Civic Hacking: Evolution Of Public Policy Or Hype?

Natalie Kenny

It is the modern reality that the speed of technological change, globalisation, and economic mobility are making our world increasingly connected and diverse. The challenges that face government to put the correct precautions and safety nets in place to protect their citizens from economic and social risk require new skills and knowledge.

At the same time, governments have access to a new dimension of collaboration and consultation with citizens in solving complex civic problems. In a similar manner to opening up to the public a cold case in a criminal investigation, new leads from unexpected sources can sometimes result in new policy options. New roles have emerged in recent years that view technology as a bridge that brings together government, industry, NGOs, and citizens to transform government. They are known as civic hackers.

A short history of hacking

Propagated by the media and popular culture, the image of a “hacker” more often than not brings to mind technically skilled, nefarious individuals huddled away in dark rooms and plugged into their laptops, wreaking havoc against secure systems across the globe with malicious or greedy intent.

Indeed, the hackers we hear about in the media are generally associated with high-profile security breaches such as the devastating cyberattacks on Sony Pictures Entertainment or extramarital affairs website Ashley Madison, which saw private and confidential data such as credit card information, e-mails, home addresses, salacious photographs, and phone numbers leaked out across the Internet in droves.

These examples of hackers are contradictory to the ethos of the civic hacking movement. Their vision is altruistic and seeks work collaboratively across communities to improve the operation of government and outcomes for citizens. Civic hacking expanded out of an idea to bring highly skilled coders, programmers and developers together to improve government through technology.

Although it started with technology, the term civic hacking has evolved and is being applied to anyone who looks to improve civic outcomes in more efficient and creative ways. As Jake Levitas from the organisation Code for America notes, “These days I see just as many community leaders, architects, environmentalists, artists, and other professionals coming out to events under the purview of civic hacking as coders and designers.”

The evolution of civic hacking

In recent years, there has been a global movement in government towards information openness and transparency. Initiated by the United States, the last decade has seen over 70 countries around the world pass legislation for all non-sensitive public data collected across levels of government to be made open by default and published to the world. Globally it is estimated there are more than one million open datasets that have been made available today on digital portals across all levels of government (local, state, and federal), research institutions (CSIRO), and not-for-profit institutions (United Nations, WHO).

Whilst originally started as an action to promote greater government transparency and accountability, smart and creative technology enthusiasts recognised that they could take this information released by governments and use it to create new value for communities. These original civic hackers worked to build open source apps, create visualisation tools such a dashboards, or build new business models and products for market, and support the transformation of government service delivery and offerings.

Civic hackers were not just working to revolutionise government from the outside in. Governments began waking up to the potential value in civic hacking at the same time that technological capability made it possible to more easily share data and digitally interact with communities. Governments around the world now regularly host and sponsor hackathons, which bring together people with technical backgrounds to form teams around a civic problem or idea and collaboratively code a unique solution from scratch (GovHack, HackLondon).

New jobs have been advertised to bring technical skills formally into the public service such as the Australian Digital Transformation’s posting for an “ethical hacker” in 2015.  Formal civic hacking organisations have even been established, such as DataKind, Code for All, Rewired State, and IndianKanoon. These groups enlist coders and technology professionals to work with governments to build open-source applications, foster startup and agile-led approaches to government service delivery and promote the sharing of public data to foster transparency and innovation.

A great example of what can be achieved by the civic hacking community is their response immediately after the 2011 Haiti earthquake. Using information gathered from online social and mainstream media and satellite images, they built a detailed real-time crisis map of Haiti.

Haiti

This resource directly helped to saves lives. Humanitarian aid workers were able to use the map to navigate collapsed roads and buildings and more effectively deliver aid, resources, and emergency assistance to those in need.

Civic hacking: revolutionary or an exaggeration of value?

However, with nearly a decade of civic “hactivism” at work, numerous open government policies in place, and one million open government datasets available, the question to be asked is: Why hasn’t more been achieved?

Why has this abundance of availability not led to widespread and long lasting social, economic and political change? It seems as though despite the amount of effort put into this movement, the ideas and outcomes generated are not always sustainable and do not lead to long-lasting government transformation. This is not to say there is no place for civic hacking; rather there needs to be a new approach to hacker coordination.

There are several reasons as to why this might be the case:

1. The quality and availability of open data published by government is inconsistent

Simply releasing open data to the public is not enough. The open data that is being made available on government portals is hard to find, not well structured or described, dumped in silos and data portals across every department and level of government, and not readily published in easily linkable formats. This makes it challenging for civic hackers to search portals, identify datasets that are useful, combine them, and perform meaningful analysis on that information to help solve challenging social and civic problems.

2. Coordination of civic hacking can be complex and disorderly

With the exception of formal hackathons or specific groups such as Code for All, most civic hackers work remotely from outside governments, in different locations and geographies. There can be a lack of continuity. Referencing what work has been done previously by other hackers is difficult to determine and can lead to repeated efforts and duplicated work. Hackers may work on one project or idea and then quickly move on to the next, so flaws may go unrecognised.

3. Expectations need to be realistic; innovation takes time and is iterative

Hackathons, civic coding meet-ups, and short embedded projects in government often have limited parameters, undefined governance and ownership, and work at a breakneck pace. These factors can narrow the possibility of lasting innovation. Ideas are developed and confined by the data, skills, and experiences that are made available in the room on the day or online.

Civic hackers may not always have the right contextual knowledge and expertise, so they tend to come up with ideas that are neither feasible nor realistic in the real world. Part of the challenge is that it can be difficult and time-consuming to perform meaningful market research and financial planning or identify possible risky side effects of an idea in short project timelines. After projects and hackathons are complete, research can reveal that similar projects were created in the past and had failed to find a market.

4. Solving complex problems requires an ecosystem

Ideas and solutions may also fail to deliver long-lasting change without the internal support from the departments and agencies they target or whose data they use. Even the greatest technical solution can fail rapidly if it is constrained by lack of access to data or strict policy requirements that prohibit the sharing or linking of data across programs. Finding a way to bring these skills and talents together in a combined effort that targets all levels of the problem and matches up skilled civic hackers with experienced government public servants will lead to greater outcomes for everyone.

This is not to say civic hacking and all of these engagements don’t have their value and place. The digital era has enabled the concept of civic hacking. Each of these outputs could add a piece to the greater puzzle. Moreover, they are fun, engaging, and bring together skilled and passionate people to work on creative ideas. This can be an effective way for government to source ideas from non-traditional actors in the policy making process. Civic hacking may not solve a complex problem in its own right, but it has the ability to generate new ideas, foster collaboration, and build awareness for important civic issues and challenges, which could lead to a solution.

For more blogs on civic hacking, click here.


Natalie Kenny

About Natalie Kenny

Natalie Kenny is an Industry Value Engineer at SAP, focused on digital transformation of public sector organisations across Australia and New Zealand. She is dedicated to helping governments re-imagine future ways to interact with and deliver services to citizens. Natalie's key focus area is exploring how digital technologies can help un-tap the immense value that lies in government data to extract new value and insights and help solve challenging civic problems.

Digitalist Flash Briefing: Your North Star: Becoming A Purposeful Company

Bonnie D. Graham

How can your company navigate this chaotic world? Become a purpose-infused and experience-led organization, then activate your inspiring North Star beyond driving profits and shareholder value.

  • Amazon Echo or Dot: Enable the “Digitalist” flash briefing skill, and ask Alexa to “play my flash briefings” on every business day.
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Bonnie D. Graham

About Bonnie D. Graham

Bonnie D. Graham is the creator, producer and host/moderator of 29 Game-Changers Radio series presented by SAP, bringing technology and business strategy thought leadership panel discussions to a global audience via the Business Channel on World Talk Radio. A broadcast journalist with nearly 20 years in media production and hosting, Bonnie has held marketing communications management roles in the business software, financial services, and real estate industries. She calls SAP Radio her "dream job". Listen to Coffee Break with Game-Changers.

Technology In The Public Sector: Possibilities And Challenges

Regina Kunkle

The governments of nations around the world have responsibilities to their citizens. For example, they need to encourage economic growth, keep their citizens safe, and provide public services. Yet governments at different levels often encounter challenges in achieving citizens’ expectations. Advances in technology can help, but challenges must first be overcome.

Technology within government

In a S.M.A.C. Talk podcast, Dante Ricci of SAP’s Global Public Services team discussed how governments are using technologies like the Internet of Things (IoT), analytics, and blockchain. Dante noted that machine learning is one area the public sector is adopting within enterprise apps. Another example is adding sensors to help traffic flow better.

Governments that adopt a digital core are able to bring together different sources of data. This helps them better understand information between different agencies and levels to make more informed decisions.

Governments can also adopt blockchain to provide transparency while keeping transactions secure. Blockchain holds broad potential for governments to perform functions such as transferring funds and keeping records within a secure ledger, Liz Farmer explained in Governing. Dante added that artificial intelligence (AI) could “automate everything from the constituent service experience to accurately detecting fraud, waste, and abuse better.”

For the World Economic Forum, Gregory Curtin noted that “augmented reality, or AR, has been called the next big paradigm shift in computing.” It’s expected to have future potential for changing governments as well. This advanced technology could provide AR windshield displays, for example, with real-time data for public transportation and emergency service vehicles. Augmented reality could help police practice their responses to emergency or disaster scenarios and help citizens prepare.

The needs and timeline for implementing different technologies vary, depending on the level of government and agency. For example, Dante expects city governments to progress technologically more quickly than state and federal government agencies.

Challenges of the public sector

While the public sector is taking advantage of technology that’s popular in other industries, it also faces unique challenges. “A lot of governments, regardless of technology, are not able to fulfill the mission the way the citizens expect,” said Dante in the S.M.A.C. Talk podcast. He offered examples such as citizens’ struggles to engage and workers’ struggles to make their voices heard.

Regulatory restrictions can complicate progress. Governments must secure citizens’ and classified information. The breadth of agencies and organizational silos between departments adds still more complexity.

The U.S. government must modernize legacy systems to take full advantage of innovative technologies like the Internet of Things and machine learning. In FCW magazine, Mike Conger and Michael Preis pointed out that within the next 10 years, the government could save more than $110 billion by eliminating operations and maintenance of outdated systems. The shift would also create a more efficient government that offers its citizens better digital services.

Dante explained that the public sector also needs to adopt policies that enable the use of technology. Even if an agency adopts advanced technology, it may be unable to use it if policies do not support its use. Critical to success is policy change that happens in accordance with the adoption of new technology. This requires agreement on questions such as whether to enable citizen services on mobile devices and utilize anticipatory alerts. Further, agencies do not always have the resources to help them adopt new technologies. Overall, Dante believes that to be successful, policies must be made with citizens’ needs in mind.

While many unresolved details remain, emerging technologies could help governments become more efficient and better connected to their citizens.

To hear Dante’s full overview of technology’s potential in the public sector, listen to the S.M.A.C. Talk podcast.


Regina Kunkle

About Regina Kunkle

Regina Kunkle is responsible for the State and Local/Higher Education (SLED), as sub-industry of the U.S. public sector industry, at SAP. Regina is dedicated to helping governments transform to respond to changing regulations and citizen needs, streamline and simplify processes, and share vital information across agencies for enhanced decision making and performance.

The Human Angle

By Jenny Dearborn, David Judge, Tom Raftery, and Neal Ungerleider

In a future teeming with robots and artificial intelligence, humans seem to be on the verge of being crowded out. But in reality the opposite is true.

To be successful, organizations need to become more human than ever.

Organizations that focus only on automation will automate away their competitive edge. The most successful will focus instead on skills that set them apart and that can’t be duplicated by AI or machine learning. Those skills can be summed up in one word: humanness.

You can see it in the numbers. According to David J. Deming of the Harvard Kennedy School, demand for jobs that require social skills has risen nearly 12 percentage points since 1980, while less-social jobs, such as computer coding, have declined by a little over 3 percentage points.

AI is in its infancy, which means that it cannot yet come close to duplicating our most human skills. Stefan van Duin and Naser Bakhshi, consultants at professional services company Deloitte, break down artificial intelligence into two types: narrow and general. Narrow AI is good at specific tasks, such as playing chess or identifying facial expressions. General AI, which can learn and solve complex, multifaceted problems the way a human being does, exists today only in the minds of futurists.

The only thing narrow artificial intelligence can do is automate. It can’t empathize. It can’t collaborate. It can’t innovate. Those abilities, if they ever come, are still a long way off. In the meantime, AI’s biggest value is in augmentation. When human beings work with AI tools, the process results in a sort of augmented intelligence. This augmented intelligence outperforms the work of either human beings or AI software tools on their own.

AI-powered tools will be the partners that free employees and management to tackle higher-level challenges.

Those challenges will, by default, be more human and social in nature because many rote, repetitive tasks will be automated away. Companies will find that developing fundamental human skills, such as critical thinking and problem solving, within the organization will take on a new importance. These skills can’t be automated and they won’t become process steps for algorithms anytime soon.

In a world where technology change is constant and unpredictable, those organizations that make the fullest use of uniquely human skills will win. These skills will be used in collaboration with both other humans and AI-fueled software and hardware tools. The degree of humanness an organization possesses will become a competitive advantage.

This means that today’s companies must think about hiring, training, and leading differently. Most of today’s corporate training programs focus on imparting specific knowledge that will likely become obsolete over time.

Instead of hiring for portfolios of specific subject knowledge, organizations should instead hire—and train—for more foundational skills, whose value can’t erode away as easily.

Recently, educational consulting firm Hanover Research looked at high-growth occupations identified by the U.S. Bureau of Labor Statistics and determined the core skills required in each of them based on a database that it had developed. The most valuable skills were active listening, speaking, and critical thinking—giving lie to the dismissive term soft skills. They’re not soft; they’re human.


This doesn’t mean that STEM skills won’t be important in the future. But organizations will find that their most valuable employees are those with both math and social skills.

That’s because technical skills will become more perishable as AI shifts the pace of technology change from linear to exponential. Employees will require constant retraining over time. For example, roughly half of the subject knowledge acquired during the first year of a four-year technical degree, such as computer science, is already outdated by the time students graduate, according to The Future of Jobs, a report from the World Economic Forum (WEF).

The WEF’s report further notes that “65% of children entering primary school today will ultimately end up working in jobs that don’t yet exist.” By contrast, human skills such as interpersonal communication and project management will remain consistent over the years.

For example, organizations already report that they are having difficulty finding people equipped for the Big Data era’s hot job: data scientist. That’s because data scientists need a combination of hard and soft skills. Data scientists can’t just be good programmers and statisticians; they also need to be intuitive and inquisitive and have good communication skills. We don’t expect all these qualities from our engineering graduates, nor from most of our employees.

But we need to start.

From Self-Help to Self-Skills

Even if most schools and employers have yet to see it, employees are starting to understand that their future viability depends on improving their innately human qualities. One of the most popular courses on Coursera, an online learning platform, is called Learning How to Learn. Created by the University of California, San Diego, the course is essentially a master class in human skills: students learn everything from memory techniques to dealing with procrastination and communicating complicated ideas, according to an article in The New York Times.

Attempting to teach employees how to make behavioral changes has always seemed off-limits to organizations—the province of private therapists, not corporate trainers. But that outlook is changing.

Although there is a longstanding assumption that social skills are innate, nothing is further from the truth. As the popularity of Learning How to Learn attests, human skills—everything from learning skills to communication skills to empathy—can, and indeed must, be taught.

These human skills are integral for training workers for a workplace where artificial intelligence and automation are part of the daily routine. According to the WEF’s New Vision for Education report, the skills that employees will need in the future fall into three primary categories:

  • Foundational literacies: These core skills needed for the coming age of robotics and AI include understanding the basics of math, science, computing, finance, civics, and culture. While mastery of every topic isn’t required, workers who have a basic comprehension of many different areas will be richly rewarded in the coming economy.
  • Competencies: Developing competencies requires mastering very human skills, such as active listening, critical thinking, problem solving, creativity, communication, and collaboration.
  • Character qualities: Over the next decade, employees will need to master the skills that will help them grasp changing job duties and responsibilities. This means learning the skills that help employees acquire curiosity, initiative, persistence, grit, adaptability, leadership, and social and cultural awareness.


The good news is that learning human skills is not completely divorced from how work is structured today. Yonatan Zunger, a Google engineer with a background working with AI, argues that there is a considerable need for human skills in the workplace already—especially in the tech world. Many employees are simply unaware that when they are working on complicated software or hardware projects, they are using empathy, strategic problem solving, intuition, and interpersonal communication.

The unconscious deployment of human skills takes place even more frequently when employees climb the corporate ladder into management. “This is closely tied to the deeper difference between junior and senior roles: a junior person’s job is to find answers to questions; a senior person’s job is to find the right questions to ask,” says Zunger.

Human skills will be crucial to navigating the AI-infused workplace. There will be no shortage of need for the right questions to ask.

One of the biggest changes narrow AI tools will bring to the workplace is an evolution in how work is performed. AI-based tools will automate repetitive tasks across a wide swath of industries, which means that the day-to-day work for many white-collar workers will become far more focused on tasks requiring problem solving and critical thinking. These tasks will present challenges centered on interpersonal collaboration, clear communication, and autonomous decision-making—all human skills.

Being More Human Is Hard

However, the human skills that are essential for tomorrow’s AI-ified workplace, such as interpersonal communication, project planning, and conflict management, require a different approach from traditional learning. Often, these skills don’t just require people to learn new facts and techniques; they also call for basic changes in the ways individuals behave on—and off—the job.

Attempting to teach employees how to make behavioral changes has always seemed off-limits to organizations—the province of private therapists, not corporate trainers. But that outlook is changing. As science gains a better understanding of how the human brain works, many behaviors that affect employees on the job are understood to be universal and natural rather than individual (see “Human Skills 101”).

Human Skills 101

As neuroscience has improved our understanding of the brain, human skills have become increasingly quantifiable—and teachable.

Though the term soft skills has managed to hang on in the popular lexicon, our understanding of these human skills has increased to the point where they aren’t soft at all: they are a clearly definable set of skills that are crucial for organizations in the AI era.

Active listening: Paying close attention when receiving information and drawing out more information than received in normal discourse

Critical thinking: Gathering, analyzing, and evaluating issues and information to come to an unbiased conclusion

Problem solving: Finding solutions to problems and understanding the steps used to solve the problem

Decision-making: Weighing the evidence and options at hand to determine a specific course of action

Monitoring: Paying close attention to an issue, topic, or interaction in order to retain information for the future

Coordination: Working with individuals and other groups to achieve common goals

Social perceptiveness: Inferring what others are thinking by observing them

Time management: Budgeting and allocating time for projects and goals and structuring schedules to minimize conflicts and maximize productivity

Creativity: Generating ideas, concepts, or inferences that can be used to create new things

Curiosity: Desiring to learn and understand new or unfamiliar concepts

Imagination: Conceiving and thinking about new ideas, concepts, or images

Storytelling: Building narratives and concepts out of both new and existing ideas

Experimentation: Trying out new ideas, theories, and activities

Ethics: Practicing rules and standards that guide conduct and guarantee rights and fairness

Empathy: Identifying and understanding the emotional states of others

Collaboration: Working with others, coordinating efforts, and sharing resources to accomplish a common project

Resiliency: Withstanding setbacks, avoiding discouragement, and persisting toward a larger goal

Resistance to change, for example, is now known to result from an involuntary chemical reaction in the brain known as the fight-or-flight response, not from a weakness of character. Scientists and psychologists have developed objective ways of identifying these kinds of behaviors and have come up with universally applicable ways for employees to learn how to deal with them.

Organizations that emphasize such individual behavioral traits as active listening, social perceptiveness, and experimentation will have both an easier transition to a workplace that uses AI tools and more success operating in it.

Framing behavioral training in ways that emphasize its practical application at work and in advancing career goals helps employees feel more comfortable confronting behavioral roadblocks without feeling bad about themselves or stigmatized by others. It also helps organizations see the potential ROI of investing in what has traditionally been dismissed as touchy-feely stuff.

In fact, offering objective means for examining inner behaviors and tools for modifying them is more beneficial than just leaving the job to employees. For example, according to research by psychologist Tasha Eurich, introspection, which is how most of us try to understand our behaviors, can actually be counterproductive.

Human beings are complex creatures. There is generally way too much going on inside our minds to be able to pinpoint the conscious and unconscious behaviors that drive us to act the way we do. We wind up inventing explanations—usually negative—for our behaviors, which can lead to anxiety and depression, according to Eurich’s research.

Structured, objective training can help employees improve their human skills without the negative side effects. At SAP, for example, we offer employees a course on conflict resolution that uses objective research techniques for determining what happens when people get into conflicts. Employees learn about the different conflict styles that researchers have identified and take an assessment to determine their own style of dealing with conflict. Then employees work in teams to discuss their different styles and work together to resolve a specific conflict that one of the group members is currently experiencing.

How Knowing One’s Self Helps the Organization

Courses like this are helpful not just for reducing conflicts between individuals and among teams (and improving organizational productivity); they also contribute to greater self-awareness, which is the basis for enabling people to take fullest advantage of their human skills.

Self-awareness is a powerful tool for improving performance at both the individual and organizational levels. Self-aware people are more confident and creative, make better decisions, build stronger relationships, and communicate more effectively. They are also less likely to lie, cheat, and steal, according to Eurich.

It naturally follows that such people make better employees and are more likely to be promoted. They also make more effective leaders with happier employees, which makes the organization more profitable, according to research by Atuma Okpara and Agwu M. Edwin.

There are two types of self-awareness, writes Eurich. One is having a clear view inside of one’s self: one’s own thoughts, feelings, behaviors, strengths, and weaknesses. The second type is understanding how others view us in terms of these same categories.

Interestingly, while we often assume that those who possess one type of awareness also possess the other, there is no direct correlation between the two. In fact, just 10% to 15% of people have both, according to a survey by Eurich. That means that the vast majority of us must learn one or the other—or both.

Gaining self-awareness is a process that can take many years. But training that gives employees the opportunity to examine their own behaviors against objective standards and gain feedback from expert instructors and peers can help speed up the journey. Just like the conflict management course, there are many ways to do this in a practical context that benefits employees and the organization alike.

For example, SAP also offers courses on building self-confidence, increasing trust with peers, creating connections with others, solving complex problems, and increasing resiliency in the face of difficult situations—all of which increase self-awareness in constructive ways. These human-skills courses are as popular with our employees as the hard-skill courses in new technologies or new programming techniques.

Depending on an organization’s size, budget, and goals, learning programs like these can include small group training, large lectures, online courses, licensing of third-party online content, reimbursement for students to attain certification, and many other models.

Human Skills Are the Constant

Automation and artificial intelligence will change the workplace in unpredictable ways. One thing we can predict, however, is that human skills will be needed more than ever.

The connection between conflict resolution skills, critical thinking courses, and the rise of AI-aided technology might not be immediately obvious. But these new AI tools are leading us down the path to a much more human workplace.

Employees will interact with their computers through voice conversations and image recognition. Machine learning will find unexpected correlations in massive amounts of data but empathy and creativity will be required for data scientists to figure out the right questions to ask. Interpersonal communication will become even more important as teams coordinate between offices, remote workplaces, and AI aides.

While the future might be filled with artificial intelligence, deep learning, and untold amounts of data, uniquely human capabilities will be the ones that matter. Machines can’t write a symphony, design a building, teach a college course, or manage a department. The future belongs to humans working with machines, and for that, you need human skills. D!


About the Authors

Jenny Dearborn is Chief Learning Officer at SAP.

David Judge is Vice President, SAP Leonardo, at SAP.

Tom Raftery is Global Vice President and Internet of Things Evangelist at SAP.

Neal Ungerleider is a Los Angeles-based technology journalist and consultant.

Read more thought provoking articles in the latest issue of the Digitalist Magazine, Executive Quarterly.

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HR In The Age Of Digital Transformation

Neha Makkar Patnaik

HR has come a long way from the days of being called Personnel Management. It’s now known as People & Culture, Employee Experience, or simply People, and the changes in the last few years have been especially far-reaching, to say the least; seismic even.

While focused until recently on topics like efficiency and direct access to HR data and services for individual employees, a new and expanded HR transformation is underway, led by employee experience, cloud capabilities including mobile and continuous upgrades, a renewed focus on talent, as well as the availability of new digital technologies like machine learning and artificial intelligence. These capabilities are enabling HR re-imagine new ways of delivering HR services and strategies throughout the organization. For example:

  • Use advanced prediction and optimization technologies to shift focus from time-consuming candidate-screening processes to innovative HR strategies and business models that support growth
  • Help employees with tailored career paths, push personalized learning recommendations, suggest mentors and mentees based on skills and competencies
  • Predict flight risk of employees and prescribe mitigation strategies for at-risk talent
  • Leverage intelligent management of high-volume, rules-based events with predictions and recommendations

Whereas the traditional view of HR transformation was all about doing existing things better, the next generation of HR transformation is focused on doing completely new things.

These new digital aspects of HR transformation do not replace the existing focus on automation and efficiency. They work hand in hand and, in many cases, digital technologies can further augment automation. Digital approaches are becoming increasingly important, and a digital HR strategy must be a key component of HR’s overall strategy and, therefore, the business strategy.

For years, HR had been working behind a wall, finally got a seat at the table, and now it’s imperative for CHROs to be a strategic partner in the organization’s digital journey. This is what McKinsey calls “Leading with the G-3” in An Agenda for the Talent-First CEO, in which the CEO, CFO, and CHRO (i.e., the “G-3”) ensure HR and finance work in tandem, with the CEO being the linchpin and the person who ensures the talent agenda is threaded into business decisions and not a passive response or afterthought.

However, technology and executive alignment aren’t enough to drive a company’s digital transformation. At the heart of every organization are its people – its most expensive and valuable asset. Keeping them engaged and motivated fosters an innovation culture that is essential for success. This Gallup study reveals that a whopping 85% of employees worldwide are performing below their potential due to engagement issues.

HR experiences that are based on consumer-grade digital experiences along with a focus on the employee’s personal and professional well-being will help engage every worker, inspiring them to do their best and helping them turn every organization’s purpose into performance. Because, we believe, purpose drives people and people drive business results.

Embark on your HR transformation journey

Has your HR organization created a roadmap to support the transformation agenda? Start a discussion with your team about the current and desired state of HR processes using the framework with this white paper.

Also, read SAP’s HR transformation story within the broader context of SAP’s own transformation.


Neha Makkar Patnaik

About Neha Makkar Patnaik

Neha Makkar Patnaik is a principal consultant at SAP Labs India. As part of the Digital Transformation Office, Neha is responsible for articulating the value proposition for digitizing the office of the CHRO in alignment with the overall strategic priorities of the organization. She also focuses on thought leadership and value-based selling programs for retail and consumer products industries.