HRDisruption

Excited to share how HCM technology can help HR and business leaders harness all the best talent http://bit.ly/2bPd2w... #businessbeyondbias #sconnect16

Looking forward to talking about why its time to redefine what we should expect from Core HR and how tech is evolving http://bit.ly/2bwglK... #sconnect16

Can’t wait for our workshop session on the role of technology in creating gender equity in the workplace. http://bit.ly/2bfxUK... #businessbeyondbias #sconnect16

Biggest-ever #SConnect16, Great keynotes – Bill McDermott, Mike Ettling, Magic Johnson, Ariana Huffington #hrdisruption

We have some excellent presentations that demonstrate the points from our discussion today - cognitive, employee experience, employee voice. http://bit.ly/2bscD4... http://bit.ly/2beCrB... http://bit.ly/2belzq...

I'd like everyone to hear how cognitive HR will change how we interact with HR systems. Find out why we are so excited about it. #sconnect16

Learn how customers are transforming HR at http://linkis.com/sa... #sconnect16

Cognitive uses in talent acquisition, coaching, HR support, etc. #sconnect16

I always look forward to Mike’s review of the commitments he made at the previous year's event and provides customers with his report card on what we delivered over the past year #SConnect16 #hrdisruption

Amazing key note speakers, break sessions focused on innovation, products, and transformation being delivered by SAP/SuccessFactors, Customers, and Partners. Don’t miss it. #SConnect2016

We want clients to consider how their solutions need to grow since they first implemented. #sconnect16

@TakKusano really exciting, thought provoking line-up!

@IBMSAPAllianceJoin us @ Transforming HR: Strategies for Success #SuccessConnect2016

@shithe IBM Watson Cognitive stuff is incredible - looking forward to seeing the apps around Cognitive + HANA Cloud Platform #SConnect16 #hrdisruption

#diversity and #inclusion is no longer a philanthropic topic, it is an economic and business imperative. #businessbeyondbias

#diversity focuses on numbers while #inclusion is about culture. You can have diversity, but not inclusion #businessbeyondbias

A strong, diverse workforce is a competitively differentiating factor in today’s markets. #businessbeyondbias

#businessbeyondbias: Awareness to D&I needs and and create plans to ensure our D&I demands are met.

Diversity is easier by creating open forums to communicate and contribute, making all employees peers. #businessbeyondbias

#diversity and #inclusion is about harnessing all the best talent whereby it IS the way people are managed, led, enabled. #businessbeyondbias

I'm very proud to manage our top SI partners where 2 of 5 partners have female CEOs and 4 of 5 have female leads for their SAP SuccessFactors or Cloud practices!!#BusinessBeyondBias

Many leaders focus only on #diversity but not on creating an inclusive environment where all talent can thrive #businessbeyondbias

5 generations in the workforce requires a new way thinking

Ask yourself: does our workforce reflect the demographics of our customer base? #diversity #inclusion ##businessbeyondbias

@TakKusano Awesome!

Diversity and inclusion should not be seen as “in addition to” but instead “how business is done” #businessbeyondbias

Great chat going on!!

@TakKusano great point

@sheila_mcgovern While programs have created a more inclusive workplace, we can't assume the momentum will continue with them without evolving them to new needs #businessbeyondbias

D&I influences recruiting, succession, development, strategies.

@pkfletcher That's right....the focus ends when the employee gets hired.

SAP has a goal of having 25% of leadership positions filled by females by 2017 - we're only 2% away #BusinessBeyondBias

@chotzbarth Great point! There is not disposable generation in the workforce.

@pkfletcher Couldn't agree more.

@brettaddis_SAP Yes, and the monitoring of success needs to be in all of those areas as well

@TakKusano That is great to see!

@pkfletcher I agree. It's also about changing the way we predict and recognize the employees who will be successful in the future.

Top companies view talent through a marketing lens. Skills and capabilities need to be obtained from new sources. How are you going to reach new audiences? How does your brand resonate with these new potential employees?

Sharing compelling stories from the ranks via corporate portal, JAM is critical. Videos and pictures go a long way.

Implementing onboarding processes that go beyond administration and statutory requirements. They represent a consistent new employee experience that reflects the company’s brand.

Once you have top talent fuel the continuous conversation they want to contribute.

Develop, develop, develop. Make the talent more valuable to the business. Help them develop a brand that aligns with the company's goals.

Seeking out personalized videos from colleagues (from the people to the people) that create aspiration toward the core and desired culture

Social marketing, social communities, social sourcing, virtual engagement.

@sheila_mcgovern Learn more at how American Water streamlined their onboarding process at SuccessConnect 2016: http://bit.ly/2bscD4...

Also, don’t lose sight of the value in your current workforce and be willing to invest in them.

@chotzbarth Yes! And give them forums to contribute more openly.

Corning Uses Cognitive Capabilities with SAP SuccessFactors Solution to Find Ideal Candidate: http://bit.ly/2beCrB...

@chotzbarth that is a great and critical point! HR now not only have to be technicians but also marketers. It's all about creating the experience.

@chotzbarth Employer branding needs to reflect the opinions of the company’s top performers

I think some orgs are looking more at what Ariana Huffington calls “The 3rd Metric” as well. People are looking for more than Money and Power when joining/staying with cos. Does this job contribute to my well-being, growth, wisdom? #hrdisruption

Looking forward to Ariana's keynote at #SuccessConnect in Vegas next week!

@chotzbarth In the war for talent, speed is key. Cognitive computing can help a recruiter gather information from a variety of sources to analyze a candidate.

Go where the talent is. Social channels have listening tools to understand talent pool trends

@SReshel I love this point...it's less expensive to develop and retain an employee than have to replace them.

Create a seamless end-to-end brand experience from recruiting marketing, to hiring, onboarding, and lifecycle.

@chotzbarth Agree, big push to changing to a marketing / consumer approach.

Oboarding processes need to address the need for a new employee to connect with like-minded colleagues (e.g. experts, mentors, etc.)

@TakKusano very true. they are, except when it comes to pay equity. until that is in place, the other pieces are diminished.

@SReshel great point and wow, it's so true. kind of feels like being a cell-phone customer where the new users get all the good deals while existing customers are not able to take advantage.