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Modern Business Summit - Coffee Break CutDay 2: Human Resources in the Cloud

HR in the age of digital disruption

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The digital world is evolving at an incredible pace, driven by emerging

consumer trends – and these changes are being felt acutely in businesses

everywhere.

While CIOs have scrambled to update systems and processes for many

other parts of their organisations, HR has often been left behind, relying not

only on old technology but outdated ways of thinking.

In this digital age employees expect simpler, faster, more flexible and more

mobile ways of working. It’s vital that HR departments are poised to adapt

to these demands if they’re to keep attracting, engaging and retaining the

best talent.

Stewart Monk,

UK Sales Director, HCM, Oracle

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Digital changes

everything.Stewart Monk, UK Sales Director, HCM, Oracle

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We’re approaching the death of the

office as we know it. You’re not working

in the office – you’re on phones or

tablets at the very start of your

commute.

The world of work has grown

exponentially beyond the physical office.

Stewart Monk, UK Sales Director, HCM, Oracle

Work is no longer just confined to the office

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How do we determine the organisations that are

successful from those that will disappear?

3 key things:

•An ability to make information available

•Simple and engaging processes that are elegant

and make you want to use them

•They engender a collaborative environment that

creates a real buzz around their product

Caroline Gladwin, Master Principal Sales Consultant, HCM, Oracle

Which creates huge potential for your business

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The most important thing is the

conversation that happens between

two human beings – and that’s not

helped by one rating the other.

We don’t want to stress people out,

we want to create insights.

Dr. Jacqui Grey, Managing Director Europe,

The NeuroLeadership Institute

But only if you listen to the needs of your staff

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Social sourcing is really important to us. We

got a lot of referrals in the past from our

employees – make it even easier for them to

do that. The way the social sourcing tool links

with LinkedIn, Facebook and Twitter can

actually generate some suggestions from

their network makes it so easy.

Matt Keen, Group Head of People and Organisation Effectiveness, Endava

Remember they can help you attract new talent too

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Today, we’re living in a 21st century economy

which is all service driven. The companies

that win are those who are focusing on taking

care of their employees, hoping in turn that

those employees will take care of their

customers.

Robert Cortenraad, VP Human Resources, Oracle

So start thinking of HR as a service

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If we look at organisations that really stand out

and are consistently rated highly for delivering

good service, it might not be a coincidence that

they also perform highly in their sectors as

good places to work.

Andy Camelford, HCM Sales Consulting Director, Oracle

Because happy teams make happy customers

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If you’re taking into account the

needs of customers but not your

employees, it’s a little like driving

100 miles an hour in second gear.

It’s going to limit your growth.

Peter Flade, Managing Partner, Gallup

Engaged employees matter

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For every engaged employee worldwide, there

are two actively disengaged. In fact, 1 in 4

employees in the UK are actively disengaged.

The complete lack of a performance culture is

one of the things that leads to employee

disengagement.

Peter Flade, Managing Partner, Gallup

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Consider people who are engaged, what they

do in 4 days it takes people in the bottom

quartile of engagement 5 days to do.

That’s a 45 day differential in their productivity

over the course of a year.

Peter Flade, Managing Partner, Gallup

And disengaged staff can actually

damage your business

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Neuroscience would say good practice in performance

management is a good thing. But bad practice is worse

than not doing it.

Dr. Jacqui Grey, Managing Director Europe, The NeuroLeadership Institute

By all means foster a performance

culture, but build it carefully

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86% of employees are not happy with their firm’s

performance management system.

59% of employee feedback does nothing or makes

things worse.

There’s a line of courage that needs to be stepped

over to move from rankings and ratings – from judging

others to coaching.

Dr. Jacqui Grey, Managing Director Europe, The NeuroLeadership Institute

Your current approach may need a rethink

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In a study, those who had a bad manager

had a 30% higher chance of experiencing

a heart attack.

It’s probably fair to say that who your

manager is, is more important for your

health than who your GP is.

Peter Flade, Managing Partner, Gallup

For the health of your business, and your employees

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The estimated skills gap is around

60m in highly skilled workers in 5

years time.

The war for talent is very real.

Stewart Monk, UK Sales Director, HCM, Oracle

The market for new talent is growing more competitive

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Technology is constantly evolving, and

with the cloud you can always have the

latest, state of the art tech – it’s key if you

want to attract new employees.

Robert Cortenraad, VP Human Resources, Oracle

And tech is a sticking point – so remain agile

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We’re all bringing our consumer

experiences with us into work, and it’s

changing our expectations.

We expect even HR solutions to be

quick and easy to get into – and simple

to use and constantly upgrading.

Caroline Gladwin, Master Principal Sales Consultant, HCM, Oracle

Consumer trends are setting the pace

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Consumer applications are constantly

changing. They’re always available,

simple, and you have an expectation

that they’re always going to be there –

and they’ll always work. It’s that

component of constant innovation. Is

that the relationship you have with your

HR solution today?

Stewart Monk, UK Sales Director, HCM, Oracle

And HR solutions must keep up

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Seize the opportunity

to innovate

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In a survey by PwC of HR practitioners in

the US, asking why they’re moving to the

cloud, the #1 answer was because HR in

the cloud helps boost innovation.

Robert Cortenraad, VP Human Resources, Oracle

The cloud can enable innovation

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If you go to a CIO and ask what the top 10 most

important applications to their organisation are,

unfortunately HR will not often be there. It means

HR are always on the back foot, waiting for the

most up-to-date innovations.

The cloud can change all that.

Stewart Monk, UK Sales Director, HCM, Oracle

But it’s up to HR departments to drive the change forward

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The cloud gives us the flexibility to

change things very, very quickly. If

we were using a traditional system

then we wouldn’t have that

adaptability. For us that’s crucial.

Rosemary Hodgson, HR Lead,

Cheshire West and Chester Council

To reap the rewards

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Oracle has made over 100 acquisitions

since 2005 – with 60,000 people added. It

was critical to engage with all these people

and try to retain them. With so many people

onboarded – not only those acquired – it

was essential we had the technology to do

that.

Robert Cortenraad, VP Human Resources, Oracle

And to realise the full potential they’ve unleashed

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When you go through a global

transformation, or roll out any employee

programme, if you don’t know where

your staff are around the world – it

makes it very difficult.

Stephen Cohen, Head of Business Support Solution,

Macmillan Science and Education

To be a global business, you need a global view

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Our recruitment processes need to reflect the type of

organisation we want to be – and also reflect what other

organisations are doing too… rather than getting left behind

we wanted to make sure we were at the forefront.

Rosemary Hodgson, HR Lead, Cheshire West and Chester Council

Now we can directly see where we’re recruiting new

employees from – we can see what different markets are

doing so we can share best practices, cross-culturally.

Ruth Robshaw, Manager HRIS International and UK&I Payroll, Elizabeth Arden

And full visibility of your recruitment processes

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With an on-premise solution, from the point of

going live it’s the best it will ever be. Every day

from that day is a degradation of it being fit for

purpose.

With cloud it’s the inverse – the day you go live

is the smallest part of the journey and you’ll just

adopt incremental changes from then on.

Stewart Monk, UK Sales Director, HCM, Oracle

With cloud you’ll always have the latest system

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We chose the cloud so we could

benefit from frequent upgrades. All

the things we’re doing are around

the cloud and digital

transformation. It just made sense.

The fact you can access this using

any device you need makes a big

difference.

Matt Keen, Group Head of People and Organisation

Effectiveness, Endava

Which is always updating, and works on any device

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ERP in the 90s meant HR and the

financials in supply chain. In those

days, HR sat in one database,

financials sat in another – now it’s all

in the same system so you don’t have

to maintain it.

Paul Grant, VP HCM Applications, InoApps

Now is the chance for HR to evolve

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Our legacy system was heavily out

of date and out of support. It was a

high risk not to change…

As a telco company, we need to be

leading from the front – embracing

the best new technology out there.

Richard Summerfield, Group HR Director, JT Group

So wave goodbye to outdated on-premise tech

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We’re an international business –

and our managers travel a lot. They

expect to have data on all their

people wherever they go.

Previously they had to go through

HR – now it’s available to them

anytime, anywhere.

Marie-Anne Morgan, VP Human Resources International,

Elizabeth Arden

Say hello to a system that’s there when you need it

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Employee self-service gives employees

much more visibility of their own data –

they can update their own personal

information and skill sets too… They can

see all their information in one system

which has really helped with engagement.

Ruth Robshaw, Manager HRIS International and UK&I Payroll,

Elizabeth Arden

And empowers your employees

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Be prepared for people to push back when

you want to innovate and move into the

cloud. If we hadn’t moved forward, we’d

have been stuck with obsolete technology –

and, more importantly, obsolete HR

practices.

Robert Cortenraad, VP Human Resources, Oracle

But even though the solutions are easy to use,

it’s not always going to be easy to introduce them

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It’s not easy trying to get people to adopt similar

technology and standardise – they’re naturally

resistant to change. But if you don’t drive this

through, you will never be able to innovate and

make great improvements.

John Lewis, Senior Director Compensation & Benefits EMEA, Oracle

It’s worth the effort

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Understand what the system does

but also what it doesn’t do. Invest

heavily in the research and design

stage. You’re not a pizza. You can’t

make everyone happy. Have a

point of view and drive them to that

point of view. Don’t try and

accommodate everyone.

Tom McElroy, Chief People Officer, Macmillan Publishing

Remember you can’t please everyone

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Don’t focus on what you’ve done

previously. Take a fresh approach. Look at

what the system can do for you and

deliver for you – and take those benefits.

Rosemary Hodgson, HR Lead, Cheshire West and Chester Council

And keep your eyes on the horizon

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The movement to the cloud is a

business transformation rather than

a technological transformation – it’s

about taking your employees and

line managers on a journey.

Nick Eastwood, Oracle HR Leader, Deloitte

Bring your people with you

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Enjoying what you do each day is

key for a life well lived. For most

people, that’s work. Get that right

and you’re setting people up for

life.

Peter Flade, Managing Partner, Gallup

And look forward to a brighter future

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