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It’s clear by now that digital transformation isn’t simply about implementing new software solutions. It’s about fundamentally re-thinking both what we do, and how we do it.

Today’s always-on, digitally connected world has created massive change in the workplace, and for our workforce. Who of us any longer accept going backward with technology in the workplace, compared with what we use in our personal lives? Shouldn’t our intra-company networks be connected like our professional networks? Shouldn’t our work apps be simple to use and intuitive? Not requiring ramp up and training?

This new normal puts a lot of pressure on HR, which more and more finds itself in the position of playing technology catch-up after years of stagnant investments. Sitting at the center of the people experience in our companies, HR must now adapt to our changed expectations. Not doing so risks the ability to stay ahead of not just competitors, but customers, who have their own changed digital expectations.

It’s a data driven world, and we’re now more easily able to re-imagine everything, including HR. What this all means is we are required to re-invent models and processes to allow us to perform in the moment, to run live.


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Here are three key considerations for HR, and business leaders, for running live:

  1. Develop a culture that attracts and develops “all-in” people: The workplace today is transparent. The people who work for you are talking about you, and the people you need to bring in likely know more about you then you will about them. To me, it means we need to continue to radically rethink how we recruit, develop, measure performance and reward people. When people see that you’re not just supporting them but investing in their success, they’ll go the extra mile to deliver results for your business. You know them as “all-in.” The latest Gallup research shows up to 70% of your people are not engaged in their work. We can all agree that is a huge problem. In my experience, you can tell simply in walking through your company’s doors if that’s who’s working for you. Which means your clients can as well. Technology now plays a huge role in helping you identify your true top performers, and your future leaders, while supporting new ways to motivate, reward and nurture them.
  2. Structure an agile workforce: Giving employees the latest devices is baseline. You must also provide the right tools and technologies for them to perform their jobs more efficiently, which will improve their work experience, and result in greater success for them, and for you. We all want to be an “employer of choice.” One of the keys to ensuring we are is in delivering innovative cloud-based, mobile and social technologies. Whether for the people you have today, or as you look to attract the people you need tomorrow. In today’s globally connected world, the difference between adapting for success and being left behind are the people on your team. Ensure they have the tools they need to adapt and shine.
  3. Kill outdated, manual processes: It’s no secret that removing time-consuming, overly customized and inefficient processes will result in better, faster decision-making and increased productivity. HR processes are often complex, typically spanning traditional boundaries of HCM applications and organizational departments. Leverage new trends in machine learning, to deliver a simplified experience, in real-time, with data and recommendations to guide processes and decision-making.

The stakes are high today. Traditional approaches, tools and processes no longer apply. We all deserve to be HR heroes, and we can, by going beyond people’s expectations with solutions that are simple to use and free people to do the work they were hired to do.

You can learn more about how three of our customers – American Airlines, PepsiCo and The Timken Company – are approaching their transformation journeys here.


I invite you to share your thoughts with us, and learn about how we can support you in running live, at SuccessConnect 2016.


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