HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa,...

Copyright © 2014, Oracle and/or its affiliates. All rights reserved.1 Confidential – Oracle Internal

How to manage your talent through the digital disruption era

Session Code: HRSA07


How To Manage Your Talent Through The Digital Disruption Era

Ronnie ToerienHCM Sales Development & Strategy Leader - Africa


New, disruptive challenges for both employees and employers

Problem: Today’s fast-paced changes in business and the pressure for increased productivity, innovation, and profits has taken a toll on both employees as well as employers.

Employees: Feel more and more disengaged and that the only way to advance may be to leave the company, but are worried about prospects and likely disruption in their lives.

Employers: Are worried that productivity is not increasing fast enough, that they are losing the war for talent, and that the competition is out-innovating them or worse, that an unknown company will disrupt their business entirely.


New trends and technologies are all around us

Social Media: Our lives are becoming more online and the line between our “work” persona and our “life” persona is fading.

Wearables: Wristbands, glasses, headsets, etc. are ubiquitous and are monitoring data about our vital signs.

Quantified Self: Data from wearables, apps in our smartphones, monitors on our nightstands, infrared spectrometers, etc. are streaming data about our activities, vital signs, what we eat, etc.

Self-directed behavior change: Intrinsic motivations (autonomy, mastery, and purpose) linked to useful triggers and processes.


Trends, Technologies, and Modern HR are converging

HR mission: Find a way to apply these new trends and technologies to the workplace challenges in a way that respects privacy and encourages adoption.

Employee-centered: Recognize that the trends, technologies, and challenges are all about the employees as individuals.

– Personalized: One size does not fit all– Control: Nothing about me, without me

Unified: Connect trends and technologies in useful ways to existing HCM system to better meet employee needs while delivering business results.


HOW DO YOU WORK?

YOU PLAY.

YOU CONNECT.

YOU SHOP.

ONLINE


1 OUT OF EVERY5 MINUTES IS SPENT SOCIAL NETWORKING

Copyright © 2012, Oracle and/or its affiliates. All rights reserved.7

Source: Cedar Crestone 2011-2012 HR Systems Survey


Yet…

Only 3% of the workforce is using social technologies at work today.

Source: Cedar Crestone 2011-2012 HR Systems Survey


Social Changes Everything


Social Collaboration: HCM of the Future

Copyright © 2014, Oracle and/or its affiliates. All rights reserved.11 Confidential – Oracle InternalCopyright ©2009, Oracle. All rights reserved.

Social Collaboration


Social Learning

Cloud Tagging


• Social: Enable SMEs to capture and share ideas and best practices using rich media, and enhance their reputation

Contextual: Embed directly into business processes to provide real-time in-line learning within HR, Talent and other Enterprise Cloud Apps

Intelligent: Showcase content relevant to a job profile, goals, and career aspirations. Our recommendation algorithm delivers personalized suggestions based on 100+ enterprise objects

Consumer Grade: Publish and consume from any modern device, on any network (3G, 4G, Wi-Fi)

Scalable and Secure: Backed by the Oracle Cloud

Learning– Designed for the way you want to learn


Social Performance


Probability of turnover for disengaged employees compared to less than a

1%

Probability among highly engaged employees.

23%

Source: Corporate Leadership Council


The Financial Impact of a Top Performer

Source: Lou Adler, ERE.net July 2012

It is estimated that the financial impact of hiring a top performer is 10 -100x the person’s compensation

Therefore, hiring a single top performer at $100 K has the potential for adding $1 million to $10 million to a company’s revenue each and every year that the new hire remains with the firm


Social Recruiting


Top Talent is within Reach

1. Employees 2. Fans & FollowersTwo Key Channels:


Start with Your Employees: Turn every employee into a recruiter


Social Connections are the New Currency

Social Connections are used for Sharing Information and Opinions

People are Only Separated by 4.74 Degrees

RelationshipSource: Facebook & University of Milan Research Study


Jill Davidson@Twitter handle

Your Employees are Social

Mary JanDirector of Sales

Current Employer: Current Employer: Current Employer:


relationshiprelationship

relationship

Employees become

Recruiters

Leverage Employee’s Established Relationships


Recruit Through Employees’ Relationships

100+ Direct Connections

Per Employee

EngineerProductExec.

Controller

Attorney

IT Mgr.

Retail Clerk


These Relationships Aren’t Being Fully Tapped

Even worse…

Most of your employees’ friends aren’t proactively applying.

Many prospects don’t respond when recruiters reach out cold.

Bonuses alone don’t motivate employees to refer on a consistent basis.

Your employees’ connections


#1 MISSED OPPORTUNITYIN SOURCING

UNTAPPEDREFERRALS =

2,000 EMPLOYEES x 100 FRIENDS x 100 FRIENDS OF FRIENDS = 20 MILLION CONNECTIONS


Referrals: The Proven, #1 External Sourcing Channel

Figure 4: Value of referrals

High performance 42%

Lower turnover 33%

More diverse 30%

Higher quality per hire 49%

Lower cost per hire 53%

Other 2%

Faster time per hire 46%

10 20 30 40 50 60


Socialize your Referral Program

Alert employees regularly. Help them recommend jobs… Watch referrals roll in.

Jane SmithNew York, NY

Bob JonesPhiladelphia, PA

Ralph EdwardsSeattle, WA

Referred Prospects Apply or Join Your Talent Community.


Common Results

100%+ overall increase in referral applications after implementing social referrals for 12 months.

25%+ increase in referral hires tracked directly back to social referrals after 12 months.

After

Before

AfterBefore

Hidden Impact:

Source: Boomerangs Career Site Job Boards

% Appliesinitiated by

referrals:53.1% 33.3% 27.6%

Hidden impact

on other sources

Source:2012 Sources of Hire, By: CareerXroads

http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence?from=ss_embed


Engage your Fans & Followers:Attract “Fandidates”


Your Brand is Social

RetailCo™ Big Beats! Defense, Inc. ThePharma Co.

13,292 Fans

143,197 Fans

7,876 Fans

14,345 Fans


Fans Make Great Candidates (“Fandidates”)

RetailCo™ Fan Page 1,800+ POTENTIAL CANDIDATES FOR NEW STORE IN SYDNEY


Tracking and Reporting:


One Integrated Solution


An Automated, Integrated, Mobile-Ready Solution

Talent Pipeline

Social Employee Referrals Social Job Distribution

Search, Apply, & Refer on Mobile

Analytics Dashboard


Social Sourcing: A Key Piece of the Puzzle

Source

Hire

On-boardDevelop

Reward

Plan

Social Referrals

Social Job Distribution

Talent Pipeline

Recruiting and Hiring

Employee On-Boarding

Learning and Development

Engagement and Retention

Social Mobile


It’s not a “nice-to-have” – it’s a “gotta have.” Using social media as a means to source talent is here to stay.

Katherine JonesBersin Analyst & Blogger: Technology For Talent

Social Sourcing: A “Gotta Have”


Work Life Solutions for HCM


Employees want insight and the tools to better achieve development / performance goals in ways that align to both their personal life and career goals.

Employers want to attract and retain engaged top talent and the strategic insights as well as cost savings that come from individuals using these tools and sharing their insights.

Identity for the employee aligned with the company

Work Life

Solutions

My Competitions

My Reputation

My Wellness

Future…Future…


Work Life Solutions

– My Reputation: Monitor and modify your social profile, presence, and reach across social media and any tools that leverage social engagement.

– My Wellness: Correlate wellness-related metrics such as activity and sleep with work-related measures such as output, innovation, and engagement.

– My Competitions: Quickly create and run contests comprised of individuals or teams that are ranked based on various metrics or voting results.


Our presence in internal/external social media has become a representation of ourselves to the rest of the world.

Our reach and influence are more and more reflected in:

– How our capabilities and what we communicate and do in social media is echoed, referenced, and recognized by others.

– How we do the same for others.

My Reputation – Up to date insight into social influence and workforce capabilities


Wellness improves both well-being as well as balance in work-life integration

Taps into the Wearables/“Quantified Self” trend

Allows an employee to track key fitness data and see improvement over time

My Wellness – Linking Individual Wellness Goals and Employer Healthcare Costs


Set and get progress feedback toward wellness goals

Get recommendations on behaviors that can increase wellbeing

Provides insights that can help employees improve wellness

Uses game mechanics to help employees achieve wellness goals

Provides employers healthcare savings

My Wellness – Linking Individual Wellness Goals and Employer Healthcare Costs


Monitor, suggest, track, and influence individual, concrete behaviors

Connect changes in enterprise systems to targeted behaviors

Record recognition by colleagues of targeted behaviors

Put standings of monitored behaviors into context relative to other participants

My Competitions – Align individual motivations and behaviors to business outcomes


HCMThink of what it coulddo for your business

SVP CEO CFO


How to manage your talent through the digital disruption era

Session Code: HRSA07

HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa,...

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