World-leading EX insights

This is the third article in my “Digital HR Value” series. It covers the digital HR building block ‘Applification and Machine Intelligence’ from our digital HR model, with a focus on Artificial intelligence (AI). AI is changing our lives in many ways. From automation of repetitive time-consuming tasks, to the

The argument for proactively managing the customer experience of HR (CxHR) is clear: organisations who successfully deliver on the ‘moments that matter’ (such as recruitment, onboarding, relocation, life event etc.) can positively influence employee engagement, with tangible benefits to retention and discretionary effort. For the more transactional interactions with HR

Most companies face the effects of the VUCA world. They are operating in volatile, uncertain, complex and ambiguous conditions –  in this environment speed is decisive. The challenges are obvious: Right application of talent to the right job at the perfect time. In this endeavor, time is often the vital

This is the second part of a series on the business value of a digital HR agenda. This blog focuses on how HR technology, specifically ‘applification’ and machine intelligence, will lead to a more effective HR function.     Introduction Cloud computing has triggered a huge investment wave for HR

As a consumer of various services, like banking, I’m occasionally frustrated by the surprising complexity of doing simple things, stuck in some multi-layered voice system or surfing across internal silos (sometimes in an endless loop) when trying to resolve an urgent problem. I like to complain about customer service as

This article is the first of a series of blog entries on the business value of a digital HR agenda. This part will focus on ‘Customer Experience of HR’ (CxHR), and more specifically on agile service design and customer experience management.   Introduction There are several ways in which HR

Companies are struggling to build a digital roadmap for their HR function. But is it a good idea to implement one at all? The answer is: Yes, absolutely. We are in the midst of the 4th industrial revolution, the world of work is changing faster than ever before, it is

Employees and HR functions alike find themselves on the eve of the fourth industrial revolution. The World Economic Forum states that current changes are so severe in respect to their velocity, scope, and systems impact that they will most likely profoundly affect our way of living, working, and relating to

The world of work is changing at a faster pace than ever. Nobody knows exactly what the future of work will look like. Yet there are stable trends that help to predict how we will work in the coming decades. An easily accessible model describing tomorrow’s today is hinting at

No doubt – HR is not exactly a data savvy function: Between 80% and 100% of CEOs require strategic decision support informed by people data, yet less than 20% of them receive such information from the HR function. That message is well understood by HR: In our recent research, European