#SWFChat - CrowdChat

Transforming HR & Talent

Transforming HR: An Evolution of Talent Management

#swfchat @ibmsmtworkforce @czarinaofhr @deniseholt1

LeaderBoard

#SWFChatThe Learning CultureA discussion of Social Employees and "The 70:20:10 learning model".

Stream Ended

Establishing a secure connection

IBM SmarterWorkforce16

Q8: In the future, in what ways do you envision HRIS systems evolving to meet the needs of their clients?

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A8 Being able to see a person holistically

A8 Measure everything about themselves & their work preventing illness, burnout & irritation & also improving team flow collaboration & performance

A8 Accurate aggregation of information and the intelligence to remember individual user behaviors.

Better mobile integration with improved predictive / business intelligence!

Phylicia Teymer

A8: I see #HR being able to get a deeper analysis of each person based on a compilation of multiple data points. Less "tricking" the system of tests, since your behavior because evident in your actions - then data.

One holistic view of the individual.

@AmyLawrence2 That would be great wouldn't it?

Amritha Alapati

Future HRIS, move towards mobility, less command no control, easier and broader integration

IBM SmarterWorkforce

Monolithic HRIS are fast becoming a thing of the past as companies are realising that an ‘all things to all people’ type of system simply doesn’t work in the complex HR environment they now operate in. ^SP #SWFChat

IBM SmarterWorkforce14

Q5: How important is using and understanding data analytics effectively for hiring the best candidates?

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A5 Important, but be mindful that it doesn’t see the whole person, could be missing great talent if criteria is too rigid w/old mindsets

A5 It is extremely key. You can't manage what you can't measure. Looking at metrics allows you to tweak and make improvements in real time before issues become systemic.

IBM SmarterWorkforce

At a high level, predictive analytics uses historical data and current data which helps in hiring ^SP

Phylicia Teymer

@deniseholt1 Exactly, not only do the analytics have to evolve, but those interpreting the data have to look deeper - extend beyond the initial points to discover more about the individual.

A5 Relevant skills & experience should outweigh check marking whether they have formal education/degrees, imo

A5 It's important to understand that you can use data to tell any story you want to. The key is to use it while being mindful of the overall context.

@CzarinaofHR Love that #mindful - Well said! :)

A5 Use data to keep track of where you are finding your talent and to monitor hiring behaviors-so you know where your money and efforts are working for you.

Amber Armstrong

#analytics is incredibly important - and should go across tools #IBMSAP

Yiannis Koutrakis

Having global scale in such a complicated world cannot be done without appropriate tools and data.

@YKoutrakis The tools and data are very important. Even more important is what the people do with it.

IBM SmarterWorkforce

With the right data in hand, HR managers today have discovered that recruiting the best candidates is not only faster, but also more cost-effective and objective.

It is essential that there is an understanding of the capabilities and insights Data Analytics brings to any business

IBM SmarterWorkforce10

Q3: In what ways are collaboration crucial during the recruiting and onboarding process?

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A3) Have the right tools in place to streamline the process & connect all personnel involved

Recruiting and Onboarding go hand-in-hand. There is immense chance for operational breakdowns and bottlenecks. It also erodes the candidate experience.

Phylicia Teymer

A3: W/O #collaboration between recruiting/onboarding, those applying can be left in the dark, less talent makes it through the process.

Companies need to be prepared for new employees. Part of that requires both Recruitment and Hiring Managers to be on the same page with regard to process.

A3 New hires are only as successful within the first 90 days as their recruitment and onboarding processes set them up to be.

A3) Communication is Key

@DeniseHolt1 A3 Communication is extremely key. A lack of communication just makes the company look like they were unprepared.

Leadership is excellent at switching gears quickly without notice. Collaboration keeps the recruitment process inline with the company vision!

Yiannis Koutrakis

On-boarding pays the biggest part of ROI on recruitment. Investing on this is lowering recruitment cost in the long run

Amber Armstrong

Large companies can feel small and welcoming with collaboration

IBM SmarterWorkforce8

Q7: What is most crucial for clients to consider when transitioning their systems to the cloud?

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A7 Security & Manageability

A7 Security and Data Recovery.

IBM SmarterWorkforce

While every situation will be different, it is useful to articulate the potential areas for cost savings that Cloud Computing can bring to an organization.#IBMSAP #SWFChat #Talent #Acquisition #HCM #HR

Phylicia Teymer

A7: Security tends to be top of mind for most clients, where is the data stored, accessibility. HR data tends to be really sensitive information.

A7 If something goes wrong where the system goes out or is compromised; you need to know how the data will be restored and in what timeframe.

IBM SmarterWorkforce

Costs are reducing, and processes are becoming more systemized for the transfer,^SP #SWFChat

A7 Do you have confidential or top secret IP? If yes, you ought to know whether your data is being encrypted and in what instances. You don't want to leave yourself vulnerable.

IBM SmarterWorkforce

One of the most important considerations that companies moving business to the cloud must understand is
The impact on their human resources.#SWFChat ^SP

A7 It is also important to know how you can access your entire database when needed. Establishing access is something to determine in the beginning.

IBM SmarterWorkforce7

Q1: What is your definition of talent management?

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A1 Finding the right people to meet business strategy & nurture them toward engagement & making a difference @IBMSmtWorkforce

Talent Management is a comprehensive set of programs and initiatives geared to attract, retain, and develop talent in organizations.

A1 It is where your business strategy meets your people strategy.

Phylicia Teymer

I see talent management as the collective process from "prior to hire" to retire.

@PhyliciaProctor I love that you included the prior-to-hire piece. That is often left out.

Phylicia Teymer

@CzarinaofHR I think half the battle is getting the "right" talent through the recruitment phase, let alone know of an open position.

@PhyliciaProctor Absolutely. Which is why I see Recruitment as the most important function in an organization. Can't do anything else if you can't get them through the door.

Yiannis Koutrakis

I fully agree on this. And then why I see that corporations are not putting enough emphasis behind recruitment?

IBM SmarterWorkforce6

Q4: How does self-service capabilities of an HRIS system aid potential applicants and current employees in their employee lifecycle?

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A4 Allows you to see the overall person & their history & performance

A4 A good one would help you to spot disengagement, dissatisfaction or high potential

A4 Self-Service is huge from a productivity standpoint. Giving employees and applicants to execute tasks on their own time from where they sit allows us to shift the accountability from HR to them.

A4 HR needs to relinquish some of the more administrative tasks that we have traditionally done. Self-service frees us from having to have headcount to manage administrative tasks.

Phylicia Teymer

A4: It also allows for an employee to have control over certain work processes.

Amber Armstrong

@DeniseHolt1 agree! Making it easy and proactive

A4 Also, things change in our employees life so quickly that they shouldn't need to fill out a form for someone else to complete the task-when the employee can do it in real-time via self-service.

Hi Amber! Glad to have you here! :) @ambarmstrong

Amber Armstrong

@DeniseHolt1 Hi there. Sorry to be a bit late. I'm at #IBMAmplify

Hopefully it supports a level of engagement that supports the success of the employee's lifecycle.