today’s presentation...virtual workforce •people not in the office –at home –one the road,...

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Today’s Presentation

Virtually There: Managing A Modern

Remote Workforce

Presented byNov Omana, HRIP, CEO

Collective HR Solutions, Inc.

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@AscentisCorp

http://www.collectivehrsolutions.com/


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Certificates delivered by

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Ascentis Corporation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org

The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

http://www.shrmcertification.org/

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Today’s speaker

Nov Omana• Over 35 years of experience in HR technology, • Known for his thought leadership• Certified Human Resources Information Professional

(HRIP)• Frequent keynote presenter, moderator, or contributor for

HR associations’. • A partner in www.MapHR.com, a social collaboration

environment, recruiting tool, and vendor solutions/services directory.

• Serves on several boards:• Advisory Council of the Northern California Human

Resources Association Board• IHRIM Educational Foundation Board• Advisor to the Oracle HR User Group Board (OHUG)• VoomWell Advisory Board• CollabWorks Talent Leadership Team

http://www.maphr.com/


Agenda

• Discuss the growing trend of a virtual workforce

• How does it impact HR and current programs

• How does it impact the business

• Thoughts on selecting and managing a virtual

workforce

• Tools to support and engage the virtual

workforce


Virtual Workforce

• People NOT in the office– At home

– One the road, client sites

– Professional offices remotely located

• Independent, self-supporting in most cases

• The concept is NOT a fit for all, but will be common practice as we move to the GIG economy


Basic Stats


Poll 1

• Does your organization have virtual

workers?

1. Yes

2. No

3. Flex Arrangements

4. Thinking about it


Poll 2

• If you have some virtual workers,

approximately what is the percentage of

your total workforce:

1. Over 50%

2. 10 – 50%

3. Less than 10%


Trends Driving the Virtual Workforce

(VW)

• Time spent in “non-working” mode– Office worker commute time for professionals in the U.S. is just over 25 minutes

– Getting ready at home

– “Settling in” at the office before work even begins

• Expenses– Transportation

– Insurance, maintenance, professional wardrobe, dry cleaning

• Office space/furnishings– Cost

– Maintenance

– “Exhaust space” – break rooms, meeting rooms, other peripheral equipment

• Expense - Compensation/Benefits for high impact jobs/geographies

https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0ahUKEwjK3euyq6PLAhUU_WMKHXSJB4EQFggeMAE&url=http://project.wnyc.org/commute-times-us/embed.html&usg=AFQjCNEyymrItTOT_lX3L2C-1xaBKeyp2A&sig2=CqxjYsBwrW0RF6rIcDAG6


What Troubles HR today?

1. Acquiring Talent

2. Engagement

3. Culture

4. Productivity

5. Agility

6. Technology


What Adds to these Troubles?

• Cost of living growing in most metropolitan areas• Work/life balance becoming more important in newer

generations• Legislation is slow to react to these changes• Physical space is becoming expensive in most areas• Facilities cost continue to increase – facilities expansion• Some jobs are requiring skills that are in impacted

disciplines • Healthcare• High Tech• Transportation• Emergency Services


Would a VW Help?

1. Acquiring Talent

2. Engagement

3. Culture

4. Productivity

5. Agility

6. Technology


What Does A VW Do To Acquiring

Talent

• Massive talent pool to explore for great culture and skill fit • Open the candidate pool to both wider geographic and flex schedule

arenas• Hire the most talented people, no matter where they’re located• Work with Procurement to bring the Contingent Workforce into HR

processes• Rework the job descriptions to align with remote worker behaviors along

with Job skills – great communication skills (even Managers!!)• Interview for behavioral traits – use video interviewing• Interview at different times/globally – check flexibility• Assess current workforce for skill fit and behaviors


What Does A VW Do To

Engagement• With the right technology, studies show improved

engagement where the worker selects the method of communication and interaction

• Group chat allows a sense of “belonging”• Increasing knowledge in the job and the organization provides

a better sense of personal development• Communication is increased and more “transparency”

becomes a by-product• Daily communication is replaced with on-demand

communication• Need to build on trust


Engagement of the VW


What Does A VW Do To Culture

• Company values measured on contribution and places emphasis of innovation as a result of being virtual

• Communication, by virtue of being more broadcast, becomes more frequent and at times more personalized

• Skills and contribution become “currency” in the organization, team work is more emphasized

• Networking takes on new dimensions as weaving a more cohesive culture• “Water cooler” conversations might have to happen in a chat room• Leadership makes the effort to further the culture through interactions



Productivity

• “If I can see you, you must be working” – No Longer Works• Recent survey – 91% think they get more work done remotely• Motivation over productivity• Productivity is fueled by motivation• Priorities of your employees need to align with the organization priorities• Strive to align their work to them• Deliverables, quality, and measurement become the basis of productivity• Communications on a frequent basis, as a necessity, allows for faster project

corrections and removal of obstacles• End of Email as we know it – highest complaint of workers – TOO MUCH


Emails impact – love/hate



Organizational Agility

• Ability to scale faster• Creates a more flexible workforce• Mergers/Acquisitions more successful because the

Management mindset is already set for remoteness• Change in the organization’s business diversity is more easily

accomplished with workforce already poised to interact on an enterprise basis


HR Program Revisions

• Health and Wellness plans

• Company events and communication

• Compensation plans

• Mentoring

• OnBoarding/Off Boarding


Organizational Program Revisions

• Bring Your Own Device• Office environment• Maintenance of surroundings/security• Remote office rentals/community rooms• Expense reimbursement• Speed of response – cultural• Channels of communication – fastest wins


HR and Senior Thinking

• Global executives are moving to a

management structure that

• combines globally consistent policies

• local relevance on the other

• HR approach that is both super global and

super local


Management/HR Challenges

• Create a vision that incorporates objectives and benefits to the individual, the team, and the organization

• Implement results-based management program that allow managers to easily set and measure goals

• Understand the nature of the work that employees are engaged in

• Lead by example scheduling regular meetings using the optimal mode of communication to suit the task


Management Challenges

• Offer employees professional workplaces when they need it• Provide remote or home-based employees with access to

professional collaboration space that can be utilized on an as-needed basis

• Encourage corporate camaraderie by creating opportunities for your employees to socialize and form networks with other professionals – even outside the firewall - communities

• Empathize with employees and listen to their concerns regarding working remotely – Pulse surveys



Technology• Need for a networking/collaboration platform to connect and archive

content• Video/audio capabilities on demand

• GoTo meeting, WebEx, Zoom• Recorded capability for both missed meetings and content archiving

• Chat takes on a new role (IM), like Slack or Yammer• Project management software to coordinate and measure deliverables

enterprise wide becomes very important• Employee and Manager Self-service, coupled with mobile capability becomes

essential• Time tracking becomes a productivity and analysis tool, not just a payroll

add-on• Pulse Surveys – localized and enterprise can be key to “workforce mood”


Benefits of a VW

• Improved work-life balance, which corresponds strongly with increased job satisfaction

• Appeals to employees with young children and workers nearing retirement – broadens the workforce

• Team workers who work remotely seem to like less constant oversight, provides autonomy and responsibility

• Effective communication that caters to a remote employee’s preferred method

• Scales better for organizational flexibility• Prepares for the “Gig Economy”• Cost effective


Questions?

Please enter any questions into the “Questions” section of your GoToWebinar

panel on your computer screen


Housekeeping

Be watching using YOUR

unique URL for login

Stay on the webinar, online for the entire

duration

Certificates delivered by

email no later than 12/10/16

Ascentis Corporation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org

The use of this seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

http://www.shrmcertification.org/

http://www.hrci.org/


• Free one hour consultation.

• Visit our website: www.CollectiveHRSolutions.com

• Primary Services:

– HR Technology Strategy (extensive knowledge of the

vendor community)

– HR Systems Evaluation and Selection

– Implementation, Conversion, Interfaces

Collective HR Solutions, Inc.



Ascentis Recruiting

• Ascentis Recruiting helps you:• Recruit, Qualify, Hire, and

On-board• Recruiting process becomes

completely automated• Candidate portal that matches

your corporate brand• Supports paperless on-boarding

through electronic signatures on documents such as I9s, W4s, and EEO


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[email protected]

www.CollectiveHRSolutions.com

650.341.5067 (office)

650.740.6558 (mobile)

Contact the speaker

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[email protected]

www.ascentis.com

800.229.2713

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today’s presentation...virtual workforce •people not in the office –at home –one the road,...

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