Making the Digital Shift in HR

Global Market Survey for HR Practitioners

Thank you for taking the time to complete the Leapgen & UNLEASH Digital Shift in HR survey.  Your insights will help provide a sense of where HR organizations are on their digital journeys. We’ll also ask you predict the future, looking out a couple of years, to get a sense of how HR will operate in 2020.


* 1. ABOUT ME
Which of the following best describes your role as a stakeholder within your organization as related to HR solutions? (please select one)

* 2. Please provide the name of the organization for which you work.

* 3. Please provide your work email address.

* 4. Which of the following best describes your job title?  Please select one.

* 5. In what industry does your organization primarily operate?

* 6. STRATEGY ORIENTATION
Digital HR Defined:
The extent to which an HR function organizes delivers services and manages workforce information to deliver value in a digital world.

Based on the definition provided above, which of the following best describes your organization’s digital HR strategy today?  


* 7. STRATEGY ORIENTATION
Digital HR Defined:
Which do you think will best describe it in 2020?


* 8. INNOVATION AGENDA
How clear is your HR organization’s current innovation agenda?


* 9. ORGANIZATIONAL AGILITY
To what extent do you agree with the following statement:

Our HR organization is adaptable. We’re good at introducing or modifying methods, products, and services in response to the needs and expectations of the workforce.

* 10. Which of the following organizational practices does your organization employ today, to achieve agility demanded by the pace of change in the digital world?

  Do Not Use Use to a Very Limited Degree Use to a Significant Degree Use Extensively Do not know
Networked teams (vs. hierarchical pyramids)
Cross-functional teams (vs. functional silos)
Flexible role descriptions to allow changes in duties without formal job changes
Use of contingent workers to respond to changes in demand or skill needs
Delegation of day-to-day decision making to individuals and teams closest to the situation at hand
A process or body (e.g., steering group) innovating new HR methods, practices and solutions to meet the workforce’s needs
None

* 11. DIGITAL SKILL SETS
Today, to what extent does your HR organization have the following skill sets generally considered important in the digital era?

  Not Nearly Enough Almost Enough Just Enough More Than Enough Don’t Need / Not Applicable Do not know
Design Thinking
Business Analysis
Data Analysis
Process Management
Campaign Management
Knowledge Management
Agile Project Management
Release Management
Technology Portfolio Management

* 12. HR'S ROLE IN DIGITAL DEPLOYMENT & MANAGEMENT
Indicate below HR’s role in deploying and managing digital HR capabilities

  HR is Primary HR and IT Partner IT is Primary Do not know
Needs Assessment
Technology/Vendor Selection
Technology/Vendor Management
Tool Configuration
Tool Maintenance and Support
User Administration

* 13. TECHNOLOGY AGILITY
To what extent do you agree with the following today? 

  Strongly Disagree Somewhat Disagree Somewhat Agree Completely Agree  Do not know
We have adopted agile practices that enable us to keep up with the pace of innovation needed to meet the expectations of our workforce.
When it comes to release planning, our organization does a good job of predicting, forecasting, and making realistic commitments to functional stakeholders.
Our releases have a good balance of net new capabilities, minor enhancements and bug fixes relative to the pace at which we should be innovating.

* 14. TECHNOLOGY AGILITY
To what extent do you think you’ll agree with them in 2020?

  Strongly Disagree Somewhat Disagree Somewhat Agree Completely Agree  Do not know
We have adopted agile practices that enable us to keep up with the pace of innovation needed to meet the expectations of our workforce.
When it comes to release planning, our organization does a good job of predicting, forecasting, and making realistic commitments to functional stakeholders.
Our releases have a good balance of net new capabilities, minor enhancements and bug fixes relative to the pace at which we should be innovating.

* 15. DIGITAL TECHNOLOGY CAPABILITIES 
Today
, have you implemented the following?

  Yes, we have implemented Expect to implement by 2020 No plans at this time Do not know
Learning content (e.g., articles, videos, courses) curated for individual workers based their preferences (i.e. I’m interested in…), elements of their profile (e.g., job family) and/or group membership (e.g., community of practice)
Mobile apps and workflow engines that integrate back-office systems to make the user experience more seamless
HR ‘plugins’ to apps the workforce already uses to communicate and get work done (e.g., #slack, what’sapp, google hangouts)
Integration with external social networks for employee profile management
Integration with external social networks for contractor / contingent worker management
Automated live chat to mimic human judgement (e.g., for help on basic questions)
Text recognition to mimic human judgement (e.g., for help on basic questions)
Voice recognition to mimic human judgement (e.g., for help on basic questions)
Use of robotic process automation (RPA) to automate routine tasks (e.g., scheduling interviews, calculation of 1-time payments)

* 16. CONTENT DIGITIZATION
Today
, to what extent do you agree with the following statement?

  Strongly Disagree Somewhat Disagree Somewhat Agree Completely Agree Do not know
In general our HR knowledge (e.g., policies, forms, courses) are optimized for a digital environment - meaning our content are relevant, well tagged and can easily be consumed by everyone in our workforce using the device of their choice.

* 17. CONTENT DIGITIZATION
To what extent do you anticipate agreeing in 2020?

  Strongly Disagree Somewhat Disagree Somewhat Agree Completely Agree Do not know
In general our HR knowledge (e.g., policies, forms, courses) are optimized for a digital environment - meaning our content are relevant, well tagged and can easily be consumed by everyone in our workforce using the device of their choice.

* 18. DATA MANAGEMENT
Does your HR function have the following data management practices in place?

  Yes No Do not know
Data standards and data management policies.  
Processes to ensure adherence to standards and data management policies so that data is managed consistently.
Single point of entry for employee information (i.e., a single source for every piece of data).
Measures to ensure data is entered correctly (e.g., right format, validation of critical fields)

* 19. MEASUREMENT
Today
, to what extent do you agree with the following:

  Strongly Disagree Somewhat Disagree Somewhat Agree Completely Agree Do not know
Data analytics are central to how the HR organization delivers value, using the latest technologies and techniques (e.g., big data, data mining, machine learning, AI, etc.)
Our HR function tracks HR operational metrics (e.g., time-to-fill, first-call resolution times, # of time off requests processed)
Our HR function tracks talent management effectiveness metrics (e.g., employee engagement, internal mobility, regrettable turnover)

* 20. MEASUREMENT
To what extent do you think you’ll agree with them in 2020?

  Strongly Disagree Somewhat Disagree Somewhat Agree Completely Agree Do not know
Data analytics are central to how the HR organization delivers value, using the latest technologies and techniques (e.g., big data, data mining, machine learning, AI, etc.)
Our HR function tracks HR operational metrics (e.g., time-to-fill, first-call resolution times, # of time off requests processed)
Our HR function tracks talent management effectiveness metrics (e.g., employee engagement, internal mobility, regrettable turnover)

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