what hr practitioners really do
TRANSCRIPT
What Practitioners Do
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
I’m a Mapper
Designer View (Like UK Looks at US)
Dilbert or something similar
Enterprise Software
Codifies Micro-managementRigid Workflow
Tells ‘How, What, Where, When, How Much’
Monitoring, Not Doing
Becomes The Work
Replaces Thought
The Era Is OverAll Workflows are Already Automated
Diminishing Returns
Next Stop: Freedom to Produce (Rogue Adoption)
Enterprise Software Is Over
Less Is More
Enterprise Data Integration Standards
Reduced Emphasis on Process Compliance
Increased Emphasis on Effectiveness
Visual Interface Plus APIs
Rogue Adoption
Bring Your Own Process
Results First, Workflow Second
Workers Free to Choose Tools and Methods
Visual Interface Plus APIs
Resource Control
Administrative Reporting
StartupGovernment Engineering Infrastructure
Fortune 2500
MB SMB
What is HR?
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
DataAnalyticsMetrics
Data: Process Exhaust, Useful When AnalyzedNot Useful w/o a Question
May Be Useful for Finding Questions
Analytics: One Off Problem SolvingRoot Cause Analysis, Non-Routine
Can Be Promoted to Metric (Becomes Predictive)
Metrics: Routine Health MonitorsSales, Trouble Tickets, Routine,
Report + Forecast
Operations Data
HR Data
Performance Evaluation
Revenue Increases
Learning
External Data
Practitioners
Vendor Relationship
Implemen-tation
Technology Stack
Data Strategy
Software Engagement
(Love)
Purchasing Process
HR Budget
User Adoption
Metrics
Process Effectivenes
s
JOHN SUMSER
Principal Analyst
@johnsumser
+1.415.683.0775
keyinterval.com