8/13/2019 HR Unscrambled Reflections - CIPD Annual Conference 2013

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HR Unscrambled CIPD Conference 7 th November 2013 - Manchester

P a g e 1 | 2 Authors: Meg Peppin @OD_optimist and Doug Shaw @dougshaw1

Whether you're passionate about improving organisational culture, employee-ledchange, employee communication or anything else that will help make work better,we'd like to invite you to HR Unscrambled. Our invitation to members.

We wanted to co-create an opportunity for dialogue between the CIPD, its membersand any other people interested in exploring both the CIPD purpose, Championingbetter work and working lives, and the future for HR. We believe there is greatmeaning to be found in exploring ways to work co-actively, doing things with each

other. HR Unscrambled represents the beginning of that learning. In the future we shall:

Explore ways to broaden the reach build on the social media energy that isgrowing, and extend beyond it too.

Utilise more open space facilitation at future events and conferences. Integrate research from the CIPD and other relevant parties and involve

members in shaping the future.

8.00am one morning in Manchester

Our space was airy, breakfast was available, and tables were set up for four people.Guests were invited in small groups to discuss what brought them to the session.There were 30 contributors from a wide range of backgrounds including, CIPD staff,HR and Learning and Development professionals from the UK public and privatesectors, and independent consultants. We were delighted too that Peter Cheese theCEO of CIPD joined us for the first half despite seemingly being everywhere else too! The emerging themes were connecting, sharing and learning - and the future. The connecting and sharing through networking - in its most enjoyable sense included sharing insights, building on those insights, reflecting and thinking throughthem together and the implications for organisations.

8/13/2019 HR Unscrambled Reflections - CIPD Annual Conference 2013

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HR Unscrambled CIPD Conference 7 th November 2013 - Manchester

P a g e 2 | 2 Authors: Meg Peppin @OD_optimist and Doug Shaw @dougshaw1

A question that users of social media are asking with increasing frequency how canwe invite in those who dont access SoMe - how do we extend the conversation? Learning comes from connecting and sharing, and having space to assimilate thelearning. We explored technology and how it is changing the way we learn, what we

know about how we learn, and how we can integrate technology into ourContinuous Professional Development. There was also a desire to think aboutgenerational learning differences.

Implications for the future what the generational differences and similarities are,what self directed learning means culturally within organisations, and what skills HRprofessionals need were all up for discussion.

Learning

People grouped together in fours to explore common interests around thesesubjects. The conversations were self-organised; people went where they had themost interest. During the discussions, we invited people to move tables with thepurpose of stimulating the development of the conversation and to facilitate morenetworking. People were also invited to use flipcharts to capture their thoughts,priorities what they would like to share with people who werent there. We noticed that across what seemed like a broad range of topics, a dominant themeemerged in relation to learning. Discussions encompassed the tools for learning, howpeople learn, how technology is changing traditional methods and creatingopportunities for people to become curators of their own learning. IT can get twitchybut technology, self-directed learning, and the autonomy it offers has arrived. Thishas so many implications, and we were left with some big questions:

Social Media brought people together in this space it feels edgy but are we just on the edge? Theres a huge community of HR people both members ofCIPD and non-members. How can we bring them in?

What implications does self-managed learning have for how organisationsare designed?

What does the HR of ten years time look like; how can we build towards thatnow?

What could we do more of in relation to mentoring? What manager capabilities are needed for the future? Are we too inward looking; how can we engage more outside our community

to broaden ourperspective?

Wed like to thank all of those who were motivated to get up early and create thisevent, and we look forward to building on this.