HR your way

How the next-generation digital workplace can power a deeply personalized HR customer experience

HR your way

Posted by Michael Gretczko and Daniel John Roddy on March 09, 2017.

Business disruption is rampant—new business models, new technologies, a challenging economic environment, and the overall quickening pace of business are all disruptive to “business as usual.” Workforce demographics and trends—retiring boomers, high-expectation millennials, workforce-on-demand models, team-based work—are another disruption. It is incumbent on HR to find ways to “hack” these disruptions for their customers, leveraging the digital workplace to customize the HR customer experience according to each individual’s unique needs in the face of this almost constant change.

Continue reading “HR your way”

The path to HR sustainability

From the digital workplace to digital HR to sustainable HR

The path to HR sustainability
Posted by Michael Gretczko on October 27, 2016.

For those of us active in the realm of HR and business, “digital HR” and the “digital workplace” have been hot topics. But as is often the case with new terminology and buzzwords, they can mean different things to different people. We’ve thought a lot about the challenges HR faces and the role of “digital” in addressing them, and it’s more encompassing than many of the definitions we’ve seen. The digital workplace is what powers digital HR, which in turn enables HR to sustain itself in the face of disruption.

Continue reading “The path to HR sustainability”

Design thinking applied to HCM technology selection

Crafting the HR customer experience: An ongoing series

Architecting the HR customer experience: Design thinking applied to HCM technology selection

Posted by Arthur Mazor, Gary Cole, and Maribeth Sivak on September 01, 2016.

The business imperative
Two-thirds of companies believe complexity is an obstacle to business success and a barrier to productivity.1 Design thinking takes aim at the heart of unnecessary workplace complexity by putting the HR customer experience and moments that matter first—helping to improve productivity by designing solutions that are at once compelling, enjoyable, and simple.

Continue reading “Design thinking applied to HCM technology selection”

Design thinking in HR: The arc of an experience


Posted by Ruth Schmidt on August 12, 2016.

User experience (UX) design, user-centered design, design thinking—they’re all ways of reimagining and improving something—a process, a product, a service, an event—by considering it from the perspective of the people experiencing it. We recently polled about 1,400 webinar participants (primarily HR professionals) and asked them what parts of their talent process were in need of this kind of retooling. Performance management got the most votes, cited by nearly a third (30 percent) of respondents. Let’s look at how an element of design thinking, considering the full “arc” of an experience, can be applied to performance management.

Continue reading “Design thinking in HR: The arc of an experience”

Stack the learning deck

Embrace new skills and roles to build a “full-stack” L&D function

Embrace new skills and roles to build a “full-stack” L&D function

Posted by Mary Slaughter on July 21, 2016.

So much has changed in organizational learning and development (L&D) over the last 15+ years that it barely resembles the function of old. Today corporate learning is less about developing and conveying content and more about enabling people to adapt, contribute, and excel throughout their careers. This shift has created the need for a much broader definition of what it means to be a learning professional.

Continue reading “Stack the learning deck”

Agility through workforce analytics

Putting the possible into practice


Posted by Erica Volini on February 29, 2016

Analytics capability is a top human capital trend. Two of the 10 trends in Deloitte’s Global Human Capital Trends 2015 report directly focused on analytics, and as we prepare to launch the 2016 report in the next couple of weeks, I can tell you that analytics will remain a top trend. Analytics is seen as critical, and our research shows its use is climbing rapidly, in part due to an influx of new supportive technology. That said, many organizations are still wrestling with how to use analytics to inform workforce-related decision making.

Continue reading “Agility through workforce analytics”

Structure eats strategy for lunch: Insight into operating model design

Structure eats strategy for lunch: Insight into operating model design

Posted by Tiffany McDowell on February 16, 2016.

Very few in the business world have escaped the old adage “culture eats strategy for breakfast.” Anyone who has tried to transform an organization and drive different behaviors from the status quo has probably heard Peter Drucker’s classic statement. Despite passion for doing the right thing, and despite having a great group of well-intended, hardworking individuals, leaders often cannot get the collaborative behaviors needed to move their organization to new ground. But when you really want to understand why individuals and groups behave certain ways—often in ways that seem counter-intuitive to the organization’s best interest, or at odds with their own mission—you need only look at their existing operating model and the very purpose and vision it’s built to drive.

Continue reading “Structure eats strategy for lunch: Insight into operating model design”

Payroll should demand a voice in the HR SaaS conversation


Posted by Michael Gretczko, and Brian Proctor on January 25, 2016.

Moving to a global HR SaaS platform can be a truly transformational event for an organization, yet payroll executives are increasingly recognizing that their voices are essential to realize the true value of the HR SaaS investment. While many of these leaders have developed global payroll strategies, they are now insisting that payroll impact assessments be conducted to confirm that the new HR SaaS will result in a globally integrated payroll solution that meets organization and employee expectations for usability and data quality.

Continue reading “Payroll should demand a voice in the HR SaaS conversation”