⛄️ Welcome to the year's final newsletter - No. 10 ⛄️
Now, I'm taking a Christmas break from both podcasting and newsletters but will continue writing posts from both HR Digi's side - this page - and from my own, Anna Carlsson's side.
Feel free to follow me, connect, and click the notification bell 🔔 to get notified when I share something. Interesting things are constantly happening to share. It mostly depends on my schedule how much I can share with you.
Lately, I've been working on finalizing the HR Tech insights for 2023 for the podcast. It ended up being around 75 minutes 🫣. There's a lot to talk about.
In today's newsletter, you'll get a sneak peek.
Are you planning to attend the first HR Tech Europe on May 2-3? Then I have a discount code for you to avail of, allowing you to pay only 50% of the early bird price. Get in touch with me at anna@hrdigi.se or here on LinkedIn, and I'll email the code to you!
Otherwise, I'd like to wish you all a lovely Advent, Merry Christmas, and a Happy New Year. Let's catch up in January through this channel. 🕯️🎅🎄🤶🚨
• Month's Reflection - Spotlight on HR Tech 2023
• Noted in the HR Tech industry 💡
• Podcast News 🎧
• Events and Skill Development
On December 11, my insight episode for 2023 will be released from the HR Digitalization Podcast. It covers past, present, and future aspects. Here's a snippet for those who can't wait, don't listen to podcasts, or simply want both 👏🏻
This year's podcast episodes consist of four parts:
• Sweden's HR and digitalization, as well as focus areas
• Local investment insights
• The challenge of skills
• And what the world is doing and bringing to us in 2024
In the text below, I primarily describe the first area but also touch upon the second.To get the part about the future and global insights, you should read last month's newsletter. And to understand the state of the skills challenge, you can read the report released by the Center for Global HRM (CGHRM) available on the HR association's website.
Yes, there has been a slight change since last year's episode regarding HR, digitalization, and hence innovation, but unfortunately, it's still too little. We're losing ground every day we don't work on utilizing digitalization, data, and now even AI to improve our way of working with our most important resources: the people in our organizations. 👨🌾🕵️♀️👨🏻💻👩🏽🏫
In the podcast episode and also here in the newsletter, I'd like to start with a quote from the Center for Global HRM and Professor Stefan Tengblad. Stefan has just released the first of four reports on HR in Sweden, with the first focusing on skills. It was written in collaboration with the HR Association. Stefan says:
The four reports will paint a picture that HR practices in Sweden are relatively traditional and stable (old-fashioned? - my comment) over time. Compared to the other 37 countries in the survey, there is little that stands out positively in the Swedish results.
Yes, finally, I have it confirmed in writing, not just in numbers. We are far behind in Sweden in terms of innovation and digitalization within HR. We believe ourselves to be at the forefront, but that's not the case.
With our innovation tradition, we should be leading. We're ranked as the number 1 country in innovation in Europe and 1st from the bottom when it comes to HR innovation.
Embarrassing! 😳
- WHAT!? most people I meet say. They don't believe it.
- Yes, it's true. Think of us as the worst in HR and innovation/digitalization/data.
Why?
Well, there are several reasons behind this, and you can hear more about it in the podcast episode. Here, I highlight two different reasons.
• Our model concerning HR managers and few HR employees. In Sweden, we have 1 HR resource per 170 employees. In the UK, they have four times more. (Yes, I mention a different figure in the podcast episode, but it's 170 that's accurate)
• The tradition that most of our HR employees come from university's HR programs with a focus on people and behavior, and what we see is that there's then less interest in digitalization.
So, we're not benefiting from AI or data analysis that could bring significant value to our organizations.
However, I and everyone I've drawn inspiration from have noticed a slight improvement since last year. 👏🏻
There are plenty of HR digitalization projects underway, and new ones are starting all the time. But many have also been completed. This means that we're not just focusing on processes but also on improving operations, what I call the innovation step.
What I haven't seen yet is the initiation of working with data.I've promised to share the research I conducted during the autumn, and there you can see this change:
Of course, this isn't based on a huge sample, but it's still a small confirmation of what we're seeing.And of course, there are industries and individual organizations that deviate from this trend. And here, I want to highlight the tech industry in general. There, they usually have a better ratio between HR/employees and also other more modern ways of working.
Throughout the year, the focus has shifted back and forth regarding the specific areas HR is mostly concentrating on. Now, as we approach the end of 2023 and look towards 2024, I'd like to prioritize the focus areas like this:
It's about how we should adapt, how we should develop and educate our employees to meet future demands in our organizations when all our job roles are changing. How can we continue to attract employees to stay? Much of the focus lies on learning. From what I can see, we don't have much emphasis on recruitment, but more from an external perspective - How do we retrain our employees and develop them at the pace we need?The simplest step we take is to continue digitizing classroom learning. At least, that's what different consulting organizations get assignments for. Not strategic and innovative learning journeys but rather how we can make our physical education digital.You can access a Cranet survey on skills supply in Sweden based on Cranet data here.
The area continues to be highly relevant. But more from the perspective of how we'll get our organizations and leaders to function in the new environment. Most have decided, established policies for what should work. But it's more about the ongoing journey of change. Is this how we should operate? Should we be able to work remotely in parts of the organization? Do our leaders have the tools they need to lead?
The HR organization, how should it look? As mentioned, HR is quite scarce in organizations. And there's a lack of time to lift the gaze and make changes. There has been talk for a long time that HR should take on a more strategic and coaching role. Take a place in the leadership. But that requires change. Perhaps more HR personnel are needed. Or working in new ways. Because you can't just add more tasks to the managers. It's a rather impossible equation with all the new things that need to be done.
Here's an area that's really buzzing. Chat GPT didn't exist a year ago, or it had just been launched. We've had a year of AI and generative AI. And thus, those of you working in HR have also reacted to this and thought a lot about it: What should we do with this issue? What should we learn, should we use it? Does it concern us? How does it affect our job in the future?
The focus continues on the digitalization of HR processes. How should we digitalize ourselves? And that we actually have to implement these projects now. I feel that there's quite a bit of stress in all HR organizations regarding this area.
What one actually invests in is a different matter from where the focus lies. Because until you move past the frustration and articulate the needs of the organization, there won't be much progress on projects.
The most significant investment area right now remains onboarding and offboarding. Additionally, I believe my podcast episode specifically on onboarding and offboarding will be the most listened to this year.
Apart from that, you're also investing in learning and education—learning systems, digitalization of classroom training, etc. Not in major projects to transform our way of learning, but rather fundamental changes.
I've also noticed companies like Sysarb and PIHR have grown a lot in the past year, mainly due to the new regulations concerning salary transparency.
For more investment areas, tune in to the podcast episode.
2023 has been a turbulent and quite scattered year within HR. Significant challenges in the world at large have led HR's focus to shift back and forth. Unfortunately, in the end, we continue mostly in the same old tracks 🛤️ because change requires a lot of time and resources. Time and resources we haven't managed to obtain, especially now with a tough economy and global situation.
I hope for an innovative 2024 where HR receives the resources and mandate to create modern organizations. The value of investing in digitalization is immense.
If you need some arguments, you can always refer back to my earlier newsletter from the beginning of the year.
A noticeably quieter month this November with far fewer news items that caught my attention. Here's a mix of updates as usual, mostly about AI 🤖
New opportunity to apply for transition support for competence development in digitalization
Several participants in my courses and network have applied for support from the transition fund and had both course and travel costs covered.On January 1, 2024, the new period for this opens (link below), and the employer can receive support for:
Here you can read the Transition Fund's article on preventive efforts.
AI Sweden's language model GPT-SW3 available
AI Sweden is now taking the next step in democratizing and creating value with large-scale language models (LLMs) in Sweden and the Nordics, with the open launch of the GPT-SW3 family of LLMs.This means we're getting a Swedish version of ChatGPT's technology for Swedish organizations. It's based on Swedish data from everything from authorities to online forums like Flashback.
You can read more about GPT-SW3 here.
Another 9-grid from Fosway - this time "Talent & People Success"
This new report from Fosway Group showcases vendors in Europe/UK within Talent Management, which also includes the new area of Skills Tech. This is a highly interesting area when aiming to become a high-performing organization. Reach out if you need to understand more! Contact details are available at the bottom of the newsletter 👇
A quote from the report:
High-performing cultures will be the crucial difference for organizations in the future. Teams that combine excellent listening, employee intelligence, high energy, agility, and flexibility will be central to success in the modern economy. The fact that few solutions have a track record of doing this at scale shows how much the HR tech market still needs to evolve.
You can find their 9-grid and link here.
Swedish coaching company Zebrain launches AI coach
AI coaching is a complement to human coaching and can be of great help to those who want to plan and undergo a personal development journey.
You can try Emma here!
Now you can create your own customized ChatGPT 🤖
On November 6, OpenAI released a much-requested functionality that allows you to create your own customized GPT:
Also linking to a very informative article from Sobona - Municipal Employers' Organization about AI and HR.
More on OpenAI, Sam Altman & Chat GPT
This has been the talk of the town this month. And it's almost exactly a year after Chat GPT was released.
I choose to refer to the reporting by Swedish Radio instead of writing something myself. But, of course, I'm reminded that all of us worldwide are using a service that has faced these challenges.
What does it mean?
The final episode for this year will be released on December 11, and it's the year's trend-watching episode with myself 🙌🏻 🎉
The latest episode on November 27 was about competence, learning, and skills with the brilliant Tereza Kennedy Olsen 👏🏻 You can find the episode here.
And, of course, the podcast is also available on other podcast platforms. Subscribe on the app and get notified when a new episode is released. And please leave a ⭐️⭐️⭐️⭐️⭐️ and a comment.
The event year is now over, and all the major events have been held. Training is still ongoing, and I will conduct this year's final training together with the HR Association next week. There are still spots available! You also have more training opportunities after Christmas. You can find both the HR Association's and my own training sessions here.
Regarding events, I will be presenting at an event on sustainability reporting with CatalystOne Solutions. You can read more about the event here!
As for what's coming in 2024, I don't have a clear idea yet, but of course, we'll see each other at the first HR Tech Europe in Amsterdam on May 2-3.
Past Events
In November I participated in the SIME Leader session on November 20-21 and also at HR Day 2023 in Stockholm. Here, you can read my reflections and comparisons of the events.
The goal of the newsletter is to write about news in the HR Tech market and the areas of digitization and innovation for management and HR, and also to share about episodes of the HR Digitization podcast.
Comment! What would you like us to write about next time? Any specific topic you're curious about? You can be a part of deciding the content.
Now, remember to ► click subscribe ︎
About Me, the AuthorMy name is Anna Carlsson, and I'm a curious HR Tech analyst with over 20 years of experience at the intersection of business, human aspects, and technology. I believe that technology isn't a side activity within HR; digitalization is fundamental to creating a more human-focused workplace. My passion is to lead the movement for future HR by creating it together with clients and colleagues, as well as educating and developing organizations and individuals.
I run HR Digi, where the HR Digitization podcast is included, and I'm also the podcast host. Within HR Digi, we offer consultancy, consulting support, training, and inspiration to create a modern digital organization.
👉 Book a digital coffee with me, and we can discuss how I can support you in your work.
About Me, the Author
My name is Anna Carlsson, and I'm a curious HR Tech analyst with over 20 years of experience at the intersection of business, human aspects, and technology. I believe that technology isn't a side activity within HR; digitalization is fundamental to creating a more human-focused workplace. My passion is to lead the movement for future HR by creating it together with clients and colleagues, as well as educating and developing organizations and individuals.
I run HR Digi, where the HR Digitization podcast is included, and I'm also the podcast host. Within HR Digi, we offer consultancy, consulting support, training, and inspiration to create a modern digital organization.
👉 Book a digital coffee with me, and we can discuss how I can support you in your work.
