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Read the Latest Insights on Talent Management and People Development in Practice

Most of us are familiar with the idea of a Catch-22.  While it originally referred to a military rule in Joseph Keller’s 1961 masterpiece of the same name, we now use it to apply to any time you are caught in a frustrating situation, trapped by contradictory regulations or conditions. […]

Read the Latest Insights on Talent Management and People Development in Practice

Most of us are familiar with the idea of a Catch-22.  While it originally referred to a military rule in Joseph Keller’s 1961 masterpiece of the same name, we now use it to apply to any time you are caught in a frustrating situation, trapped by contradictory regulations or conditions. I think most of us can cite numerous examples of Catch-22 scenarios in the workplace, but recently more data has come to light to suggest HR and talent management, in particular, is currently plagued by a very troubling Catch-22.

Together with the Fosway Group, SumTotal recently completed extensive research into what’s working in talent management today and what isn’t. The work builds on a previous collaboration between our organizations, Transforming Talent in the Modern Workforce, which looked at how the workplace is transforming and the impact technology is having on this new order. This time we wanted to take a closer look at what’s happening in workplaces and HR teams across EMEA.

The results from the study highlight some common trends that stem from the fact that work is changing so the way organisations attract and retain new talent needs to change. However, while we can all agree on this impact, the question we asked is are HR departments meeting this expectation in the real world?

Not quite. Only 4% of enterprises have fully completed the digital transformation of their people functions. The majority (62%) are still in the process and therefore, yet to fully realise the full effects of digital transformation. In other words, most are still missing out on the potential of HR moving from being a “translator” of people processes (absence management, payroll and recruiting) into a strategic influencer and enabler for organisational success.

Crisis in innovation in HR

Almost 70% of those we surveyed believe their HR systems are not fit for the modern workforce. That’s an alarming figure given that everyone in the profession acknowledges that HR systems need to align with the expectations of both the employee and the business.  Only 9% think their tech is fully ready to meet employee expectations. I was surprised to learn that 33% are still using spreadsheets to execute their daily HR processes, and 14% are using nothing at all.

If you were to ask HR professionals why there is such a disconnect, I think most would agree that although HR needs to prove its ROI, it is hampered by its inability to automate and track the effectiveness of its practices. Here’s the Catch-22. HR needs to update its technology but to do so it needs to prove its worth and to do this, you guessed it, HR requires the technology to automate reporting.

Currently, HR is using these measures to prove impact and value:

When the conversation turns to areas like talent succession and workforce management, it gets even harder with over two-thirds saying they find it difficult to measure their effectiveness.

Making it even more challenging for HR is the reality that only one in three operates with a significant demand to prove their value add and a quarter have little or no demand. Again, we have a situation where there are no metrics to demonstrate the quantifiable impact; therefore, it is hard to prove the worth of HR efforts resulting in systems not meeting employee expectations.

Consequences of failing to live up to expectation in HR

Apart from the frustration felt by HR, there is also the issue around talent. Again, everyone is aware that we are facing a skills crisis so companies that excel in their talent management will be those companies that rule in the war for talent. Employees are looking at employer brand and are willing to switch employers to brands synonymous with developing its people and powering their careers. It is imperative now that HR systems have the features and capabilities to nurture and grow and deliver the experience workers find outside of their jobs.

 

Highlights from EMEA Perspectives 2019

 

As we finally draw breath after another hugely successful EMEA Perspectives, I’d like to take this opportunity to reflect on last week’s event. It was our biggest customer event to date – we had a record number of attendees -and I’m delighted to say that the day held true to my predictions. […]

 

Highlights from EMEA Perspectives 2019

As we finally draw breath after another hugely successful EMEA Perspectives, I’d like to take this opportunity to reflect on last week’s event. It was our biggest customer event to date – we had a record number of attendees -and I’m delighted to say that the day held true to my predictions.

Our SumTotal breakout sessions proved to be popular – it was standing room only as we discussed several topics, including talent development in the employee lifecycle, the SumTotal Organisational Maturity Index, the latest and greatest product releases for 2019 and finally the benefits of using the SumTotal mobile app. These are exciting times for HR professionals as the changing nature and makeup of the work landscape sees our role shift and move to the center of an organisation.

Other highlights of the event include: Ron Hovsepian, Skillsoft’s Executive Chairman, kicked off the day with a comprehensive overview of SumTotal’s operating strategy for the coming months. As the lines between talent and learning blur, SumTotal customers are ideally positioned to navigate through this new terrain, and we are here to help you with every step. Further reinforcing our position as content agnostic SumTotal has added new platform relationships like LinkedIn Learning and Udacity to our growing library of content aggregation partners. Customers now have access to an even broader range of content across numerous domains. SumTotal is also continuing to promote the idea of learning in the flow of work, and to this end, we have enhanced our mobile and consumption experience with enhancements to capabilities and functions that include push notifications and the ability to launch content outside the learning management system (LMS). In addition, new partnerships like that with IBM Watson Talent means customers can expect to see a frictionless journey from recruitment through to onboarding and development at your fingertips.

Morné Swart, VP of Global Product Strategy, talked about the three D’s – digitisation, digitalisation, and digital transformation. He spoke eloquently and passionately about the fact that everyone is embracing people development and while executives are in agreement of the theme, often CEOs and CHROs disagree on how to accomplish this objective. He encouraged everyone to own their organisation’s story that to let Glassdoor and other recruitment resources become the voice for your brand is not a good idea or strategy. Morné stressed that with the UK enjoying its lowest unemployment rate since 1973, attracting and retaining the desired talent is going to get more difficult, which is why it is imperative that companies look to develop internally. Develop intelligently, mindful of the current challenges employees face daily.

Employees today are overwhelmed.

Sheri Zee, Skillsoft’s SVP of Talent and Culture,  took the audience on a journey through the Skillsoft employee experience and how Skillsoft and SumTotal are working to #MakeWorkMatter. How? Everything from employee spotlights, employee recognition cards, social media campaigns, and video clips are all components of an overall strategy designed to improve company culture.  We use the SumTotal onboarding module for recruits, and while we got rid of the annual review, SumTotal uses the 30 x 30 continuous feedback model on its employees.

Our keynote speaker, Shivvy Jervis, was phenomenal. While on the one hand, Shivvy shared her excitement and passion for all things tech, she did ultimately remind us that humans will always play the central role in the workplace. Given that she spends her time travelling the world following the latest technology trends, here is her list of the top four technology areas to have on your radar:

  • Emotive AI: this is referring to the bots or avatars who will help people complete tasks with a human touch. Already such digital humans exist in the form of Xinhua’s AI anchor and Sophie Air New Zealand’s digital customer service rep.
  • Next Gen Data: Currently, 80% of data is dark or unknown. This figure will change as the flood gates open, giving organisations access to untold amounts of data for analysis and application.
  • How will we interact with the future workplace: We can expect to see more virtual reality, a more immersive workplace, and the use of augmented reality to boost engagement.
  • Digital identity: 42% of security breaches stem from within the organisation. With the average cost of a data breach hovering around the £3 million, companies want to change this abysmal figure. Expect to see the introduction of biometrics as the first line of defence. Shivvy spoke of examples like a heartbeat ID or a brainwave ID.
Shivvy’s prediction about the new jobs of the future.

Torsten Schuhardt, the Learning and Development manager for JYSK, part of the Dänisches Bettenlager group, gave a candid account of moving from instruction-led-training (ILT) to online learning. Making this transition even more challenging is that JYSK operates in retail where most of the employees will access this learning on their own devices and on their own time. However, despite these obstacles, the transition is a success with an estimated €430,000 in cost savings. Additionally, they now have a way to identify talent and prospective leaders, so it’s a win-win.

Torsten talking about training retail talent.

As the CEO of Fosway Group, Europe’s leading HR industry analyst, we’ve all come to expect rich and in-depth insights from David Wilson. He didn’t disappoint. He showcased Fosway’s latest findings illustrating just how ill-prepared most organisations are for the modern workforce. He also reminded everyone just how much technology is impacting HR and why everyone in the industry needs to be aware of artificial intelligence and robotic process automation (RPA), and how each is changing the profession. David also gave his predictions for the top three ways technology will be adopted in an organisation:

  • Predictive analytics
  • Chabots
  • AI-led candidate recruiting

 

I want to thank everyone who joined us at the Royal Lancaster and look forward to seeing you all again in 2020.

Participate in our Exciting New Research with Fosway Group!

Got a spare 20?

I’m talking about minutes, because that’s all it takes to complete a Fosway and SumTotal survey, but the results will give us a wealth of data.

Data we will then use to paint the most current and accurate landscape of learning and talent management in organisations across EMEA. […]

Got a spare 20?

pexels-photo-147408

I’m talking about minutes, because that’s all it takes to complete a Fosway and SumTotal survey, but the results will give us a wealth of data.

Data we will then use to paint the most current and accurate landscape of learning and talent management in organisations across EMEA.

Why is this information important to us?

Because we will use this invaluable material as we continue to design and create world class eLearning and HCM tools. Our thinking is, how can we know what you, the customer, wants unless you tell us? And here is your chance to do so. Your time to let us know what is working and what isn’t, what we need to change and how we can change.

And hey, if you haven’t got 20 – how about 5 or 10?

You don’t have to finish it in one sitting, you can return to the survey and resume where you left off – just don’t forget to save your data as you complete the form.

And I know how hectic your schedules are so why should you invest time answering our survey?

For loads of reasons, but primarily because this is a great opportunity to have your say, your voice heard, in a project run jointly by us and Fosway, Europe’s #1 learning analyst and who, for over 20 years, have provided unique insight into the world of corporate learning technology and innovation.

Be a part of the solution, the future.

When do you get the results?

The results will be officially announced by David Wilson, 16th May at our EMEA Perspectives event, but all those who participated in the survey will receive their own results report first.

To complete the survey https://www.surveymonkey.co.uk/r/SSST17