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Copyright © 2015 Deloitte Development LLC. All rights reserved.1 Global Human Capital Trends 2015
HR Technology Disruptions in 2016
The New DigitalWorld of Work
Josh BersinPrincipal, Bersin by DeloitteMarch, 2016
Copyright © 2015 Deloitte Development LLC. All rights reserved.
Copyright © 2015 Deloitte Development LLC. All rights reserved.2 Global Human Capital Trends 2015
The Changing Role of HR Technology
The Digital World of Work and How Technology Changes Us:
1. Continued evolution of core HR systems
2. A new market for people management
3. Reinventing of performance management
4. Revolution of corporate learning
5. Culture, feedback and engagement market explodes
6. Analytics finally taking off
7. Digital HR: Design thinking goes mainstream
Agenda
Copyright © 2015 Deloitte Development LLC. All rights reserved.3 Global Human Capital Trends 2015
The new organization: Different by design
Demographic upheavals:
Millennials make up more than half the workforce, and Boomers are working into their 70s and 80s.
Digital technology is everywhere:
Technology is disrupting business models and radically changing the workplace and how work is done.
Rate of change has accelerated:
Business must become more agile to keep up with the rapid pace of change.
New social contract between employees and work:: Younger workers demand rapid career growth, compelling and flexible workplace, and a sense of purpose at work.
Copyright © 2015 Deloitte Development LLC. All rights reserved.4 Global Human Capital Trends 2015
Percent rating trend important
2016 Deloitte Human Capital Trends
Organizational structure
Leadership gaps
Culture
Engagement
92%
90%
86%
86%
Organizational learning
Design thinking
Skills of HR organization
Analytics
Digital HR
Workforce management
77%
74%
70%
84%
78%
78%
% v e r y impor t a n t
55%
58%
54%
48%
44%
38%
36%
36%
32%
28%
% v e r y impor t a n t
2 0 1 5
…
51%
50%
39%
40%
…
39%
29%
…
…
Copyright © 2015 Deloitte Development LLC. All rights reserved.5 Global Human Capital Trends 2015
Organizational design
The rise of teamssay the trendis “very important”or “important” 92%
of large companiesare organizedfunctionally today
25%OnlyShift from top-
down hierarchy to a network of
teams to deliver results faster
are reorganizingor plan to this year
feel expert at building cross-functional teams
believe their companies are very ready to effectively redesign their organizations
understand the way their people work together in networks
21%
14%
12%
83%
Copyright © 2015 Deloitte Development LLC. All rights reserved.6 Global Human Capital Trends 2015
Organizational structure
A Network of Teams
BA
DCF
A
C D E
B
G
How things were How things “are” How things work
Shared values and culture
Transparent goals and projects
Free flow of information and feedback
People rewarded for their skills and abilities, not
positionE
Copyright © 2015 Deloitte Development LLC. All rights reserved.7 Global Human Capital Trends 2015
The Demands of Millennials Reach Everyone
80% Want to give performance
appraisals to the boss
60% think 7 months
of work means they’re “loyal”
2/3 Want to be “creative” at
work in their job
Their “team mates” are the most
important people at work
Expect feedback weekly and progression
annually
Copyright © 2015 Deloitte Development LLC. All rights reserved.8 Global Human Capital Trends 2015
Increasing Role of Inclusion
• Level 4 companies generate 20%+ higher cash flow, candidate pipeline, and leadership
• These companies include diversity programs in :
– Leadership Devt.– Recruiting– Performance Mgt.– Succession– Learning Programs
Inclusion and Diversity Now Strategic to Success
Essential Talent ActivitiesLevel 1
Critical Talent GrowthLevel 2
Managed Talent RelationshipsLevel 3
Inclusive Talent SystemLevel 4
Be
rs
in
by
D
elo
itt
e
10%
19%
59%
12%
Source: Bersin by Deloitte, 2015 – High-Impact Talent Management.
Copyright © 2015 Deloitte Development LLC. All rights reserved.9 Global Human Capital Trends 2015
Glassdoor ratings of employer recommendations — 200,000+ respondents
Engagement remains to be a global challenge
Average3.2
What are these
companies doing??
Copyright © 2015 Deloitte Development LLC. All rights reserved.10 Global Human Capital Trends 2015
Copyright © 2015 Deloitte Development LLC. All rights reserved.11 Global Human Capital Trends 2015
Sources: Deloitte Human Capital Trends 2014 and 2015
The overwhelmed employee
The “average” US worker now spends 25% of their day reading or
answering emails
Fewer than 16% of companies have a program to “simplify work” or help
employees deal with stress.
More than 80% of all companies rate their business “highly complex”
or “complex” for employees.
The average mobile phone user checks their device 150 times a day.
The “average” US worker works 47 hours and 49% work 50+ hours per
week, 20% at 60+ hours
40% of the US population believes it is impossible to succeed at work and
have a balanced family life.
Copyright © 2015 Deloitte Development LLC. All rights reserved.12 Global Human Capital Trends 2015
Productivity is Suffering – Is Technology Helping?
US Productivity Last Ten Years
1 billionSmartphones
i-PhoneLaunched
100 MillionTwitter users
Copyright © 2015 Deloitte Development LLC. All rights reserved.13 Global Human Capital Trends 2015
Copyright © 2015 Deloitte Development LLC. All rights reserved.14 Global Human Capital Trends 2015
We Build Tools, then the Tools Change Us
How Technology Changes Us
Steam Engine - 1874 Telegraph and Electricity - 1882 TRS-80 1977IBM PC 1981
Copyright © 2015 Deloitte Development LLC. All rights reserved.15 Global Human Capital Trends 2015
We Build Tools, then the Tools Change Us
What Could be Coming?
Smart Phone 2007 Wearables 2011 Smart Badge 2013 Virtual News 2015
Copyright © 2015 Deloitte Development LLC. All rights reserved.16 Global Human Capital Trends 2015
Continued Disruption inCore HR Technology Markets
1
Copyright © 2015 Deloitte Development LLC. All rights reserved.17 Global Human Capital Trends 2015
The Reinvention of HR Technology
Focus on the employee, not HR• Appification of everything• ERP vendors arrive• Reinventing performance management• Analytics growing rapidly• Feedback and pulse surveys• Wellness, fitness apps• New recruitment platforms• Next generation learning platforms• Design thinking• Behavioral economics
HR Technology Vendors are Under Pressure
Copyright © 2015 Deloitte Development LLC. All rights reserved.18 Global Human Capital Trends 2015
Benefits & Compensation
HiringRecruiting E-Learning Performance Talent Network Based
ApplicationsNew Systems of
Engagement
HR Technology DisruptionM
AR
KE
T G
RO
WT
H -
AD
OP
TIO
N
2 0 0 0 2 0 1 6P R O G R E S S I O N O V E R T I M E
Compensation
HRISBenefits
Administration
Applicant Tracking
Recruiting Sourcing
Learning Management
WorkforceManagement
Succession Management
Performance Management
Integrated Talent Mgmt
AnalyticsTools
SocialRecognition
NetworkRecruiting
HRMS + Talent +Workforce Management
Self-ServiceApps
Personality and Pre-Hire
Culture Assessment
PredictiveAnalytics
Real TimeEngagement
MobileApps for HR
ProcessAutomation
Integration &New Talent Apps
Analytics Driven“Systems of Engagement”
Apps that“Make Work Life
Better”
Copyright © 2015 Deloitte Development LLC. All rights reserved.19 Global Human Capital Trends 2015
Replacement of Legacy Systems will Continue. Why?
1. Too Many Systems– Average company has 7
2. Old Systems Remain– 47% of HRMS systems are 7+ years old
3. Market Still Young– < 35% of market has shifted to cloud
Copyright © 2015 Deloitte Development LLC. All rights reserved.20 Global Human Capital Trends 2015
Focus of Technology has Changed
• 82% want “Easier to Use by Employees”
• 73% want “Integrated Data and Analytics”
• 66% want “Cloud based Solution”
• 59% want“Integrated talent management”
Rip and Replace is Chosen Solution
Ris
kSpeed
How Will You Upgrade Your HR Technology?
2015 Cedar Crestone survey and 2015 Bersin by Deloitte HR Systems Research
Copyright © 2015 Deloitte Development LLC. All rights reserved.21 Global Human Capital Trends 2015
Implementing HR Systems is Not Easy
• Companies with strong culture of change are 2X more likely to succeed in the minds of business leaders
• Companies with poor culture or experience in change suffer 250% higher costs of HR technology implementations
Change and Integration Still Lynchpin to Success
2015 Cedar Crestone survey and 2015 Bersin by Deloitte Change Research
Bersin by Deloitte Change Model
Copyright © 2015 Deloitte Development LLC. All rights reserved.22 Global Human Capital Trends 2015
New Generation of People Management Software
2
Copyright © 2015 Deloitte Development LLC. All rights reserved.23 Global Human Capital Trends 2015
Benefits & Compensation
HiringRecruiting E-Learning Performance Talent Network Based
ApplicationsNew Systems of
Engagement
HR Technology Disruption: Market TodayM
AR
KE
T G
RO
WT
H -
AD
OP
TIO
N
2 0 0 0 2 0 1 6P R O G R E S S I O N O V E R T I M E
Compensation
HRISBenefits
Administration
Applicant Tracking
Recruiting Sourcing
Learning Management
WorkforceManagement
Succession Management
Performance Management
Integrated Talent Mgmt
AnalyticsTools
SocialRecognition
NetworkRecruiting
HRMS + Talent +Workforce Management
Self-ServiceApps
Personality and Pre-Hire
Culture Assessment
PredictiveAnalytics
Real TimeEngagement
MobileApps for HR
Copyright © 2015 Deloitte Development LLC. All rights reserved.24 Global Human Capital Trends 2015
Employee FeedbackPulse Surveys
WellnessLife Balance
Video LearningMOOCs, Career Devt
Culture andSelf-Assessment
WorkProductivity
IntegratedSelf-Service
2016 and Beyond: A New Set of Disruptive ApplicationsM
AR
KE
T G
RO
WT
H -
AD
OP
TIO
N
2 0 1 6
PulseSurvey
NextGenEngagement
MobileFeedback
FitnessSelf-Tracking
Location andTravel Support
CultureAssessment
Self-Assessment
P R O G R E S S I O N O V E R T I M E
Video Learning
Video Sharing
GamifiedOnboarding
CareerPlanning
Help DeskCase Mgt
IntegratedSelf-Service
2 0 2 0
CommunicationsMessaging
Virtual WorkManagement
DocumentManagement
Goal SharingGoal Tracking
Copyright © 2015 Deloitte Development LLC. All rights reserved.25 Global Human Capital Trends 2015
Market Evolution becoming Disruptive Again
A New Talent Management Market EmergesPerformance Management
Social Recognition
Well Being
Culture
Learning
Recruitment
Suites Payroll - Talent
Copyright © 2015 Deloitte Development LLC. All rights reserved.26 Global Human Capital Trends 2015
How People Management Software Expands Beyond Talent Management
Redefining Recruitment
Copyright © 2015 Deloitte Development LLC. All rights reserved.27 Global Human Capital Trends 2015
GE New Performance Feedback Tool
Total Redesign for Mobile: PD@GE
Copyright © 2015 Deloitte Development LLC. All rights reserved.28 Global Human Capital Trends 2015
Explosive Growth of New Toolsfor Performance Management
3
Copyright © 2015 Deloitte Development LLC. All rights reserved.29 Global Human Capital Trends 2015
Performance Management
Only 12% of companies believe their existing performance management process is “worth the time put into it.”
- Deloitte Human Capital Trends 2015
The Process is Broken
Copyright © 2015 Deloitte Development LLC. All rights reserved.30 Global Human Capital Trends 2015
It’s a Shift in Management, not Performance Management
The Evolution of Management ThinkingWe are Here
The IndustrialCorporation
HierarchicalLeadership
CollaborativeManagement
Networks of Teams
<1950s 1960s-80s Today1990s
Andrew CarnegieHenry Ford
Netflix, Google, Facebook, Amazon
Jack WelchPeter Drucker
Howard SchulzSteve Jobs
Profit, Growth, Financial Engineering
Customer Service,Employees as Leaders
Mission, Purpose,Sustainability
OperationalEfficiency
2020
Purpose, Meaning,
and Empow
erment?
Industrial AgePeople as Workers
Management byObjective
Servant LeadershipWork Together
Empower theTeam
The Corporationis King
The Executivesare King
The Teams and Team Leaders are Kings
The People areKing(s)
Copyright © 2015 Deloitte Development LLC. All rights reserved.31 Global Human Capital Trends 2015
The Big Shift: From Annual to ContinuousThe Big Shift is Happening
Source: Bersin by Deloitte research, 2014.
Top-Down AnnualPerformance Process
Top-Down ApproachCascading Goals
Annual EventBig Bureaucracy Involved
Lots of Forms andAutomation Needed
Focused on Rating andForced Ranking
Compensation TiedDirectly to Rating
Continuous Managementand Feedback
Team CentricAligned but Local Goals
OngoingWeekly/Monthly Check-ins
Simple Tools, Agile,Mobile, Easy to Use
Focused on ContinuousDevelopment, No Ranking
Compensation Based onMany Factors
HR-Driven and HR-CentricProcess
Management-DrivenDriver of Culture
Copyright © 2015 Deloitte Development LLC. All rights reserved.32 Global Human Capital Trends 2015
Goal Management
Organizations that revise or review goals quarterly or more are
3.5 X more likelyto score in the top quartile of business performance.
More Frequent Goal Reviews
Note: Based on our employee recognition survey, we created a business performance index (BPI1) that averages scores on employee engagement and three business-related outcomes (customer satisfaction, cost structure compared to competitors, and market leadership position). It then ranks organizations on the scale. Organizations that scored in the top 25 percent of the BPI are considered to have “strong” business outcomes.
16%
44%
21%
10%
9%
3%
24%
26%
31%
50%
No Goal Revision
Once Per Year
Twice Per Year
Quarterly
Monthly
Source: “High-Impact Performance Management Using Goals to Focus the 21st-Century Workforce,” Stacia Sherman Garr / Bersin by Deloitte, December 2014.
Improvement in Performance Based on Frequency of Goal Review
Copyright © 2015 Deloitte Development LLC. All rights reserved.33 Global Human Capital Trends 2015
Expanded model of evaluation and comp
Yes you can change ratings: Juniper Example
Copyright © 2015 Deloitte Development LLC. All rights reserved.34 Global Human Capital Trends 2015
Feedback = Performance at Deloitte
1. I am really enthusiastic about the mission of the firm
2. At work, I clearly know what is expected of me
3. In my team, I am surrounded by people who share my values
4. At work, I have the chance to use my strengths every day
5. My teammates have my back
6. I know I will be recognized for excellent work
7. I have great confidence in the firm’s future
8. In my work, I am always challenged to grow
BASELINEBOTTOM QUARTILETOP QUARTILE
1
2
3
4
5
6
7
84.4
3.2
4.2
4.0
3.8
3.6
3.4
Pulse Survey items
Questions that Predict High Performance at Deloitte
Source: Deloitte pilots FYs14-15.
Copyright © 2015 Deloitte Development LLC. All rights reserved.35 Global Human Capital Trends 2015
New Generation of LearningEmployees in Charge
4
Copyright © 2015 Deloitte Development LLC. All rights reserved.36 Global Human Capital Trends 2015
“Over 300 years of economic history, the principal and most enduring
mechanism for distribution of wealth and reduction in inequality is the
diffusion of skills and knowledge.”
Why learning is so important to employees
The learning curve is the earning curve
Copyright © 2015 Deloitte Development LLC. All rights reserved.37 Global Human Capital Trends 2015
Content explosion
Blogs
Ratings
Mentoring
Wiki’s
Video
Podcasts
Discussion Boards
Social Networking
Tagging
Micro-blogs
Virtual Worlds
Stretch Assignments
Communities of Practice
Collaboration
Search
Simulations
Surveys
Whitepapers
Case StudiesArticles
Visual Aids
Presentations
Books
Corp Websites
Manuals
Performance Support
Product Demonstrations
Instructions
Observations
Journaling
Standard Operating
Procedures Newsletters
Corporate Communications
Marketing Collateral
Business Process Documentation
Programs
Role Playing
Classroom ConferenceseLearning
Coaching
Webinars
Lunch ‘n Learns
Chalk TalksOnboarding
Debates
Consulting
LecturesExperiments
LabsTeaching
Courses
Workshops
Interviews
Feedback
MistakesSuccesses
Job Rotations
Peers
Project Post-MortemsMeetings
Role ModelsJob Shadows
After Action Reviews
Customer Data
Goals
Play Conversations
DialogueReports Memos
Appraisals
Business Performance Data
CRM Records
Proposals
Copyright © 2015 Deloitte Development LLC. All rights reserved.38 Global Human Capital Trends 2015
• Video is now >55% of all internet traffic and mobile is now over 60%(KP Internet Trends 12/2015)
• 35 Million people have enrolled in MOOCs in the last four years, with 2015 enrollments doubling 2014 (Class Central)
• Over 50% of learners use mobile for more than 1/3 of their learning (Degreed)
• India is estimated to be a $3-4 billion market for corporate learning and MOOCs
Expert and user authored video is taking over
Video and Mobile is Taking Over Learning
Copyright © 2015 Deloitte Development LLC. All rights reserved.39 Global Human Capital Trends 2015
Consumerization of education has arrived
MOOCs have Consumerized Education
• 400+ universities. 2,400+ courses.• 35+ million students.
Copyright © 2015 Deloitte Development LLC. All rights reserved.40 Global Human Capital Trends 2015
The training industry tries to respond
• 2/3 of L&D leaders believe learners should use learning every week or more.
• Average employee spends 6.5 hours a week learning or trying to learn.
• CLOs say L&D is “wildly out of sync” with how people learn….
• Employees rate L&D with a -31% net promoter score
(49% would not recommend and only 18% would recommend their training dept.)
L&D is Not Keeping Up
Copyright © 2015 Deloitte Development LLC. All rights reserved.41 Global Human Capital Trends 2015
Copyright © 2015 Deloitte Development LLC. All rights reserved.42 Global Human Capital Trends 2015
The LMS Market is Under Stress
The 1990s-2000s LMS
Training ManagementCourse Administration
Enrollment and SchedulingResource Management
Extended enterprisee-learning
e-commerceVirtual classroomAssessment tool
Security and rolesReporting
Lear
ning
Adm
inis
trat
ion
Social FeaturesCollaboration
Discussion Groups
Lear
ning
Expe
rienc
e
The Modern LMS
“Old LMS” Feature Set
Dynamic ProfileExpert Directory
CommunitiesTagging
Content ManagementRatings
Multi-rater coachingFeedback
Content SharingContent Management
Mobile“New” virtual classroom
Social Profile
Talent Management
Adm
inistration&
TalentSocial &
Collaboration
User
Experience
Copyright © 2015 Deloitte Development LLC. All rights reserved.43 Global Human Capital Trends 2015
Culture and Engagement:“Always-On” Feedback
5
Copyright © 2015 Deloitte Development LLC. All rights reserved.44 Global Human Capital Trends 2015
Workboard Research
What We’ve Learned about Feedback
http://www.ncbi.nlm.nih.gov/pubmed/19829208
Lack of feedback creates anxiety, worry, and poor performance
Copyright © 2015 Deloitte Development LLC. All rights reserved.45 Global Human Capital Trends 2015
The Feedback System
How Does Feedback Work Today?
EngagementSurvey
Senior Management Team
Employees
Line Managers | HR
Performance Review
Filtering and Cleaning
TimePer Year
Copyright © 2015 Deloitte Development LLC. All rights reserved.46 Global Human Capital Trends 2015
Feedback is the Killer App
The World of Feedback Apps is HereTraditional
Engagement Surveys
Work Environments Anonymous Network Apps
Performance Management
Social Recognition
Well Being
Culture
Pulse Surveys Quick Feedback
Copyright © 2015 Deloitte Development LLC. All rights reserved.47 Global Human Capital Trends 2015
The Listening Organization
Enterprise “Listening” Architecture
IntegratedReporting & AnalyticsSentiment AnalysisNetwork Analysis
Social Media Monitoring
Job Boards& AdsEmployment
Brand
CustomerSatisfaction
AnonymousFeedback
Tools
PulseSurveys
AnnualSurvey
PerformanceCheck-ins
ExitInterviews
PerformanceAppraisals
Copyright © 2015 Deloitte Development LLC. All rights reserved.48 Global Human Capital Trends 2015
People AnalyticsTakes Off
6
Copyright © 2015 Deloitte Development LLC. All rights reserved.49 Global Human Capital Trends 2015
People analytics
Gaining speed
of companies are “ready” for people analytics, up 1/3
from last year
32%of companies report replacing core HR systems over next
two years
40%
say the trendis “very important”or “important” 77%
People analytics brings
together HRand business
data Challenge will be to transform
insights into business value
are now using HR data to predict and improve workforce performance51%
feel they are conducting multi-year workforce planning48%
Copyright © 2015 Deloitte Development LLC. All rights reserved.50 Global Human Capital Trends 2015
The New World of People Analytics
Recruiting &WorkforcePlanning
Comp andBenefits, Rewards
PerformanceSuccessionEngagement
Learning &Leadership
HRMSEmployee Data
Engagement & Assessment
+
Sales RevenueProductivity
CustomerRetentionProduct Mix
Accidents,Errors, and Fraud
QualityDowntimeLosses
Groundbreaking new insights and tools for managers to make better decisions (not HR)
Data management, Analytics, IT, and Business Consulting Expertise
+=
This is NOT HR ANALYTICS!
Location, Travel, Meeting Time
Organizational Network Analysis
Sentiment, Heart rate, Voice+
Copyright © 2015 Deloitte Development LLC. All rights reserved.51 Global Human Capital Trends 2015
What our research discovered
Bersin by Deloitte Talent Analytics Maturity Model
Operational reportingReactive reporting of operational & compliance measures •
Focus on data accuracy, consistency & timeliness
Level 1
Advanced reportingProactive reporting for decision-making • Analysis of trends
& benchmarks • Customizable, self-service dashboards
Level 2
Advanced analyticsStatistical analysis to help solve business problems • Identification of
issues & actionable solutions • Centralized staffing & integrated data
Level 3
Predictive analyticsDevelopment of predictive models • Scenario planning • Integration
with business & workforce planning • Data governance model
Level 4Be
rsin
by D
eloi
tte
56%
30%
10%
4% 7%
Copyright © 2015 Deloitte Development LLC. All rights reserved.52 Global Human Capital Trends 2015
The Ugly Part of People Analytics
VisualDashboards
AdvancedAnalytics
PredictiveModels
DataIntegration
DataDictionary
DataQuality
Time and Seasonality
Big DataTools
Data GovernanceOwnership
ReportingTools
DisparateSystems
VisualSkills
Stats andData Skills
The Ugly Side: Data Management
Copyright © 2015 Deloitte Development LLC. All rights reserved.53 Global Human Capital Trends 2015
New types of data, new ways of analyzing it
Markets Converge: Text Analysis | Sentiment Analysis | Organizational Network Analysis | Feedback Systems
Copyright © 2015 Deloitte Development LLC. All rights reserved.54 Global Human Capital Trends 2015
What about Privacy?People are getting spooked.
“63% of employees lack confidence that their employer is keeping data about them private…
…and 72% believe their companies are not telling them what data they are collecting.”
“Big Data Doesn’t Mean ‘Big Brother’”, Conference Board, September, 2015
Copyright © 2015 Deloitte Development LLC. All rights reserved.55 Global Human Capital Trends 2015
Digital HRThe Design Revolution
7
Copyright © 2015 Deloitte Development LLC. All rights reserved.56 Global Human Capital Trends 2015
#4: Embrace Design thinking
Crafting the employee experience
HR’s focus shifts from
“process builder” to “engagement
architect”
Requires new HR skill sets
from digital and user experience design
to behavioral economics
find their work environment complex1
74%
say the trendis “very important”or “important” 79%
19%
10%
have programs to help manage work and information overload
regularly use design thinkingin their HR and L&D programs
1 Global Human Capital Trends 2015 report
Copyright © 2015 Deloitte Development LLC. All rights reserved.57 Global Human Capital Trends 2015
Design Thinking Comes to HR
Copyright © 2015 Deloitte Development LLC. All rights reserved.58 Global Human Capital Trends 2015
CommonWealth Bank of Australia – Sidekick Project
Copyright © 2015 Deloitte Development LLC. All rights reserved.59 Global Human Capital Trends 2015
Rapid Adoption and Engagement with Technology
Success of Design Thinking in HR
Copyright © 2015 Deloitte Development LLC. All rights reserved.60 Global Human Capital Trends 2015
2016 will be a disruptive year, as new models of
management, open feedback, new HR
platforms, and organization design
take center stage for the human capital agenda
A year of change and disruption
The digital world of work has disrupted
the way we operate, enabling
an "always-on" organization, focused
on culture, engagement,
open communication, and feedback
HR leaders are responding rapidly, focused on analytics,
design thinking, employee-driven
learning, and digital HR
A new breed of leaders is emerging:
Younger, more connected, more
agile, always learning, developed
through science
A new organizationa has emerged, a
"network of teams," forcing companies to reorganize, redesign roles and rewards,
redefine careers, and change the role of
management
Enabling this organization, talent focus is focusing on
the employee experience, influenced by
design thinking, the app economy, and transparency
Copyright © 2015 Deloitte Development LLC. All rights reserved.61 Global Human Capital Trends 2015
Bottom Line: Technology Will Change Your Workforce – You Must Take Charge