Broaden experiences and open minds of employees and recruits

In the organization of the future, virtual reality has quite a role to play in human resources

Posted by Kate Cohen on July 19, 2017.

I recently had the opportunity to experience a virtual reality (VR) film for the first time. I was fascinated and completely immersed. I watched the 10-minute movie twice and came away with a different experience and impression each time. I haven’t forgotten it. I instantly thought of all the possibilities where VR—or similar cognitive technologies – might be used within the organization of the future. Eventually, the effectiveness of this approach could be parlayed to address a variety of workplace human resources (HR) issues, from diversity and sensitivity training, to recruiting and onboarding new employees, to intensive on-the-job instruction.

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Capabilities and containers

Both should be developed for Business HR impact

Posted by Arthur Mazor, Gary Johnsen, and Joanne Stephane on June 29, 2017.

Innovative companies realize the importance of driving performance and productivity through their workforce. Because of this reality, many business leaders have increasingly turned to HR to design programs that attract, develop, engage, and retain the very best talent and deploy solutions that support a culture of innovation. Historically, Business HR resources, commonly known as HR business partners, are expected to provide strategic consulting and coaching needed to guide the business in managing their workforce. Organizations have had, at best, mixed results. Rather than dialing up the strategic repertoire, many HR business partners continue to be mired in delivering administrative services, with little change since the 1990s.1 Why is this? How do we get out of this predicament?

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Design thinking meets HR process transformation

Crafting the HR customer experience: An ongoing series

Design thinking meets HR process transformation
Posted by Kraig Eaton, Katy Norris, Maribeth Sivak, and Lauren Seidman on January 10, 2017.

Your organization is responding to disruptions that are simultaneously impacting your business and your workforce, driving changes in the way your enterprise runs, and intensifying the need to focus on the customer experience to drive growth. As an HR leader, you understand the critical linkage between your company’s business strategy, workforce performance, and HR. This includes HR’s role in promoting a positive employment brand that both attracts candidates and serves HR customers throughout the employment life cycle. But how do you craft HR processes that deliver? How do you delight and engage the workforce (and potential workforce) at the moments that matter most? The answer may lie in applying design thinking to HR process transformation.

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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.

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New at Workday Rising:

Supporting health care M&A

New at Workday Rising: Supporting health care M&A
Posted by Peggy Chin on October 25, 2016.

Leaders in HRIS and benefits at Rochester Regional Health recently presented their experiences at Workday Rising in Chicago. The health system serves the greater Rochester and Finger Lakes region of New York and, like many others in its industry, has been growing steadily by merger and acquisition. The reasons Rochester chose Workday and the benefits that decision has enabled make an interesting case in point for organizations in any industry looking to move HR systems to the cloud or better manage the talent aspects of M&A activity.

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Heading to the cloud? Learn from this company’s speedy trip

Posted by Tim Ely, on June 8, 2016.

The potential benefits of moving from on-premises systems to cloud-based systems are well-documented, including lower up-front investment, reduced ongoing maintenance and costs, ease of updating, faster implementation, standardization across systems, and the like. These factors, along with a desire to transform HR to more easily access reliable data and better serve users, led one global company to migrate to the cloud in a big way—retiring more than 70 legacy systems on its brisk 15-month journey.

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Designing the fabric of the new organization: 5 keys to success


Posted by Josh Bersin on April 26, 2016

I hope you’ve had a chance to dig into this year’s Deloitte Global Human Capital Trends 2016 report. The theme is The new organization: Different by design, reflecting this year’s No. 1 trend, cited by 92 Percent of respondents: the need to redesign our organizations and the way we get work done. The shift we clearly see is a move toward a new organizational model, one we call a “network of teams.” Your company might look like a hierarchy on the org chart, but in reality people operate in teams (sales teams, product teams, service teams, etc.), and the teams work with each other, often communicating transparently, sharing information, plans, and results.

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