Evolving HR Tech

I've been reading about how some companies in China are taking extra steps to monitor their employees during work hours. They're utilizing advanced technologies like artificial intelligence (AI) and computer vision systems - basically smart cameras - to keep an eye on staff activities and ensure that time is spent productively. 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐜𝐨𝐦𝐩𝐮𝐭𝐞𝐫 𝐯𝐢𝐬𝐢𝐨𝐧 𝐟𝐨𝐫 𝐭𝐡𝐨𝐬𝐞 𝐭𝐡𝐚𝐭 𝐝𝐨 𝐧𝐨𝐭 𝐤𝐧𝐨𝐰? It allows computers to interpret and understand visual information from the world, similar to how humans use their eyes and brains. In this case, cameras equipped with AI can recognize patterns and behaviors, distinguishing between work-related activities and potential distractions. 𝐖𝐡𝐲 𝐀𝐫𝐞 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐃𝐨𝐢𝐧𝐠 𝐓𝐡𝐢𝐬? The primary goal in their mind is to minimize downtime and ensure that employees are focused on their tasks, and by analyzing work patterns, companies hope to identify inefficiencies and improve overall operations. 𝐓𝐡𝐢𝐧𝐠𝐬 𝐭𝐨 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫: - Privacy Concerns: Constant surveillance can feel intrusive. Employees might worry about their every move being watched, which can lead to stress or decreased job satisfaction. - Trust and Morale: Over-monitoring can signal a lack of trust, potentially harming the relationship between staff and management. - Legal and Ethical Implications: Different countries have varying laws about workplace surveillance. There's also an ongoing debate about the ethics of such practices. While technology offers tools to enhance productivity, it's important to weigh these benefits against the potential impact on employee well-being and privacy. Open communication about how and why these technologies are used can help, but it's crucial to consider the human element in these decisions. Is the use of AI and surveillance in the workplace a step forward for efficiency, or does it cross a line in terms of privacy? #innovation #technology #future #management #startups

Rolling out a WFM tool in a company with hundreds or thousands of seats across multiple locations? Here are the common mistakes and how you can avoid them. Common Mistakes: ❗️Not involving major stakeholders in the decision process ❗️Getting overly ambitious with the implementation plan ❗️Being eager to have the system implemented yesterday, which leads to skipping major steps in the process ❗️Having all hands on deck until business realities kick in, at which point there are no hands on deck ❗️Focusing solely on the implementation and disregarding post-implementation activities Implementation Survival Kit: ✅ Conduct a thorough discovery before deciding on a vendor. This includes documenting your requirements, sharing them with the vendor, and ensuring there is a documented understanding of what can and cannot be done. ✅ Prepare a realistic timeline that accounts for your business activities, plans, known events, absences, etc. It's unrealistic to think you can pull everyone into the implementation and still run the business smoothly. ✅ Change management is a crucial part of the process—not just a PowerPoint slide with the new vendor's name. Pay attention to communicating and discussing “What will this change mean for ME?” for every affected role. ✅ The system is live—great! But you'll still need time to adjust and provide ongoing support. While the switch flips in the tech sense, people will make mistakes until they learn the system. Looking for someone to support your global rollout? I’d love to take this journey with you 💜 And as the post became too lenghty to fit in everything, what other struggles you have seen and how do you suggest to resolve them? Happy Monday! #workforcemanagement #resourcemanagement #wfm #resourceplanning

An interesting moment...I was recently offered a VP People role. I declined bc I'm happily obsessed with building Included. But the offer is on trend: what tech companies really want in HR leaders is the founder's obsession with measuring everything. They were after my ability to track people metrics – so here's what tools I would use in my first weeks as an HR leader to start measuring: 1. Calendar data - a secret weapon. The magic number? 30% cross-functional meetings. Less than that? Your teams are working in silos. Leverage this early signal as a conversation starter with leader - get transparent about where the info came from to demonstrate early data-driven signals. 2. Survey data & the one metric matters most. Teams with >15% engagement gap from company average in growth scores. Those are your problem spots. Begin bonding with the top layers of execs in those teams right out of the gate to enable early visibility. 3. HRIS data - it's hiding retention triggers: 18 months without a promotion + comp below market rate = resignation risk. Get to the info fast and act as a "retention guru." Over the next 3 days I'm going to break down how to implement each of these. • Bite sized action plans • Tool recommendations • Easy hacks to metrics Follow along if you want to level up your people analytics game 📈 or...if you want to get scouted for an HR leadership role! 🙃 #PeopleAnalytics #HR #Leadership #CHRO #First90days #VPHR #AI #AIforHR #Worktech #HRTech #Femalefounder #WomeninAI #HiringStories

At the beginning of 2024, I met with a CHRO who was struggling with this challenge. How do we build a workforce strategy that isn’t just about hybrid work, but also about meaning, growth, and belonging? Their challenge wasn’t unique. Across industries, leaders were waking up to a harsh truth: employees weren’t just looking for jobs, they were searching for experiences that valued them as individuals. Fast forward to today, and the biggest win in HR this year has been the rise of personalised employee experiences. HR finally moved beyond one-size-fits-all approaches to truly focus on people-first strategies. Leveraging AI and data, organisations started tailoring experiences, from learning opportunities and career paths to benefits and work schedules, to match individual needs. But why is this so significant? Because for years, we talked about “the future of work.” In 2024, we started living it. And it’s not just about technology; it’s about creating environments where employees feel seen, heard, and valued. As per Gartner, 82% of employees in organisations with personalised experiences report higher engagement. What makes me proud isn’t just the technology, it’s the shift in mindset. HR has shifted from being reactive to proactive. It’s no longer just about managing workforces, it’s about enabling them. And this development is not just a win for organisations; it’s a win for humanity. Now in 2025, I want to see the scaling of these personalised experiences while keeping empathy at the center of every decision. So, what’s one development in your industry that made you proud in 2024?  #hrtrends #peoplefirst #2024reflections

From Data to Decisions: Transforming HR with Talent Intelligence Hub Building a robust talent strategy can sometimes feel like assembling IKEA furniture without the instructions – you have all the parts (jobs, skills, competencies) but need the right guidance to put them together. That’s where SAP SuccessFactors Talent Intelligence Hub (TIH) steps in. As a free component of the SuccessFactors Platform, TIH is designed to help organizations seamlessly connect jobs, skills, and growth opportunities. The recent blog by SAP Community’s Product and Topic Expert, Rinky Karthik, outlines a clear roadmap for TIH adoption, emphasizing that the key to success lies in: • Starting Small: Begin with a pilot in a single business unit or job family. • Clean Data is Critical: Ensure your data is accurate and well-organized to power meaningful AI-driven insights. • Strategic Implementation: Map out your talent and job strategies, and gradually expand your approach as you refine your processes. As 2024 has transformed the SAP SuccessFactors HCM suite through significant innovations and strategic partnerships, embracing TIH now can set the stage for a smarter, more agile workforce in 2025 and beyond. Ready to take the first step? Discover more about how to get started with TIH in the full article: https://lnkd.in/e8SPGeks #TalentIntelligenceHub #SAPSuccessFactors #HCM #TalentManagement #HRTech #Innovation

How to Get 10X More Productivity 🚀 The way we build teams is broken. For decades, org charts grew by adding headcount. If you needed more output, you hired more people. But that model is collapsing: • Budgets are flat or shrinking • Productivity growth is stagnating • Most employees spend 40% of their time on repetitive tasks (Deloitte) At the same time, the opportunity has never been bigger: • AI can now automate 60–70% of knowledge work tasks (McKinsey) • Early adopters see 20–30% productivity gains in year one • One person, with the right digital workforce, can match the output of an entire department => This is the rise of the digital worker: AI copilots, agents, and automations that sit alongside humans as part of the org chart. Hiring in the Age of Digital Workers When you hire someone today, you’re not just hiring a single individual. You’re hiring a conductor of an orchestra of AI resources. Take marketing as an example: Hiring one marketer should mean bringing in someone who knows how to activate AI agents for content, social, SEO, ads, analytics, personalization, and more. One human → multiplied by dozens of digital workers. Now extend that logic: • A finance hire who commands AI for forecasting, compliance, and reporting • An operations hire with AI copilots for supply chain, scheduling, and workflow optimization • A sales hire backed by AI prospecting, outreach, and CRM automation 5 Principles for Building a 10x Org in 2025 1️⃣ Hire for orchestration, not execution Your team should be experts at leading digital workers, not drowning in manual tasks. 2️⃣ Expect leverage, not headcount One skilled human + AI = output of 5–10 traditional FTEs. 3️⃣ Prioritize adaptability Tools will change fast. What matters is the ability to design workflows where AI compounds human creativity. 4️⃣ Measure outcomes, not hours Redefine productivity in terms of revenue, margin, CAC, cycle time, and customer experience — not time spent. 5️⃣ Redraw your org chart Start with the human role at the top, then map the AI digital workers that multiply their output. That’s your real architecture of the future. Next time you ask, “Should we hire one person?” Ask instead: “What digital workforce comes with them and how much more can they deliver from day one?” This is not the future. It’s the architecture of hiring today for any startup. Or any company that wants 10x productivity. If you had to hire one role right now, with 10x productivity in mind, which would it be? Drop your comment below and let's have a discussion. #AI #Productivity #Hiring #Career

Day One of Dreamforce wrapping up. What a great experience! Met Mark Benioff, will.i.am, a few humanoid robots, and old and new friends. One phrase kept coming up: "Digital Labor." Not "AI tools." Not "automation." Digital labor. It's a fundamental reframing of enterprise tech, and we're watching the emergence of an entirely new economic model. 🔄 THE SHIFT FROM TOOLS TO LABOR For decades, we bought software as TOOLS - CRMs, ERPs that made humans more productive. Agentforce 360 is different: you're hiring digital labor. AI agents that DO the work, not just assist. Example: Salesforce handling 1.8M customer conversations with agents. That's a digital workforce. 👥 THREE TYPES OF DIGITAL WORKERS 1️⃣ Customer-facing → Heathrow's "Hallie" (83M passengers), Indeed's onboarding agents  2️⃣ Employee-facing → Recruiting agents, IT service agents  3️⃣ Workflow → Data processing, compliance checks 💰 THE ECONOMICS Traditional: Fixed costs, linear scaling, geographic constraints, training in weeks Digital labor: Variable costs, infinite scaling, no constraints, training in minutes Salesforce increased proactive outreach 40% without proportional headcount increase. That math only works with digital labor. ⚡ WHAT MAKES THIS DIFFERENT ✅ Conversational - Slack as "Agentic OS" makes digital labor feel like colleagues  ✅ Contextual - Data 360 gives agents access to ALL company data  ✅ Integrated - Embedded in workflows, not parallel systems  ✅ Governed - Audit trails, compliance monitoring, performance analytics 🤔 THE HARD QUESTIONS How do you manage a workforce that's 60% human, 40% digital? What does "headcount" mean when you can deploy 1,000 digital workers instantly? How do CFOs model P&L when labor costs are variable not fixed? Who manages digital labor - IT, business units, or a new role? 💬 WHAT CUSTOMERS ARE SAYING Linda West (Indeed): "We're looking at 100 different use cases to remove day-to-day responsibilities so our folks can have more impact." Not replacing humans. Redefining what humans spend time on. 🎯 MY REFLECTION We're not deploying AI agents. We're architecting a new labor model. Companies that master hiring, deploying, and managing digital labor alongside human labor = fundamental advantage. Companies treating this as "another IT project" = stuck in pilot purgatory. Salesforce betting Agentforce 360 is the infrastructure for the digital labor economy. 12,000 customers testing that bet. Tomorrow: governance, trust, compliance challenges. If you're "hiring" 10,000 digital workers, you need HR policies for AI. More from Day Two soon 🌙 #Salesforcepartnership Kate Strachnyi Pascal BORNET

𝗠𝗼𝘀𝘁 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗵𝗮𝘃𝗲 𝘆𝗲𝘁 𝘁𝗼 𝗳𝘂𝗹𝗹𝘆 𝗱𝗲𝘃𝗲𝗹𝗼𝗽 𝘁𝗵𝗲𝗶𝗿 𝗣𝗲𝗼𝗽𝗹𝗲 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀, 𝘄𝗶𝘁𝗵 𝗼𝗻𝗹𝘆 𝟭𝟬% 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹𝗹𝘆 𝗱𝗿𝗶𝘃𝗶𝗻𝗴 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘃𝗮𝗹𝘂𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗶𝘁! 💡 The goal of people analytics is to solve complex business problems, which requires going beyond data analysis to drive actionable outcomes. 📈 Over the past two decades, people analytics has evolved into a profession, fueled by the explosion of data and the increasing importance of human capital in business success. 📉 Despite this, only 6% of business managers are equipped to analyze and explain data, and just 12% of companies provide data interpretation training. 🚀 High-performing people analytics teams adopt a business-centric, holistic approach, focusing pragmatically on driving actions, according to a new interesting research published by The Josh Bersin Company in partnership with Visier Inc. using data 📊from a survey of 469 organizations in 50 countries representing 10 million employees, along with numerous in-depth discussions and interviews. ❗️ Researchers have uncovered alarming statistics about data in most organizations lacking a People Analytics strategy: ❌ Only 44% of organizations share data-driven insights with line managers and only 15% with employees. ❌ Only 7% of companies are effectively using predictive modeling and data storytelling capabilities. ❌ Only 4% of companies have a strategy for incorporating generative AI into people analytics, and most are not applying AI at all 📍 Finally, researchers outline three key steps in the Journey to Systemic Business Analytics : ✔️ Identifying and prioritizing the most important business challenges. ✔️ Deeply understanding root causes and the problems behind the problems ✔️ Driving for operational and strategic actions. ☝️ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬: As a People Analytics practitioner and leader, the findings of this wonderful report don’t surprise me. I’ve observed that the maturity level of People Analytics remains quite low in most organizations, particularly in Europe. One crucial point missing from this report—likely due to its association with a PA software vendor—is the necessity for organizations to appoint a People Analytics leader. This leader is essential for crafting an adaptable People Analytics roadmap within a data-driven strategy. The success of a People Analytics journey doesn’t hinge - on tools or consulting firms alone - it depends on placing the right People Analytics professionals in key positions to understand and leverage your data and strategy effectively ! 🙏Thank you The Josh Bersin Company researchers team for sharing these insightful findings: Josh Bersin Kathi Enderes Dave Ulrich George Kemish LLM MCMI MIC MIoL ✍ How do you think organizations can reach an advanced level of People Analytics maturity? #peopleanalytics #businessanalytics #analytics #datadriven

Moderna Is Redefining Work With 3,000 AI Assistants In a striking move that shows how deeply AI is reshaping business, biotech firm Moderna has merged its human resources (HR) and technology departments under one leader: Chief People and Digital Technology Officer, Tracey Franklin. So, what’s behind this shift? ► At the core are AI assistants Moderna developed with help from ChatGPT’s creator, OpenAI. These custom GPTs are tailored to Moderna’s needs. ► Think of them as trained AI assistants that handle specialized tasks, from selecting doses during clinical trials to drafting responses for regulators. ► For instance, a “virtual HR agent” now answers employee questions that once required junior staff. Moderna currently uses over 3,000 custom GPTs, a clear sign AI is deeply embedded into daily operations. 🤯 A new way to think about teams: ► The success of these AI assistants has sparked a broader rethink of team structures: What still needs a human, and what can AI do? ► Some roles are being reshaped, others phased out. ► I would really like to understand how Moderna is retraining employees, so they’re not replaced but empowered with AI. One thing is clear: while many companies bolt AI onto old processes or build “digital transformation” teams, Moderna is going further. It is rebuilding its entire organization around a human-AI workforce. This is a wake-up call for HR leaders everywhere: Your role isn’t going away—it’s expanding. More complexity. More responsibility. Definitely learn more about AI and organizational change to take on this new opportunity. Watch this video where Moderna’s Tracey Franklin shares how custom GPTs help her communicate better with the Executive Committee. 📷Video: Fortune #AI #Technology

Most waited feature: SAP brings shift scheduling home — no integration, no sync, no guesswork. The latest SAP SuccessFactors Workforce Scheduling capability marks a major milestone in time management transformation. For the first time, HR leaders can: 1) Create weekly and monthly shift plans within SuccessFactors 2) Align staffing with real-time production demand 3) Auto-match employees based on skills, certifications, and availability 4) Sync shifts seamlessly with Time Tracking and Payroll No more juggling third-party tools. No more data sync delays. Also roadmap defined, SAP announced upcoming extensions: 1) Smart Shift Proposals: AI-generated schedules (based on demand, skills, holidays). 2) Joule Integration: Conversational “Create next week’s schedule for Plant 01” capability. 3) Integration to Payroll Costs in Business Data Cloud. Everything — from demand to shift to pay — now flows within one intelligent platform. It’s efficient, compliant, and AI-ready. This is how HR and Operations finally converge under a single source of truth: SAP SuccessFactors. #SAP #SuccessFactors #WorkforceScheduling #AIinHR #SAPTimeTracking #DigitalHR #ShiftPlanning #HXM #RetailWorkforce #ManufacturingWorkforce #LogisticsWorkforce #healthcareWorkforce