computational hr: what comes after talent management - john sumser
TRANSCRIPT
Computational HR
JOHN SUMSER
Principal Analyst
@johnsumser
+1.415.683.0775
keyinterval.com
KeyInterval.com
Vendor – Practitioner Gap
Vendors End up w/ Bad Design Inputs
Practitioners Get Bad Experience
We Map The Terrain
Dilbert or something similar
Enterprise Software
Codifies Micro-management Rigid Workflow
Tells ‘How, What, Where, When, How Much’
Monitoring, Not Doing
Becomes The Work
Replaces Thought
The Era Is Over All Workflows are Already Automated
Diminishing Returns
Next Stop: Freedom to Produce
Enterprise Software Is Over
Less Is More
Enterprise Data Integration Standards
Reduced Emphasis on Process Compliance
Increased Emphasis on Effectiveness
Rogue Adoption
Bring Your Own Process
Results First, Workflow Second
Workers Free to Choose Tools and Methods
Computational HR
Software That Makes Employees Better
Gild
Language is Self Validating: C/C++
Recruiting Process Augmentation
Global Data Informs Individual Transactions
IBM: Watson
Enterprise Level Siri
Employee Expertise Manager
Guitar Center
Payroll Manager
Payroll + Scheduling + Retail Traffic
Rearrange Incentives
Becomes Training Requirements Generator
What Is HR Experience?
What Is The Work?
ConversationAnalysisReportRepeat
7 to 20 Interfaces
What Is Employee Experience?
Every Employee Interacts With Interfaces
Interfaces + Social Interaction = Experience
Experience Varies By Extrovert - Introvert
Computational HR
Software That Makes Employees Better
JOHN SUMSER
Principal Analyst
@johnsumser
+1.415.683.0775
keyinterval.com
Hearing Through The Noise
Smart Data
Data Viz
Predictive Analytics
Dark Data
Internet of Things
DataAnalyticsMetrics
Data: Process Exhaust, Useful When Analyzed Not Useful w/o a Question
May Be Useful for Finding Questions
Analytics: One Off Problem Solving Root Cause Analysis, Non-Routine
Can Be Promoted to Metric (Becomes Predictive)
Metrics: Routine Health Monitors Sales, Trouble Tickets, Routine,
Report + Forecast