

• Automated referencecheck on social media (cfrwatson)

• Pymetrics

• geo-located job adverts

• Video (chat) interviewing

• employees as brand ambassadors (ex. Social Seeder)

• glasdoor.com• Recruitment

through social media

• to convince candidates to leave their CV's

• to select the best candidates (ex. ConnectCubed

• onboarding

• use of beacons on job fairs

• show them around the company on job fairs

• 360° video

• employee as ambassadors

• Decentralised candidate selection (cfrGoogle)

Learning

• adaptive learning

• individual Development plans

• increased efficiency

• measurement

• Learning on the move (mobile)

• Podcasting• Access to

experts from a distance (chat, skype)

• MOOC's• knowledge

sharing platforms

• Social bookmarking

• to increase participation to courses

• To ensure employees go to the end of it

• Serious games

• Location based learning through beacons or QR codes

• Chestnote

• Bite-sized on the job learning (ex. Wearable Behaviour Navigation System) is learning even still required?

• User generated & curated content

• Peer to peer learning

Career Management

• detection of Hipo's (e.g. silkroad)manpowerplanning software (workday, success factors, …)

• self assessments on mobile devices

• coaching through enterprise social networks

• peer to peer coaching

Digital impact in all HR fields - Talent

Digital impact in all HR fieldsHR field Big Data & AI Mobile Social Gamification

Internet of things

virtual/augmented reality CROWD

Wellbeing

• predictive analysis to determine where actions are needed the most

• tracking of employee well being through smartphones (ex. Soma analytics)

• CSR platforms

• Stress signals detection (ex OM signal, smart watches, ...)adapting desks (Stir Kinectic desk)

• Immersive escape

Performance

• collect structured and unstructured data to assess the performance

• real time dashboards

• Mobile check ins

• 360° evaluations (Intuo, Impraise)

• badges• (ex. Iactionable)

• performance hackathons

Social Relations

• better analyses to come up with better proposals backed by numbers

• quickly inform managers and co-workers through Twitter

Comp & Ben• Idiosyncratic

deals

Pay & Admin• automation of

HR tasks (outsourcing)

• paperless accessible through cloud

HR partners

• predictive analysis to determine where actions are needed the most

• Chat functionalities

• Video chat

• Use of socialmedia to stay connected with employee and unions

HR Analytics

• machine learningcombine external and

• accessible through any device

• transparency• visualisation

techniques

• connected employee devices

Without data, you’re just another person with anopinion

Automate vs digitize

Big vs small

Capacity vs filtering

Descriptive vs Predictive vs

Cognitive

Artificial Intelligence

Entrepreneurship

Risk taking

Co-creation

Consulting

Commercial skills

…

Walking over a bridge that is in construction(HR) Skills for the future

Infrastructure

Perception

Data

Skills

Culture

What’s holding back HR?

1. Get HR people up to speed on digital

2. Rationalise and optimise administrative

tasks

3. Curate HR data to make it actionable

4. Take the lead in the digital transformation

To do

You can always change your plan,

but only if you have one.

Randy Pausch

Christophe Vanden Eede Global Head of Talent Management – ING Banking GroupTwitter: @cvandeneede