it’s our time...data-driven insights to make purpose-driven decisions. empower organizational...

Jason Averbook @jasonaverbook

IT’S OUR TIMEARE WE READY?

Few Ground Rules For Today2

Interact

Imagine

Inspire

Few Ground Rules For Today

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WE HELP YOU CONSUMERIZE THE WORLD OF HR

Deliver sound guidance for strategic HR

technology and service delivery

initiatives.

Equip HR teams with data-driven insights to make purpose-driven

decisions.

Empower organizational change

and deep engagement.

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SERVICES TO CONSUMERIZE HR

Our Values:- Love

- Energy

- Audacity

- Proof

Services Promise:- Right Talent

- Right Interaction

- Right Channel

- Right Time

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HOW WE DELIVER SERVICES

Consulting

HR Service Delivery

Digital HR Technology & People Analytics

Workforce Experience Design & Deployment

Education Advisory

Over-the-Shoulder Guidance &

Collaboration

Full-Service (Leading & Doing)

Instruction, Tools & Templates

“6

Having a Digital Strategy will Soon look as ridiculous as

having An electricity Strategy

-Kay Boycott, CEO, Asthma UK

“7

If the rate of change on the outside exceeds the rate of change on the

inside, the end is near

-JACK WELCH

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EXAMPLEWANT A COPY OF SLIDES?

SEND SMS TEXT TO: +44222WITH THE TEXT OF: LEHRN18

INTERACT!

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5 years ago ...

One group - “What is this cloud stuff?

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We’re There

“But Is This It?”

DIGITAL PIONEERS

“How Do We Blaze The Path / Innovate?”

Working On It

“How Do We Get There?”

Where We Are Today?

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Equation For Success

45% PEOPLE -

WHO?

● People understand the vision and the journey ahead

● People are engaged effectively● People understand the benefits

of using technology and improving our processes

● Business outcomes are defined and processes are aligned

● Processes are designed around the user and clearly defined

● People understand the Future of Work and how to best leverage technology and adopt new processes

● Our technology is designed to support people and processes

10% TECHNOLOGY -

WHAT?

45% PROCESS -

HOW? WHEN?

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We Often Get Stuck

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Digital Workforce (HR) Strategy

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Great vs. Performing

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99.9 vs .1

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Every Organization Has a Unique

Signature or “DNA”

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Consumerism

cc: Robbert Noordzij - https://www.flickr.com/photos/30760216@N0817

Experience

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HR/Workforce TechnologyThe Intravenous From The Enterprise To The Workforce

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It’s Not Self-Service!

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3-Year Roadmap - Details

Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4

Portal & Knowledge

Onboarding & Transitions

Phase 1 (Coupled with Automation Opp’s): Knowledge Strategy, Process Work, Implementation & Transition

Automation Opp’s

HR Innovation & NOW Tech

Governance

HR Service Delivery Model

Change Management

Charter & Role Assignments Review performance & fine tune team, responsibilities

Readiness & Impact Analysis and Strategy Development Steady state support of ongoing portal and technology program activities

2018 2019 2020

See Previous Automation Opportunities Roadmap Slide

Steady State: 9-Week Releases

Phase 1 (Onboarding & Vol Offboarding):Process Work, Implementation & Transition Steady State: 9-Week Releases

Performance Journey will immediately follow Phase 1

Phase 1: Continued Expansion of COE Support by HRO&SD

Phase 2: Conversion to Scoped NOW HRSC App Steady State: 9-Week Releases

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Impact (Business Value)

Urg

ency

(Tim

ing)

File/Doc Management

Recruiting Optimization

WorkLife Updates Redesign

Knowledge/ContentManagement

Engagement / Social Recognition

Career PathingCase Management

Low High

High

Low

Scripps HR Assistant/Mobility

Mentorship

Workday Prism/BDA

Pulse Survey Tool

Stay/Exit Interviews

ADP Data (History) Standup

ADP Sunset

Workforce Planning

Talent Review & Succession Design

Learning Management Process Design

Manager Onboarding & Development

Absence Management

In-Process Guidance / Workday Tooltips

Advanced Comp

Prioritization

Why Workforce Experience Matters

Internal Service Quality

Employee Satisfaction

Employee Retention

Employee Productivity

External Service value

Customer Satisfaction

Customer Loyalty

Revenue Growth

Profitability

Operating Strategy and Service Delivery System

● Workplace design● Job design● Employee selection and

development● Employee rewards and

recognition● tools for serving customers

● Service concept: results for customers

● Retention● Repeat business● Referral

● Service designed and delivered to meet targeted customers’ needs

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THE BIG 4 PRIORITIES OF TODAY

New Skills/Mindset

Foundation / Data Workforce Experience

Automation vs Digitization

1

3

2

4

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Foundation / Data

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Anti-Fragile Foundation

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Data IsSexy

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AND POWERFUL!

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Importance/Value of Foundation

Data

Credibility

DigitizePersonalization

AI/Bots

HR Systems Architecture - Hub-and Spoke29

Talent ManagementGoals, reviews & feedback

Talent reviews & succession

Core HR Engagement Non-monetary recognition &

awards; pulse surveys.

Talent AcquisitionEmployee hiring & onboarding

Contractor management

TimekeepingKiosks, mobile apps, desktop, integration to core.

Learning & DevelopmentLMS, support development from learning plans and career management.

CompensationSalary, rewards, benefits and wellness. Link with performance management.

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Not HR Technology

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Workforce Experience

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Experience33

Transaction Interaction Experience

+ =

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Frictionless Workforce Experience

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Right ProductDeliver knowledge documents, videos, chat interactions, transactions, etc. in a personalized manner that is easy to understand.

Right PeoplePersonalize the product and ensure the delivery is relevant to the person receiving it - i.e., they a) know what to do with it and b) understand what’s in it for them.

Right MomentMake sure products/services are available to the workforce where they need it and when. Informing them of something they might need or consider can also impact engagement.

Right ChannelWe must go to them, not expect them to come to us. Whether it be a mobile device, a smartwatch, a paper form, a chatbot or a real human; the channel is key to determining the success of the experience.

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Empathy Driven Personalization

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10 Building Blocks of Workforce Service Delivery

Skills

Process /People

Technology /Data

Culture

Support / Service Levels

Knowledge

Workflow

Search

Automated Intelligence

Collaboration

Analytics

Transactions

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Service Delivery Model Options

Legacy - Traditional• Narrowly focused on employees

& managers• Mainly transactional• Limited metrics• Mediocre experience (Peanut

Butter)• Mismatch to customer experience• Some tech / some not• Email / Spreadsheets / Link Farm

(Portal)

Today/Future - Digital• Focused on entire workforce• All people services

(Transactional and talent)• Full reporting • Workforce experience optimized

(Personalized)• Similar / better experience• Tech first (Social/Mobile)• Workflow with automated

intelligence (KCAT)

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Design Thinking

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BioEmily works in Milwaukee for both a TV Station and Radio Station, supporting member of the assigned business team(s), collaborating with Functional Leadership and supporting employees to help maximize individual and team performance.

Goals● Drive development of teams to

next level● Improve digital skills of MMJ’s● Support increasing mobility of

newsroom workforce

Frustrations● Lack of insight into talent● Too much time spent chasing

down data and doing admin work ● Time it takes to get questions

answered

Motivations Tools● WorkLife● ADP ● SuccessFactors● Check-Lists (e.g., FMLA, STD,

NEO, Offboarding) ● Metlink● Email● Phone● Poster boards (PTO Workaround)

Change Management

Partnership with Leaders

Employee Engagement

Positivity / Respect (Culture)

Market Competitiveness

Problem Solving

EmilyHR BUSINESS PARTNER

Experience

Direct Reports

10+yr5-10yr1-4yr

10+5-100-4

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Experience is Not an User Interface

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Automation/Digitization

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Digital First

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Automation vs DigitizationDigitization - Reimagination and NEW VALUE

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Conversations

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Conversations Example

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New Skills/ Mindset Needed?

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MINDSET (Growth vs Fixed)

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Are We HRISAnymore?

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Rage With The Machine, Not Against The Machine

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SKILLS

Digital Competence

Digital Literacy

Digital Transformation

Hardware, Networking, Apps

Digital Skills and Utilizations

Efficiency/Opportunity/New

Markets

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Nothing Will Change Unless You Change

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People Are Ready

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Processes CANBe Ready

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Technology Is Ready

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We AREReady?

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