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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
