Morne Swart, VP of Global Product Strategy and Business ... · Radically simplifying the...

Morne Swart,

VP of Global Product Strategy and Business Transformation

Targeted Personalization

Proactive & Predictive

Engagement

Consumer-Grade

Experiences

“Is There an App for

That?”

Team Networks

Collaboration Through

Crowdsourcing

Unrelated / Complementary

Businesses are Suddenly

Competitors

Accelerated Need for New

Skills & Expertise

of companies are trying to reorganize in

a way that allows them to build a new digital

culture, yet only 14% are sure they know how

of organizations surveyed in 2016 were utilizing

predictive analytics, yet only 9%

self-rated the effort as “excellent”, showing a demand

for better tools and data

of internet traffic is driven by 7 billion

mobile devices, yet HR remains far behind

in deploying mobile solutions

is the decrease of the average life span

of the major corporation from 1960 to today – from 60

years, to just 15

of companies are trying to reorganize in

a way that allows them to build a new digital

culture, yet only 14% are sure they know how

of organizations surveyed in 2016 were utilizing

predictive analytics, yet only 9%

self-rated the effort as “excellent”, showing a demand

for better tools and data

of internet traffic is driven by 7 billion

mobile devices, yet HR remains far behind

in deploying mobile solutions

is the decrease of the average life span

of the major corporation from 1960 to today – from 60

years, to just 15

Business leaders are grappling with

unprecedented change driven by

digital technology disrupting

business models

and radically changing the

workplace experience

HR is in the middle of these

disruptions. This is an opportunity

for HR to take the lead and model

how the rest of the organization can

thrive in a continuously disrupted

environment

THE OPPORTUNITY

FOR HR

The outcome can be a sustainable

and agile HR that meets the

expectations of the business and of

the workforce by continuously

addressing disruptions

OUTCOMES FOR THE BUSINESS

AND THE WORKFORCE

HR must take advantage of disruptor-driven changes. A new message needs to be

communicated, a new sustainable vision.

The outcome is a Digital Organization – agile and enabled by digital technology.

Driving the future of work

Defining how HR delivers

services to the business

Developing a digital-ready

worker and organization

Empowering and connecting

the workforce with a modern

digital experience

• Restructuring organizations

• Eliminating unconscious bias

• Ensuring gender balance

• Improving workplace wellness

• Creating digital workplaces

Manager & Individual

Insight

Job Fit and

Job Fit Analysis

Comprehensive

Profile

Enterprise Search

Design-Driven

Innovation & Usability

Unify Learning, Talent

& HR

Today Priority

• Evolving leadership role

• Demonstrating a strong culture

• Evolving performance management

• Becoming an employer of choice

• Implement career management

Deliver Meaningful &

Continuous Feedback

Align & Achieve

Goals

Make Onboarding

Strategic

Empower Career

Mobility & Preparation

Coach Team

Performance

Support Succession

Planning

Today Priority

• Automate work policies

• Individualized compliance

• Shifting content ownership

• Evaluating business impact

• Personalizing experiences through

machine learning

Ease of Search,

Discovery & Browse

Seamless Connection to

Curated Content

Make Learning Adaptive

& Continuous

Link Learning &

Development

Personalized

Recommendations

Superior Mobile Experience

Today Priority

Radically simplifying the development of organizational capabilities

1. Empowering individuals with the tools that make it easy to identify development

opportunities and define a personalized path for career growth.

2. Equipping leaders with the insight they need to lead their teams and engage in

productive activities, while fostering collaboration and continuous development to drive business outcomes.

3. A sustainable approach to the way companies attract, mobilize, develop, promote, engage,

pay and reward their workforce.

• Adaptability & Career Mobility

• Agile, Meaningful, Personal

• Inspired Leadership Readiness

• Increased agility

• Define and leading a new digital

mindset

• Expand reach with external

audiences

• Precise insight

• Personalized development

• Recommendations and action

plans

Uncover potential and inspire growth to drive performance

Accurately manage and align your workforce with business demands

Go beyond training your people to elevate workforce capabilities

Unify practices and deliver unparalleled insight and personalization

Manager &

Individual Insight

Job Fit and

Job Fit Analysis

Unify Learning,

Talent & HR

Comprehensive

Profile

Configurable &

Personalized

Enterprise

Search

Recommendations

Throughout Suite

Design-Driven

Innovation &

Usability

Ease of Search,

Discovery &

Browse

Seamless

Connection to

Curated Content

Make Learning

Adaptive &

Continuous

Link Learning &

Development

Personalized

Recommendations

Support Every

Learning

Delivery Need

Superior Mobile

Experience

Deliver Meaningful

& Continuous

Feedback

Align & Achieve

Goals

Enable a Unified

Development

Approach

Make Onboarding

Strategic

Empower

Career Mobility &

Preparation

Coach Team

Performance

Support

Succession

Planning

Real-Time

Scheduling &

Absence Access

Integrated Work

Suite

Track & Manage

Workforce

Deviations

Ensure Compliance

Verify Certification

& Skills When

Scheduling

Automate Rules(Pay, Work, Union,

Absence & Accrual)

Learning as

a business

process

1

2

3

4

5

SILOED• Learning and talent are disparate processes

• Culture is hierarchical and not very engaging

• HR tends to react to business needs and enforce compliance

TARGETED• Pathways between learning and talent begin

• More executive interest in employee engagement emerges

• HR is pursuing more proactive business alignment

TRANSFORMING• Learning and talent start to converge with better tools

• A more people-centric philosophy starts to get established

• Employees are more accountable for steering their development & career

CONTINUOUS• Engaged employee culture with rapid response to change

• HR is a workforce architect of advanced strategies and tools

• Compelling and integrated learning and talent UX drives high participation

OPTIMIZED• Self-developing ecosystem; Highly sought after culture

• Sophisticated strategies fuel business adaptation

• World-class personalized UX heightens engagement

As an organization evolves through

the framework, the HR strategy

becomes more adaptive and the

workforce becomes more agile,

resulting in stronger business

performance.

Stage

0

Stage

1

Stage

2

Stage

3

Stage

4

Stage

5

Organizational Culture 4% 25% 31% 29% 7% 3%

HR’s Role & Strategy 5% 20% 49% 17% 6% 2%

Learning & Talent

Ownership

15% 22% 46% 13% 2% 1%

End-User Experience 10% 46% 30% 11% 2% 1%

Technology Infrastructure 6% 6% 44% 33% 9% 1%

Elective Participation Rate 31% 38% 23% 6% 3% 0

Governance 9% 30% 45% 9% 7% 0

Funding 11% 17% 47% 9% 13% 3%

Measurement 14% 50% 21% 9% 4% 1%

Stage

0

Stage

1

Stage

2

Stage

3

Stage

4

Stage

5

Organizational Culture 2% 10% 15% 38% 17% 19%

HR’s Role & Strategy 0 6% 38% 25% 17% 15%

Learning & Talent Ownership 2% 10% 27% 40% 17% 4%

End-User Experience 4% 21% 19% 44% 8% 4%

Technology Infrastructure 0 10% 15% 46% 21% 8%

Elective Participation Rate 8% 25% 27% 31% 4% 4%

Governance 2% 15% 31% 15% 33% 4%

Funding 4% 6% 21% 27% 31% 10%

Measurement 13% 23% 25% 21% 6% 13%

* Survey consists of responses from 62 organizations

Stage

0

Stage

1

Stage

2

Stage

3

Stage

4

Stage

5

Organizational Culture 18% 37% 24% 11% 8% 3%

HR’s Role & Strategy 13% 32% 37% 5% 11% 3%

Learning & Talent Ownership 18% 34% 29% 8% 8% 3%

End-User Experience 16% 42% 24% 11% 5% 3%

Technology Infrastructure 13% 13% 32% 32% 3% 8%

Elective Participation Rate 32% 32% 11% 16% 8% 3%

Governance 5% 32% 39% 11% 8% 5%

Funding 29% 5% 32% 18% 13% 3%

Measurement 21% 39% 24% 8% 5% 3%

* Survey consists of responses from 27 organizations

• Changing Expectations of the Workforce

• New Ways of Working

• Hyper-Segmentation Through Interaction Analytics

• Subversive Business Models

• Digital Workplace

• Digital Workforce

• Digital HR

New Reality of HR Digital Organization

Talent Integration Organizational Readiness

• Learning and Talent Maturity Framework

• Transformation Blueprint

• Talent Strategy Vision Map

• Identify Potential

• Develop Capability

• Measure Effectiveness

• Drive Behavioral Change

Workshop to review existing strategy and vision and align on new digital transformation objectives. Mindset alignment

Deliver a roadmap to align strategy to execution. i.e. Organizational Readiness, Governance Structure, Change Management

Deliver a tactical, execution oriented project plan to deliver on strategy. i.e Timeline, Resources, Cost, Risks

sumtotalsystems.com

linkedin.com/company/sumtotal-systems facebook.com/sumtotal.systems twitter.com/sumtotalsystems

U.S. and Canada: +1 352 264 2800 | U.K. and Europe: +44 (0) 1189 315 777 | Asia Pacific: +91 (0) 40 6695 0000

sumtotalsystems.com

linkedin.com/company/sumtotal-systems facebook.com/sumtotal.systems twitter.com/sumtotalsystems

U.S. and Canada: +1 352 264 2800 | U.K. and Europe: +44 (0) 1189 315 777 | Asia Pacific: +91 (0) 40 6695 0000

sumtotalsystems.com

linkedin.com/company/sumtotal-systems facebook.com/sumtotal.systems twitter.com/sumtotalsystems

U.S. and Canada: +1 352 264 2800 | U.K. and Europe: +44 (0) 1189 315 777 | Asia Pacific: +91 (0) 40 6695 0000

Morne Swart, VP of Global Product Strategy and Business Transformation

Morne.Swart@sumtotalsystems.com