Oh the places we d better think about going

Transcription

1 Oh the places we d better think about going EAA STAFF & SPECIALIST CONFERENCE August 12, 2014 Presented by: Pam Renick Director Surveys and Business Research pam.renick@mranet.org

2 Oh the Places You ll Go Bang-ups and hang-ups Dark, unmarked streets Hung-Up perches The Slump The Waiting Place The Staying Place Weirdest wild space Playing against yourself

3 Oh the Places We ll Go Excel PeriscopeIQ SPSS SAS Qualtrics SurveyMonkey Salary.com Payscale.com We want to be Mind-Maker-Uppers

4 First. How Did We End Up Here?

5 Technology Game Changers I expect any screen to react to my touch and give me what I want when I want it. I live a connected lifestyle. My smartphone is the hub. Disruption Factor #1: Technology Evolution

6 Definition of App app Short for application Typically a small, specialized program downloaded onto mobile devices Source: Dictionary.com

7 Service Through Smartphone Apps Banking Automotive

8 Information Delivery Through Tablets Hospitality - Ordering Dinner Healthcare Empowering Patients Education

9 Generational Upheaval Millennials are the largest generation ever. Millennials are Digital Natives. They are the first generation who did not have to adapt to technology: it s always been there. Disruption Factor #2: Generational Upheaval

10 Millenials Best-Educated According to Pew Research, fully a third of older Millennials (ages 26 to 33) have a four-year college degree or more. They are the best-educated cohort of young adults in American history. Some of them will end up in HR positions, right?

11 Millenials Believe Technology Use Makes Them Unique Source: Pew Research Center

12 Big Data Comes to Human Resources Facebook has datafied our personal network. Google has datafied search. LinkedIn has datafied our professional connections. Twitter is datafying news and real time information. (Forbes.com, 7/14) Now we are developing models of employee retention, applying science to improve the selection, management, and alignment of people Disruption Factor #3: Big Data Comes to HR

13 The Future: The Datafication of HR Big Data and workforce analytics are forcing us to think about analytics, not metrics. Think about combining merged insights from: Merit increases Retention Recruiting Engagement Sales And delivering a total scorecard for a business, making us more like partners, and strategic allies.

14 Oh The Places We Should Go, But Technology Game Changers + Generational Big Upheaval + Data = We ve Had Market Disruption

15 Why We Miss/Don t Understand Disruption

16 The Decline of Newspapers Hits a Stunning Milestone Print ad revenues are now the lowest they've been since 1950, when the Newspaper Association of America began tracking industry data. Source: Jordan Weissman, 4/2014

17 Automotive Industry "Those days of going to six or seven dealerships to shop for a car are over. It is not going to happen again. Consumers are doing more research online ahead of buying. "This is the most dramatic change we've seen in the auto industry and how people buy cars in the last 50 years." (McKinsey Consulting) Source: cnbc.com, Americans Rethinking How They Buy Cars, Phil Lebeau, 2/2014

18 Banking In Bank 3.0, the message I want you to take away is that banking is no longer somewhere you go, but something you do. Customers will not judge you by your assets or rates, but about how simply and easily they can access banking when they need it. Brett King

19 Three Barriers to Understanding and Acting on Disruption 1. Failure to spot disruptive change early enough 2. Failure to allocate resources towards change 3. Failure to incorporate new initiatives into existing business model Source: Nieman Foundation for Journalism at Harvard, Scott Anthony, Clark Gilbert

20 So let s get ready to go there

21 7 Reasons HR Technology Is So Hot Today 1. HR software systems are aging. 2. Cloud HR software is easy to buy. 3. New User Interfaces are a top driver for replacement. 4. Companies have too many systems and are ready to consolidate. 5. The potential for Big Data Analytics is driving adoption. 6. Cloud technology makes it easier to switch vendors. 7. Talent has now become one of the most important issues on the mind of the CEO. Source: Josh Bersin, 05/2013

22 More Using HR Apps on Mobile Devices ADP Mobile Apps 1. View pay and tax statement 2. View and request time off 3. Track time and attendance 4. Punch in and out 5. Create timesheets 6. Send late arrival or absence messages 7. View benefit plan information 8. View retirement savings accounts and 9. View spending accounts Mobile is the preferred channel for employees. The effectiveness of tech devices is affecting the way we work in and out of the office. Gen Mobile not only insist on flexible work locations over higher salaries, they prefer Wi-Fi instead of wired connections. These expectations will continue to affect HR s ability to obtain and retain talent. Source: ADP Mobile, reported by SHRM, 03/06/2014

23 Magazine Apps HR Magazine Human Resource Executive

24 Apps for Job Seekers Glassdoor Indeed

25 Apps for Job Recruiters Bullhorn HireVue (Mobile interviewing)

26 1. Log into Company LinkedIn. 2. Employees submit feedback. 3. Track employee satisfaction. Morale.me Employee Engagement

27 Coaching App Rypple (Picked up by Salesforce Work.com)

28 Success Factors Mobile Employees Access Company Info

29 PeriscopeIQ Acquires Opinionmeter ( TouchPoint Mobile )

30 Characteristics of Good (Mobile) Apps Don t put the web, catalog or same-old on an app Do: Make it simple, easy Platform appropriate Make good use of smartphone or tablet Functionality valuable Content should fit a specific purpose, experience Deliver content appropriately (text, video, visuals, data) Fit the right demographic target Consider UI (User Interface) Visual impact, icons, text Consider input and output Must engage, be enjoyable

31 What MRA Members Say About Technology and Apps Source: MRA Survey Satisfaction Report, January 2014

32 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Insights MRA Members Want from Compensation Surveys Published data which represents your specific region 91% 80% 76% 94% 70% Survey data on searchable website More predictive analytics Historic, interesting trends related to positions and salaries Info which allows you to compare your region to a larger area Very interested Somewhat interested Somewhat disinterested Not at all interested What other insights are you interested in from Compensation and Benefits Surveys? 32

33 Interest in Accessing Survey Results 100% 90% 80% 70% 53% 45% 28% 60% 50% 40% 30% 20% Very interested Somewhat interested Somewhat disinterested Not at all Interested 10% 0% Online calculator An MRA app A mobile device How interested are you in accessing Survey results via 33

34 MRA is Using and Educating about PIQ s On-Demand Salary Tool

35 Writing about the Importance of Two-Clicks Access Manage Data Overload: HR professionals should be able to zoom in, not zone out of the basics.

36 MRA Won a Custom Survey Job Primarily Because of the On-Demand Tool Well over half of the potential participants attended an MRA webinar on the On-Demand Tool.

37 The Mountain is Waiting So Get On Your Way! DISCUSSION: Do you think we understand market disruption factors? How are you using technology and apps? Are you prepared for the impact of the Millenials? Are you able to plan for a potential new model for surveys?