The technology revolution has swept away most vestiges of the old ways of business. But not all. Now the HR department is about to be disrupted, writes ARTHUR GOLDSTUCK.
There is hardly a mainstream business that has not been transformed by technology, yet the management of human resources (HR) remains stuck in early 20th century mode.
This is ironic, considering the massive emphasis placed on young workers and the new generation of job-entrant. The problem is that buzzword are being used to paper over the cracks in the system. The term “millennial” has become a convenient byword for describing this new kind of employee, despite the fact that the 17-to-37-year-old age group it defines is utterly meaningless.
The result is that, while tremendous effort is made to attract young talent, little is done – outside youth-oriented brands like Google and Facebook – to retain them. Performance measures and reward systems may well be in place, but little is done with the huge amount of data collected in the process, and little effort goes into understanding what makes employees tick, and what contribution HR can make to the business.
Yet, in the age of big data and artificial intelligence, human resources should be given as much emphasis as sales, marketing and the customer experience – currently the obsession of most big businesses.
This gap explains the massive growth of a business like SuccessFactors, which provides human capital management software solutions via the cloud. Listed on the NASDAQ exchange in 2007, it was acquired by SAP in 2011 and now serves more than 6 000 companies and 45-million subscribers across more than 60 industries.
“A lot of people believe on-boarding ends when someone is sitting in their office,” said Stefan Ries, chief human resources officer of SAP, opening last week’s SuccessFactors SuccessConnect 2017 conference in London. “It doesn’t stop there. You need to check it after 30 days, after 60 days, after 90 days.”
Ries was brutal in his assessment of the failings of HR. But he was equally frank in what needed to be done, providing a roadmap for businesses that are ready to evolve in the way they manage employees. Even those who have moved from thinking of staff as customers had not caught up to the way other areas of their business were being disrupted.
He outlined the five key elements that matter most in the new HR roadmap:
“HR needs to deliver much more experience. Stop calling employers and managers customers; they are consumers. It’s not only about employees, but also managers, contingent labour, the retired workforce, as well as new candidates. They all want to have a consumer experience. It’s all about usability, simplification and performance. We need to think and act as if we’re in a consumer business, and we must be ready for the next big thing: mobile and conversational HR.
“We in HR need to measure much more strongly our impact versus the activities we are performing. Within the cloud environment, you need to deliver HR services anytime, anywhere, on any device. If you can’t do that, you won’t attract talent from the younger generations. We have to understand how cloud services can help us to have high employee engagement and to be a more attractive employer of choice.
“We need to continue to get much more fluent in data analytics. We have the tools available. We are hiring data analysts in HR, and that job description didn’t exist four or five years ago. Integration of machine learning is very important, but it’s not in isolation or separate; it must be fully embedded.
“How jealous are we of the finance department? Business loves them because they have the numbers that define the business. We need to work hand in hand with them, and our numbers must be seen as an important business metric. Sales, marketing, finance and HR must all come together to enable us to make the right business decisions.
“Social media and social commitment really matters. In the solutions we offer, we must capture the needs of the younger generation. They are much more embedded in the social media environment. These generations have a clear determination in their minds that they need purpose in their jobs. What can they do to help the company make an impact and improve the way we live on this earth? We must continue to invest in corporate social responsibility.”
Later, at a media briefing, Ries offered the flip side of the coin: how to look after the older generation that may feel left behind by digital transformation.
“On the one side you’ve got to listen to the younger generation, but on the other side have to pay attention to other generations. You have customers out there with managers and leaders in their 50s or 60s who may say, ‘Why bother?’
“They will bother if they see the benefits, that they have to work for another 10 to 15 years and can experience the advantages of the new approach. And at home they are confronted with the same challenges with kids or in the broader family. The magic word is integration.”
A company that seems to have got it right is the venerable automotive brand, Jaguar Land Rover.
“We thought we would have a lot of rejection of the whole concept, so we geared up for putting out fires, and over-supported people through the change,” said Jon West, the company’s director of manufacturing HR and employee relations.
“Actually, we found that there was a high level of acceptance,” he told media at the SuccessConnect conference. “A significant amount of people in the organisation – forty per cent of employees – are older people who’ve been with us for a long time. But over time we brought in a lot of new people, and they were expecting this new approach. We’re lucky we have such well-established, premium brands, and we have to make sure our HR practices do the brands justice.”
Android Go puts reliable smartphones in budget pockets
Nokia, Vodacom and Huawei have all launched entry-level smartphones running the Android Go edition, and all deliver a smooth experience, writes BRYAN TURNER.
Three new and notable Android Go smartphones have recently hit the market, namely the Nokia 1, the Vodafone Smart Kicka 4 and the Huawei Y3 (2018). These phones run one of the most basic versions of Android while still delivering a fairly smooth user experience.
Historically, consumers purchasing smartphones in the budget bracket would have a hit-and-miss experience with processing speed, smoothness of user interface, and app stability. The Google-supported Android Go edition operating system optimises the user experience by stripping out non-important visual effects to speed up the phone. Thish allows for more memory to be used by apps.
Google also ensures that all smartphones running Android Go will receive feature and security updates as they are released by Google. This is a major selling point for these smartphones, as users of this smartphone will always be running the latest software, with virtually no manufacturer bloatware.
Vodafone Smart Kicka 4
At the lowest entry-level, the Vodafone Smart Kicka 4 performs well as a communicator for emails and WhatsApp messages. The 4” screen represents a step up for entry-level Android phones, which were previously standardised at 3.5”.
The display is bright and very responsive, while the limited screen real estate leaves the navigation keys off the screen as touch buttons. It uses 3G connectivity, which might seem like an outdated technology, but is good enough to stream SD videos and music. Vodacom has also thrown in some data gifts if the smartphone is activated before the end of September 2018.
Its camera functionalities might be a slight let down for the aspirant Instagrammer, with a 2MP rear flash camera and a 0.3MP selfie snapper. Speed wise, the keyboard pops up quickly, which is a huge improvement from the Smart Kicka 3. However, this phone will not play well with graphics-intensive games.
Next up is the Nokia 1, which adds a much better 5MP camera, improved battery life and a bigger 4.5” screen. It supports LTE, which allows this smartphone to download and upload at the speed of flagships. It also sports the Nokia brand name, which many consumers trust.
Although the front camera is 2MP, the quality is extremely grainy, even with good lighting. This disqualifies this smartphone for the social media selfie snapper, but the 5MP rear camera will work for the landscape and portrait photographer.
The screen also redeems this smartphone, providing a display which represents colours truly and has great viewing angles. Xpress-on back covers allows the use of interchangeable, multi-coloured back covers, which has proven to be a successful sales point for mid-range smartphones in the past.
Huawei Y3 (2018)
The most capable of the Android Go edition competitors, the Huawei Y3 (2018) packs an even bigger screen at 5”, as well as an improved 8MP rear camera and HD video recording. The screen is the brightest and most vibrant of the three smartphones, but seems to be calibrated to show colours a little more saturated than they actually are.
Nevertheless, the camera outperforms the other smartphones with good colour replication and great selfie capabilities via the 2MP front camera – far superior to the Nokia 1 despite the same spec. LTE also comes standard with this smartphone and Vodacom throws in 4G/LTE data goodies until the end of September 2018. The battery, however, is not removable and may only be replaced by a warranty technician.
Comparing the 3
All three smartphones have removable back covers, which provide access to the battery, SIM card and SD card slots. The smartphones have Micro USB ports on the bottom with headphone jacks on the top. The built-in speakers all performed well, with the Y3 (2018) housing an exceptionally loud built-in speaker.
Although all at different price points, all three phones remain similar in performance and speed. The differentiators are apparent in the components, like camera quality and screen quality. It would be fair to rank the quality of the camera and battery life by respective market prices. The Vodafone Smart Kicka 4 performed well, for its R399 retail price. The Nokia 1, on the other hand, lags quite a bit in features when compared to the Huawei Y3 (2018), bwith oth retailing at R999.
SA gets digital archive
As the world entered the centenary of Nelson Mandela’s birth on Mandela Day, 18 July 2018, South Africa celebrated the launch of a digital living archive.
The southafrica.co.za site carries content about the country’s collective heritage in South Africa’s eleven official languages.
Designed as a nation building, educational and brand promotion web based tool, the free-to-view platform features award-winning photographic and written content by leading South African photographers, authors, academics and photojournalists.
The emphasis is on quality, credible, factual content that celebrates a collective heritage in terms of the following: Cultural Heritage; Natural Heritage; Education; History; Agriculture; Industry; Mining; and Travel.
At the same time as reflecting on the nation’s history, southafrica.co.za celebrates South Africa’s natural, cultural and economic assets so that the youth can learn about their nation in their home language.
Southafrica.co.za Founder and CEO Hans Gerrizen conceptualised southafrica.co.za as a means for youth and communities from outlying areas to benefit from the digital age in terms of the web tool’s empowering educational component.
“We can only stand to deepen our collective experience of democracy and become a more forward planning nation if we know facts about our nation’s past and present in everyone’s home language,” he says.
Southafrica.co.za, with sister company Siyabona Africa, is the organiser and sponsor of the Mandela: 100 Moments photographic exhibition that runs until 30 September at Cape Town’s V&A Waterfront-based Nelson Mandela Gateway to Robben Island. The 3-month exhibition, which runs daily from 08h00 until 15h00, is showcasing one hundred iconic Nelson Mandela images taken by veteran South African photojournalist and self-taught lensman Peter Magubane.