Don't Fear the Future: 5 Ways to Raise Your Tech Game for HR - Slides presented for the Silkoad webinar given by Steve Boese on Feb. 5, 2014.

1. Don’t Fear the Future
5 Keys to Raise Your HR Game in 2014 and
Beyond
Steve Boese – January 2014

2. Presenter Info
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Steve Boese
Co-Chair HR Technology Conference
HR Exec Magazine Technology Editor
Host of HR Happy Hour Show and Podcast
Blogger at Steve’s HR Tech
BBQ Aficionado

3. There are two ways to think about the future.
One way is to plan for a future that will be only
incrementally different and almost
indistinguishable from the present.
The better, (and more interesting) way is to
envision a future that will be almost
unrecognizable from today.
“The future will be new enough that we will be
uncomfortable, we will be unprepared.”

4. So what does that really mean for the HR/Talent
professional?
It means new ways of working, new sources of
talent, and increasingly, new technologies that will
make us, at times, uncomfortable
Today, we’ll discuss how some of these big
technology trends are going to shape work and
workplaces.
And by the end of the hour you will think I am crazy,
or that I just might be the sanest person you know

5. Agenda
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Wearable technology
The Internet of Everything
In Data We Trust
The answer is video
Making peace with the robots
Wrap-up, Q&A

7. Wearable technology
<not just for the geeks and
nerds anymore>

8. What is Wearable tech?

9. Wearables at work?
58% of employees would be willing
to use wearable tech if it enabled them to
do their jobs better.

10. ‘Wear’ is your opportunity?
• Health and Wellness – Augmentation and expansion of
organizational wellness initiatives. Manage challenges, track success
against goals. Prove your ‘Biggest Loser’ jam is working.
• Workforce planning and alignment – Ability to track responsiveness,
fatigue levels, outside stimulus and then provide insight to make
staffing plans and adjustments
• Production – Beam real time video from customer sites to HQ and
team members for review and assistance. Crowdsource solutions.
• Customer service- Facial recognition tech and insight to provide
personalized service, tailored responses, and customer history.
Movement trackers like iBeacon to alert staff on customer
movement, tendencies
• Talent Management – ‘Glass’ applications for interviewing,
delivering learning content, and in onboarding apps. Huge potential
here.

12. The Internet of Everything
<do I really need my toaster talking to
my refrigerator?>

13. What is the Internet of Things?

14. Example: The IoT at work
• Connect GPS, vehicle sensors,
delivery statuses to transmit
route, driving, and performance
data to HQ
• Identify potential and emerging
issues with fatigue, stress, or
undetermined performance
problems
• Incorporate talent
management and coaching and
mentoring elements
• Compare data pre and post
interventions to assess
effectiveness

15. Connect to the opportunity
• Potential for the Internet of
Things to elevate your HR game:
• Make more informed talent
decisions using combination of
‘soft’ and ‘hard’ data
• Incorporate coaching and
mentoring closer to where it’s
needed
• Identify business impact of HR
and Talent programs
• Understand what ‘works’ and
what really doesn’t

17. In Data we Trust
<Or, would you rather start the entire
recruiting process again?>

18. The Data Explosion

19. Where your data resides
• Traditional sources of HR/Talent
Data:
• HRIS, ATS, Talent Systems, EE files,
resume DBs, Excel files, piles of
paper on someone’s desk…
• Where new data actually resides
today:
• Social networks, smartphones,
cloud storage services, personally
activated cloud productivity
services, with third parties…

20. Turn Data into Opportunity
• Hiring: Data science applied to
finding which candidates are best
fits and most likely to succeed
• Performance: Use data on historic
trends, employee profiles,
managerial impact to predict
performance
• Compensation: Data to determine
which compensation levers have
the most business/talent impact
• Retention: Flight risk identification
and suggested remedial actions
• Productivity: Quantify and track
success of new employees

22. The Answer is Video
<what was the question?>

23. Video at work (at work)
• Mobile phenomenon – Everyone
is carrying a personal video player
at all times
• Growth on every metric – views,
shares, search have been trending
up for several years
• Gaming culture – a generation of
video gamers are now entering
the workplace, collaboration in
video games is amazing
• Democratizing: The YouTube
nation has allowed creatives and
really anyone to bypass traditional
paths to validation

24. The Video Opportunity
• Recruiting: Beyond ‘stock’, engage
on Vine, Instagram, YouTube
• Onboarding: Interactive video
from company leaders, team
members
• Learning: Deliver training content
in shorter, mobile ready formats
• Knowledge: Enable creation and
sharing of internally created video
for in the moment learning
• Collaboration: Embrace
lightweight video collaboration
like Google Hangouts

26. Making peace with the
robots
<believe me, you should>

27. The Robot in the next cube
• Industrial : Smarter, more flexible,
and cheaper robots like Baxter
• Healthcare : Companions for
elderly and sick, assistants for
human healthcare workers
• Service: Automated servers,
bartenders, cashiers, cooks, gas
station attendants…
• Agricultural: Tractors, pickers,
herding
• Knowledge work: Financial advice,
research, accounts, customer
service, telemarketing

28. The Robot Opportunity
• First: Understand how/where/why
automation makes business sense
for your organization
• Next: Assess the ability and
applicability of increased automation
for your company scenarios
• Then: Step back to evaluate
workplace readiness and acceptance
of robot or other automation
technology
• Remember: Some theories suggest
the most productive outcome is
humans and robots working together

29. Five Closing Thoughts…

30. That will enthuse or confuse
• Wearables – You simply can’t underestimate the impact that wearables can
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have, especially for front line and field workers. Think augmenting capability
and improving service.
IoE – As machines connect to the internet, communicate with each other, and
how humans interact with them, ability to improve people performance will be
significantly enhanced. Think about how machine data can mashup with
people data to make better business decisions
Data – Every job in HR is going to become at least some kind of a data analysis
job. Since you will have more data than ever, think about what critical business
questions need to be answered. Think what could you do if you had the answer
to…
Video – Understand that video, especially short, easily consumed on mobile
video, is fast becoming simply a normal way to consume all manner of content.
Think how can we deliver training, messaging, information, and create
community via the video machines in every employee’s pocket.
Robots– While they seem kind of distant, allow yourself to think about a
workplace with much more robot/human interaction. Where could automation
make your company better, faster, and where is the technology heading?

31. One last thing…
How do you get your
HR organization and
your leaders to think
about technology and
people with a slightly
longer view?

33. Don’t you forget about me…
steveboese@gmail.com
steveboese.squarespace.com
HRTechConference.com
hrhappyhour.net
Twitter: @SteveBoese
LinkedIn: http://www.linkedin.com/in/steveboese