HRO Today Global Winter 2015 - 4

CEO's Letter
What HR Can Learn From Wayne Gretzky
Happy New Year! The turn of the year is literally the act of marking time. Not much changes from the last day of
December until the fi rst few days of January other than a calendar digit. But the New Year is the time for introspection
about what is to be accomplished and to also contemplate the future.
I have spent the last year visiting with many of the HR leaders and the HRO services and technology providers. Many of
these providers have " development paths " and " innovation " groups or executives. The internal HR functions have threeyear
plans to drive the business forward. I am reasonably convinced that much of this is window dressing and am likely to
irritate many of you in the reading audience as some of my opinions are a little controversial.
When asked why he was a transcendent talent in ice hockey, Wayne Gretzky famously quipped " because I try not to skate
to where the puck is but to where it is going to be next. " When we think about " next " in business, it is more than a few
days out or the turn of a calendar. The community responsible for the managing issues related to the workforce and labor
trends move in decades or generations.
Most of these programmes are about skating to where the puck is now. I hear a lot about optimising social media. Well,
social media is more than 10 years old now. Not that there is not more to do, but it's hardly cutting edge. I hear a lot
about improving the candidate experience through technology, but truthfully, in 10 years, the majority of the workforce
will be Millennials. This generation is " experiential " learners, and I have yet to hear anyone talk about how to tailor the
experience. It's more like " we think we know how to talk about at them. " (The ugly truth is that we were not even ready
to " talk " to them when they started entering the workforce.)
Innovation is an overused word. In HR, on any given day, there is so much to do that exhaustion prevents the simple of act
of looking above the parapet of the present into the future. As a result, there is very little talk about what happens in 10
years. What are the global and demographic forces at work? What should technology look like? What are the drivers of
education and culture today that will yield a talent pool of the future and what role should HR play in shaping them?
To be visionary, you have to take time to express vision and I am not sure that HR or the provider community is doing
enough. For our part, HRO Today Global will try to contribute-we don't think the media's only role is to criticise.
We are moving to help incubate a few things. We have invested in new predictive analytics fi rm Joberate, which can
predict-with accuracy-whether individuals will be looking or are looking for a job based on their online behavior.
It's a radical HR application executing based on similar concepts that are used to track online consumers. Will it make
some people uncomfortable-yes. But eventually everyone will accept it. This is why Joberate has gotten so much media
attention. I personally believe predictive analytics is the next frontier in technology.
We will be partnering with a new consulting organisation called Higher Metrix, which will work with HR to use data to
make key decisions on partner selection, operational planning, and optimisation (an announcement will be along shortly).
We will also be changing our popular iTalent Competition. We are committed in investing in early stage companies
through providing the winner a one-year campaign of multiple print and online advertising support. This will ensure they
can gain clients and notoriety as well as perfect their technology.
I believe the future is one minute from now and stretches out infi nitely. Physicists would agree. However, business
people know that being ready for what happens in fi ve or 10 years requires everyone to think about it now-since it takes
years to get the processes ready for that future.
So everyone, please sharpen your skates. It's a fast-moving game and we have to be spending more time thinking ahead.
Elliot H. Clark, CEO
[4]
HRO TODAY GLOBAL
| WINTER 2015

HRO Today Global Winter 2015

Table of Contents for the Digital Edition of HRO Today Global Winter 2015

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https://www.nxtbook.com/sharedxpertise/sharedxpertise/2023-hro-today-emea-july-august
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https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-emea-may-june-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-emea-july-august-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-emea-september-october-2019
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-emea-march-april-2019
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https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-summer-2018
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-autumn-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-winter-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-summer-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-spring-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-apac-2017
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-winter-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-summer-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-spring-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-autumn-2015
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-summer-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-spring-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-autumn-2014
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-winter-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-summer-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-autumn-2016
https://www.nxtbook.com/sharedxpertise/sharedxpertise/hro-today-global-spring-2016
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