HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa, Oracle

Copyright © 2014, Oracle and/or its affiliates. All rights reserved.1 Confidential – Oracle Internal
How to manage your talent through
the digital disruption era
Session Code: HRSA07

How To Manage Your Talent
Through The Digital Disruption
Era
Ronnie Toerien
HCM Sales Development & Strategy Leader - Africa

New, disruptive challenges for both employees
and employers
 Problem: Today’s fast-paced changes in business and the pressure for
increased productivity, innovation, and profits has taken a toll on both
employees as well as employers.
 Employees: Feel more and more disengaged and that the only way to
advance may be to leave the company, but are worried about prospects
and likely disruption in their lives.
 Employers: Are worried that productivity is not increasing fast enough,
that they are losing the war for talent, and that the competition is out-
innovating them or worse, that an unknown company will disrupt their
business entirely.

New trends and technologies are all around us
 Social Media: Our lives are becoming more online and the line between
our “work” persona and our “life” persona is fading.
 Wearables: Wristbands, glasses, headsets, etc. are ubiquitous and are
monitoring data about our vital signs.
 Quantified Self: Data from wearables, apps in our smartphones,
monitors on our nightstands, infrared spectrometers, etc. are streaming
data about our activities, vital signs, what we eat, etc.
 Self-directed behavior change: Intrinsic motivations (autonomy,
mastery, and purpose) linked to useful triggers and processes.

Trends, Technologies, and Modern HR are
converging
 HR mission: Find a way to apply these new trends and technologies to
the workplace challenges in a way that respects privacy and
encourages adoption.
 Employee-centered: Recognize that the trends, technologies, and
challenges are all about the employees as individuals.
– Personalized: One size does not fit all
– Control: Nothing about me, without me
 Unified: Connect trends and technologies in useful ways to existing
HCM system to better meet employee needs while delivering business
results.

HOW DO YOU WORK?
YOU PLAY.
YOU CONNECT.
YOU SHOP.
ONLINE

1OUTOFEVERY
5MINUTESISSPENT
Copyright © 2012, Oracle and/or its affiliates. All rights reserved.7
Source: Cedar Crestone 2011-2012 HR Systems Survey

Yet…
Only 3% of the workforce is using social
technologies at work today.
Source: Cedar Crestone 2011-2012 HR Systems Survey

Social Changes Everything

Social Collaboration: HCM of the Future

Copyright © 2014, Oracle and/or its affiliates. All rights reserved.11 Confidential – Oracle InternalCopyright ©2009, Oracle. All rights reserved.
Social Collaboration

Social Learning
Cloud Tagging

• Social: Enable SMEs to capture and share ideas and
best practices using rich media, and enhance their
reputation
 Contextual: Embed directly into business processes
to provide real-time in-line learning within HR, Talent and
other Enterprise Cloud Apps
 Intelligent: Showcase content relevant to a job profile,
goals, and career aspirations. Our recommendation
algorithm delivers personalized suggestions based on
100+ enterprise objects
 Consumer Grade: Publish and consume from
any modern device, on any network (3G, 4G, Wi-Fi)
 Scalable and Secure: Backed by the Oracle
Cloud
Learning– Designed for the way you want to
learn

Social Performance

Probability of turnover for
disengaged employees
compared to less than a
Probability among highly
engaged employees.
Source: Corporate Leadership Council

The Financial Impact of a Top Performer
Source: Lou Adler, ERE.net July 2012
It is estimated that the financial impact of
hiring a top performer is 10 -100x
the person’s compensation
Therefore, hiring a single top performer at $100 K has
the potential for adding $1 million to $10 million
to a company’s revenue each and every year that the
new hire remains with the firm

Social Recruiting

Top Talent is within Reach
1. Employees 2. Fans & Followers
Two Key Channels:

Start with Your Employees:
Turn every employee into a recruiter

Social Connections are the New Currency
Social Connections are used for Sharing Information and Opinions
People are Only
Separated by
4.74 Degrees
Relationship
Source: Facebook & University of Milan Research Study

Jill Davidson
@Twitter handle
Your Employees are Social
Mary Jan
Director of Sales
Current Employer: Current Employer: Current Employer:

relationship
Employees
become
Recruiters
Leverage Employee’s Established Relationships

Recruit Through Employees’ Relationships
100+Direct Connections
Per Employee
Engineer
Product
Exec.
Controller
Attorney
IT Mgr.
Retail
Clerk

These Relationships Aren’t Being Fully Tapped
Even worse…
Most of your employees’ friends
aren’t proactively applying.
Many prospects don’t respond
when recruiters reach out cold.
Bonuses alone don’t motivate
employees to refer on a
consistent basis.
Your employees’
connections

#1 MISSED
OPPORTUNITY
IN SOURCING
UNTAPPED
REFERRALS
=
2,000 EMPLOYEES x 100 FRIENDS x 100 FRIENDS OF FRIENDS = 20 MILLION CONNECTIONS

Referrals: The Proven, #1 External Sourcing Channel
Figure 4: Value of referrals
High performance 42%
Lower turnover 33%
More diverse 30%
Higher quality per hire 49%
Lower cost per hire 53%
Other 2%
Faster time per hire 46%
10 20 30 40 50 60

Socialize your Referral Program
Alert employees regularly. Help them recommend jobs… Watch referrals roll in.
Jane Smith
New York, NY
Bob Jones
Philadelphia, PA
Ralph Edwards
Seattle, WA
Referred Prospects Apply or Join Your Talent Community.

Common Results
 100%+ overall increase in referral applications
after implementing social referrals for 12 months.
 25%+ increase in referral hires tracked directly
back to social referrals after 12 months.
After
Before
After
Before
Hidden
Impact:
Source: Boomerangs Career Site Job Boards
% Applies
initiated by
referrals:
53.1% 33.3% 27.6%
Hidden
impact
on other
sources
Source:
2012 Sources of Hire,
By: CareerXroads

Engage your Fans & Followers:
Attract “Fandidates”

Your Brand is Social
RetailCo™ Big Beats! Defense, Inc. ThePharma Co.
13,292
Fans
143,197
Fans
7,876
Fans
14,345
Fans

Fans Make Great Candidates (“Fandidates”)
RetailCo™ Fan Page 1,800+
POTENTIAL
CANDIDATES
FOR NEW
STORE
IN SYDNEY

Tracking and Reporting:

Referral Data from Social Sourcing  ATS
33

Analytics Dashboard & Reporting
34

One Integrated Solution

An Automated, Integrated, Mobile-Ready Solution
Talent Pipeline
Social Employee Referrals Social Job Distribution
Search,
Apply, &
Refer on
Mobile
Analytics Dashboard

Social Sourcing: A Key Piece of the Puzzle
Source
Hire
On-boardDevelop
Reward
Plan
Social Referrals
Social Job Distribution
Talent Pipeline
Recruiting and Hiring
Employee On-Boarding
Learning and Development
Engagement and Retention

It’s not a “nice-to-have” – it’s a “gotta have.”
Using social media as a means to source talent
is here to stay.
Katherine Jones
Bersin Analyst & Blogger: Technology For Talent
Social Sourcing: A “Gotta Have”

Work Life Solutions for HCM

 Employees want insight and the
tools to better achieve development /
performance goals in ways that align
to both their personal life and career
goals.
 Employers want to attract and retain
engaged top talent and the strategic
insights as well as cost savings that
come from individuals using these
tools and sharing their insights.
Identity for the employee aligned with the
company
Work
Life
Solution
s
My Competitions
My Reputation
My Wellness
Future…Future…

Work Life Solutions
– My Reputation: Monitor and modify your social profile, presence,
and reach across social media and any tools that leverage social
engagement.
– My Wellness: Correlate wellness-related metrics such as activity
and sleep with work-related measures such as output, innovation,
and engagement.
– My Competitions: Quickly create and run contests comprised of
individuals or teams that are ranked based on various metrics or
voting results.

 Our presence in internal/external
social media has become a
representation of ourselves to the
rest of the world.
 Our reach and influence are more
and more reflected in:
– How our capabilities and what we
communicate and do in social media is
echoed, referenced, and recognized by
others.
– How we do the same for others.
My Reputation – Up to date insight into social
influence and workforce capabilities

 Wellness improves both well-being as
well as balance in work-life
integration
 Taps into the Wearables/“Quantified
Self” trend
 Allows an employee to track key
fitness data and see improvement
over time
My Wellness – Linking Individual Wellness
Goals and Employer Healthcare Costs

 Set and get progress feedback
toward wellness goals
 Get recommendations on behaviors
that can increase wellbeing
 Provides insights that can help
employees improve wellness
 Uses game mechanics to help
employees achieve wellness goals
 Provides employers healthcare
savings
My Wellness – Linking Individual Wellness
Goals and Employer Healthcare Costs

 Monitor, suggest, track, and influence
individual, concrete behaviors
 Connect changes in enterprise
systems to targeted behaviors
 Record recognition by colleagues of
targeted behaviors
 Put standings of monitored behaviors
into context relative to other
participants
My Competitions – Align individual motivations
and behaviors to business outcomes

HCM
SVP CEO CFO

How to manage your talent through
the digital disruption era
Session Code: HRSA07

HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa, Oracle

Recomendados

Recomendados

Mais conteúdo relacionado

Mais procurados

Mais procurados (20)

Destaque

Destaque (13)

Semelhante a HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa, Oracle

Semelhante a HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa, Oracle (20)

Mais de The HR Observer

Mais de The HR Observer (15)

Último

Último (20)

HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM Strategy Leader Africa, Oracle

Notas do Editor