Great to be with You!

About me - Jon Ingham• UK based, consulting globally • Ex chemical engineer and IT consultant • First HR role as HRD with EY in UK then CIS • Author of Strategic Human Capital

Management:Creating Value through People • Blogger at Strategic-HCM.blogspot.com • Tweeting as @joningham

Future of HR = Best Fit

Need to Focus on Outcomes• Focusing on outcomes vs activities • Makes HR more strategic and more credible • Also provides basis for accountability

• Focusing on outcomes vs just business results • Helps create better alignment • Provides clarity in organisational capabilities

and basis for creating value

Creating Value through Outcomes• Driving and accelerating business strategy • Creating opportunity for the future • Maximising the potential of people • Taking advantage of exceptional opportunities • Producing truly wonderful solutions

• Focussing HR/OD on business strategy • Creating capability to perform now • Ensuring effectiveness and alignment

• Administering HR operations • Ensuring efficiency e.g. through outsourcing

Personnel

Human Resources

Human Capital Management

Create value

Add value

Value for money

© Jon Ingham, 2015

Most Critical Outcomes are Social• Human to social capital ie the value of

connections, relationships and conversations • Dave Ulrich highest performing teams vs highest

performing individuals • CEB - increase in collaborative work from 20 to

50% and importance of network performance • Neuroscience research on the social brain

Most Critical Outcomes are Social

http://www.slideshare.net/EdelmanInsights/2015-edelman-trust-barometer-global-results

Most Critical Outcomes are SocialIn your organisation, what makes greatest difference to business performance: • The quality of individual employees (human

capital)? • The way individuals work together in teams,

networks and communities (social capital)?

Most Critical Outcomes are SocialWhat promotion of your HR activities contribute to increasing social capital (teams) vs human capital (individuals)?

The New HR = Human RelationshipsJohn Mackay, Whole Food Stores on love:

"Love is not something that is commonly explored in business. But it's time for love to come out of the closet. It's a wave that's going to grow. For competitive advantage..."

Eg Recruitment• Each year, Goldman Sachs invests over 100,000 hours

in conversations with prospective employees • About 5,000 applicants speak to 10 members of the

firm • About 2,500 speak to 30 members

(Old data but supported by personal experience and VP interview reviews on Glassdoor)

Eg Performance ManagementTeam debriefs at EY • Post it notes on the team (+ > -) • Stuck up on flips – 6-8 team competencies • Pairs feedback on team and discuss

• Post it notes on other individuals (+ > -) • Stuck on flips – individuals • Individuals feedback on themselves (they

own disclosure)

Eg RewardCEO to average worker comp ratio (Australia): • Actual - 93 • Ideal - 8.3 • Average compensation CEO $4,183,419 • Average compensation worker $44,983 • Worker at the ideal ratio $502,012

https://hbr.org/2014/09/ceos-get-paid-too-much-according-to-pretty-much-everyone-in-the-world/

Also eg Workplace Design

http://www.onofficemagazine.com/architecture/item/3711-hassell-creates-medibank-hq-in-melbourne

Also eg Social Networking

https://hbr.org/2015/04/why-no-one-uses-the-corporate-social-network

Social Recognition systems

Other Social Apps

Measurement Tools

influ

ence

analyst leader

Performance rating

Other Requirements• Not about being a business person first (get the

rest of the business talking the language of people vs just having HR talk the language of business)

• Needs skills in psychology, sociology, anthropology, organisation development, workplace design, digital technologies, design thinking etc

Other Requirements• The art of HR: • HR Anthropologists as well as Architects (Dave

Ulrich) • "A more emotionally rich and intuitive

approach which can also guide decisions about people."

Benefits of New HR Approach• Social not just human capital • Often provides better human capital too • And does so more efficiently and effectively • Plus anchors approach in the culture of the

organisation

Adopting the New HR Approach• Identify the type of social capital / the kind of

connections, relationships and conversations you want to develop

• Review and innovate your most important HR activities to generate the required outcomes

• Examine your HR function's capabilities required to deliver these activities

For Connection / Relationship / Conversation

info@joningham.com

www.joningham.com / www.joningham.com/advice

strategic-hcm.blogspot.com

linkedin.com/in/joningham

twitter.com/joningham

+44 7904 185134