If one thing is certain about COVID-19, it has accelerated the digital transformation of the world of work and for HR, this presents a very unique challenge.
In the lead up to 2020, it was widely agreed upon that HR needed to accelerate beyond the early stages of its digital transformation journey, and mature at a more rapid pace as we neared 2020. Fast forward to the unpredictable reality of 2020, and HR albeit still early stages, now find themselves in a rapid state of accelerated technology adoption.
The sudden rush to work from home has highlighted significant deficiencies across many companies whole technology ecosystems, with HR as no exception. Like it’s counterparts, HR are now challenged with reviewing and rebuilding their ecosystems, despite the infancy of its digital literacy skills and digital capabilities.
This masterclass has been designed to explore the tools and strategies to help HR with building a digitally enabled workplace with new technologies.
Philippa Penfold (known as Pip) is the CEO and Co-Founder of People Collider, a company whose purpose is to educate HR professionals about new technologies.
Throughout her 20-year corporate HR career Pip managed many technology implementations and supported HR functions and companies with their digital transformation. Today she educates HR about new technologies (AI, Blockchain, RPA etc) and technology ecosystem design to solve their talent related problems and prepare them for the future. Pip also provides expertise to emerging HR technology companies as an Advisor, teaches Human Capital Innovation to Master students at the Singapore University of Social Sciences and MBA and Master of Business Analytics students of the Kaplan Business School. As the Researcher for “The State of HR & Technology in APAC” survey, Pip also has unique insights into the development and evolution of HR professionals as they adapt to Industry 4.0.
Pip holds an Executive MBA from the top-ranked Kellogg-HKUST program, as well as a Master of Science in Human Resource Management, a Postgraduate Diploma in Strategy and Innovation from Oxford University’s Säid Business School and a Postgraduate Certificate in Change Management from the Australian Graduate School of Management. Pip is a certified Global Human Resources Professional (GPHR) through the Human Capital Institute, a Senior Certified Practitioner (SHRM-SCP) by the Society for HR Management in the US and holds professional credentials with the Australian HR Institute (CAHRI) and UK CIPD (MCIPD).
Measuring, managing and mitigating the risks and inherent challenges and trade-offs that come with applying new technology is both critical and difficult. While some groups only espouse the benefits and cool-factor of these technologies, HR needs the knowledge and capability to analyse and critique their application to their business. In this session, we will address these elements head on, enabling participants to make informed decisions for their business and function.
The complexity of the HR Technology ecosystem has increased substantially over the last 10 years, creating a web of tools and functions that can even make an IT professional dizzy! As we move to a more complete virtual world, this ecosystem is expected to increase in complexity. In this session, we will work through maps and framework to help participants unravel the web and create a simpler yet more effective ecosystem design for a virtual future.
The hundreds of HR technology options available today increase the difficulties associated with making the right selection. As with any large financial investment, the due diligence process often derails the agility and fast decision making needed in today’s business. In this session participants will design an approach for fast and clear decisions that will support the employee experience they need to create within their company.
Whether we’re thinking about Big Data or Artificial Intelligence, Business Analytics or Chatbots, it’s impossible to separate data from technology in today’s workplaces. Too often though, decisions favour one to the detriment of the other. In this session we will explore how to construct a workplace that balances both, and puts the employee at the centre of the ecosystem.
HR professionals understand the importance of trust in a workplace and are familiar with Privacy legislation regarding employee data. But new technologies open a deeper level of challenges, including the use of business and employee data that, while legal, challenge the trust held between employee and company. With legislation lagging technology, it’s important for HR professionals to be aware of the potential pitfalls and challenges on the horizon, and how to effectively manage them before they ignite.