Workshop_2C-_An_HR_Function_for_the_a_digital_age

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


June 2015

1. Future of Work


PwC

The future of work

June 2015An HR function fit for the digital age6

Blue

Green

Orange

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


June 2015

1. Future of Work


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%


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


June 2015

PwC

2• The future role of HR as a

Business Partner

• Operating models & structures

• Sourcing trends

People Capability


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

Future HR Operating Models & Structures

14June 2015

2015 2020+

PwC

Trends in sourcing

PwC

3 Technology

• Key technology trends

• HR transformation throughthe cloud


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.


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.


June 2015

PwC

4• Data is everywhere

• Analytics as a capability

• Analytics maturity scale

Analytics


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


PwC

Where are you on the analytics maturity scale?

PwC

Q&A


June 2015

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]

[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

Appendix

IHG HRLT Briefing and Point of View27

February 2015

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


June 2015

PwC

Organisations recognising the real transformational value of HR SaaS implementations are deliveringsustained economic value:

HR Transformation through the cloud

29

Workshop_2C-_An_HR_Function_for_the_a_digital_age

Documents

Transcript of Workshop_2C-_An_HR_Function_for_the_a_digital_age