HR Technology In the Era of Drones, Robots, and Infinite Data
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The document discusses how emerging technologies like wearable devices, the Internet of Things, data analytics, and robots will impact the future of work and the role of HR professionals. It outlines opportunities for HR to use new sources of data from technologies to improve health and wellness programs, workforce planning, production, customer service, and talent management. While these changes will make some professionals uncomfortable, they also open up new ways for HR to help organizations and better understand and manage their workforce.
HR Technology In the Era of Drones, Robots, and Infinite Data
- 2. Don’t Fear the Future HR Technology in the Era of Drones, Robots, and Infinite Data Steve Boese August 2014
- 3. Presenter Info • Steve Boese • Co-Chair HR Technology Conference • HR Exec Magazine Technology Editor • Co-Host of HR Happy Hour Show and Podcast • Co-organizer HRevolution • Blogger at Steve’s HR Tech • Your New Best Friend
- 4. There are two ways to think about the future. One way is to plan for a future that will be only incrementally different and almost indistinguishable from the present. The better, (and more interesting) way is to envision a future that will be almost unrecognizable from today. “The future will be new enough that we will be uncomfortable, we will be unprepared.”
- 5. Prologue
- 6. So what does this rapid acceleration in technology innovation mean for the HR/Talent professional? It means new ways of working, new sources of talent, and increasingly, new technologies that will make us, at times, uncomfortable Today, we’ll discuss how some of these future technology trends and how they might help shape work and workplaces. And by the end of the talk you will think I am crazy, or that I just might be the sanest person you know
- 7. 1. Wearable technology 2. The Internet of Things 3. In Data We Trust 4. Making peace with the robots 5. Wrap-‐up, Q&A Agenda
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- 9. <not just for the geeks and nerds anymore> Wearable technology
- 11. What is Wearable tech?
- 12. 58% of employees would be willing to use wearable tech if it enabled them to do their jobs better. Wearable at Work?
- 14. Kinds of things made possible
- 15. ‘Wear’ is your opportunity in HR? • Health and Wellness – Augmenta,on and expansion of organiza,onal wellness ini,a,ves. Manage challenges, track success against goals. Prove your ‘Biggest Loser’ jam is working. • Workforce planning and alignment – Ability to track responsiveness, fa,gue levels, outside s,mulus and then provide insight to make staffing plans and adjustments • Produc7on – Beam real ,me video from customer sites to HQ and team members for review and assistance. Crowdsource solu,ons. • Customer service – Facial recogni,on tech and insight to provide personalized service, tailored responses, and customer history. Movement trackers like iBeacon to alert staff on customer movement, tendencies • Talent Management –‘Glass’ applica,ons for interviewing, delivering learning content, and in onboarding apps. Huge poten,al here.
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- 17. <do I really need my toaster talking to my refrigerator?> The Internet of Things
- 18. The Internet of Things
- 20. • Connect GPS, vehicle sensors, delivery statuses to transmit route, driving, and performance data to HQ • Identify potential and emerging issues with fatigue, stress, or undetermined performance problems • Incorporate talent management and coaching and mentoring elements • Compare data pre and post interventions to assess effectiveness Example: The IoT at work
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- 22. In Data we Trust <Or would you rather just play the odds?>
- 24. Where your data resides Traditional sources of HR/Talent Data: HRIS, ATS, Talent Systems, EE files, resume DBs, Excel files, piles of paper on someone’s desk… Where new data actually resides today: Social networks, smartphones, cloud storage services, personally activated cloud productivity services, with third parties…
- 25. A Word About The Types of Analytics
- 26. Turn Data into Opportunity • Hiring: Data science applied to finding which candidates are best fits and most likely to succeed • Performance: Use data on historic trends, employee profiles, managerial impact to predict performance • Compensation: Data to determine which compensation levers have the most business/talent impact • Retention: Flight risk identification and suggested remedial actions • Productivity: Quantify and track success of new employees
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- 28. <believe me, you should> Making peace with the robots
- 33. • Industrial: Smarter, more flexible, and cheaper robots like Baxter • Healthcare: Companions for elderly and sick, assistants for human healthcare workers • Service: Automated servers, bartenders, cashiers, cooks, gas station attendants… • Agricultural: Tractors, pickers, herding, fertilizing • Knowledge work: Financial advice, research, accounts, customer service, telemarketing The Robot in the next cube
- 35. The Robot Opportunity • First: Understand how/where/why automation makes business sense for your organization • Next: Assess the ability and applicability of increased automation for your company scenarios • Then: Step back to evaluate workplace readiness and acceptance of robot or other automation technology • Remember: Some theories suggest the most productive outcome is humans and robots working together
- 37. Wearables – You simply can’t underestimate the impact that wearables can have, especially for front line and field workers. Think about augmenting worker capability and improving customer service. IoE – As machines connect to the internet, communicate with each other, and change how humans interact with them, ability to improve people performance will be significantly enhanced. Think about how machine data can mashup with people data to make better business decisions Data – Every job in HR is going to become at least some kind of a data analysis job. Since you will have more data than ever, think about what critical business questions need to be answered. Think what could you do if you had the answer to… Robots– While they seem kind of distant, allow yourself to think about a workplace with much more robot/human interaction. Where could automation make your company better, faster, and where is the technology heading? That will enthuse or confuse
- 38. One last thing… The challenge is how do you get your HR organization and your leaders to think about technology and people with a slightly longer view.
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- 40. Missing me one place, search another... steveboese@gmail.com steveboese.squarespace.com HRTechConference.com hrhappyhour.net Twitter: @SteveBoese LinkedIn: http://www.linkedin.com/in/steveboese