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Skills for the Brave New World of HR
Webinar Series August 27th, 2015
Picture Courtesy Huffington Post
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Presenters
Dr. Shreya Sarkar-Barney HCG President & Founder
Izabela Widlak, M.S. Research Consultant
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Talent Strategy & Consulting
Talent Analytics
Talent Management
Education
US India
We help organizations achieve better outcomes through talent using science, analytics, and empathy.
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Agenda
• The business world has changed, how has HR adapted?
• Relevance of current HR operating models?
• What's required to be a value provider and a strategic business partner?
• Five key behaviors to lead in the brave new world of HR
shorten
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30 years ago
The Brave New World of HR
Payroll Headcount management Benefits Performance Appraisal Job Postings Training
Labor Relations OSHA Workers Compensation FMLA Interview Reference checks Credit Checks
Engagement Talent Analytics 360 feedback Mobility Global Workforce Virtual teams Performance Management Social Media Talent Acquisition Assessments Big Data Employer branding Mergers and acquisition Development centers HR Technology HRIS Workforce planning Succession planning
Old World New World
Change Management Outsourcing Contractors Teams Work design Ergonomics Innovation Process Simplification Total Rewards Health and well-being Learning & development Career Planning Competency modeling Onboarding Resources planning Project Management Reporting
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30 years ago
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The HR Dashboard
17%
HR does a good job of demonstrating its value to the business1
50%
HR does a good job of developing key talent2
67%
Evaluating Employee Performance2
40%
Organization is ready for learning and development4
65%
Understand the HR needs of the business2
8%
HR has the skills to drive business impact4
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Opportunities for Improvement
Source: The Economist Intelligence Unit (2012). CEO Perspective How HR can take on a bigger role in driving growth.
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EVOLUTION OF BUSINESS MODELS & THE ROLE OF EMPLOYEES
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Small Scale
1886: Benz Patent-Motorwagen, First gasoline powered auto-mobile
MARKET DEMAND
Self propelled carriage for long-distance travel
BUSINESS MODEL
Unorganized, individual inventors developing new methods
TALENT
Skilled craftsman with entrepreneurial inclinations
Craft Industry
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Assembly Line Manufacturing
FORD ASSEMBLY LINE
MARKET DEMAND
Demand for efficient and affordable cars
BUSINESS MODEL
Broke job to shorter repeatable tasks Shortened manufacturing time
TALENT
Standardized, repetitive work
Easily trainable skills
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Lean Manufacturing TOYOTA PRODUCTION SYSTEM (TPS)
MARKET DEMAND
Reliable and safe cars
BUSINESS MODEL
Automation with human touch
Just in time manufacturing
TALENT
Focus on reducing waste
Problem solving skills valued
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Agile Manufacturing
Tesla: Robotic manufacturing
MARKET DEMAND
High-end, environmentally friendly car with a unique customer experience
BUSINESS MODEL
Update software and hardware at regular intervals
TALENT
Larger breadth of skills
Specialized talent, contingent workforce
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3D printing
Flexible Manufacturing
Local Motors
MARKET DEMAND
Highly customized Clean energy, intimately
designed cars
BUSINESS MODEL
Flexible Production
Adapting to changes in product type, volume, and capability
TALENT
Co-creation of each car with customers
Technically deep, customer focused skills
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Debrief
Scalable Repeatable Standardized
Adaptable Flexible Customized
Business Model
Narrow scope Repetitive work Process adherence
Broader scope Responsive Flex with need
Employees
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Evolution in Manufacturing
Craft Industry
•New solutions
Mass Assembly Manufacturing
•Scale & affordability through standardized processes
Lean Manufacturing
•Quality and waste reduction through automation and selective human intervention
Agile Manufacturing
•Rapidly development, customer-designed products through teams involved in continuous improvement
Flexible Manufacturing
•Highly customized manufacturing through co-creation
Employees: Entrepreneurs, craftsman use passion, resilience and tenacity to invent new and unusual products
Employees: Use narrow skill range, perform repetitive, low level tasks
Employees: Participate in brainstorming and problem solving ways to reducing waste, improve quality
Employees: Problem solve and innovate in teams and interface with artificial intelligence led technology, to manufacture products
Employees: Work in collaboration with customers, with distributed teams and high-end technology, to deliver customized solutions
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Today’s HR: BUILT AROUND A PROCESS
Talent Acquisition
Training and Development
Performance Management
Compensation
Succession Planning
Jan Mar May Jul Sept Nov Jan Mar Feb Apr Jun Aug Oct Dec Feb
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Trends Shaping the Business World
• Volatile socio-political environment
• Shifts in economic power
• Shifts in consumer-base
• Workforce: Aging, Global, and mobile
• Changes in the definition of employees
• Changes in the nature of work
• Automation
• Big data
• Smart machines
GEO-POLITICAL TECHNOLOGY DEMOGRAPHY
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HR’s New Charter
HR’s role in the future will be to help their business win by solving the most challenging people problems
Enable Innovation
Reduce non-value
added work
Spread happiness & inspiration
Promote collaboration Co-creation
curation
Advice on people
implications of strategy
Grow capabilities
exponentially
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Inspiration from other Fields The Pit Crew
Ensures speed and safety of the race car and the driver
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The New HR: Collaborative, Agile, and Responsive
Improve quality
Launch new
facility
Develop new
product line En
gin
eeri
ng
Co
mm
un
ication
Engi
nee
rin
g
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Line Manager’s Approach H
um
an R
eso
urc
e A
pp
roac
h
Engaging with the business
Hu
man
Res
ou
rce
Ap
pro
ach
Hire
Empower
Engage
Train
Retain
Motivate
Cost Quality Customer delight Cycle time Productivity Profitability
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HCG Projects
• Closing a revenue gap
• Reigniting a failing collaboration
• Helping find efficiencies and cost savings
• Helping a leadership team redefine value creation
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“Close the revenue gap”
Put more feet on the street to close the revenue gap
Sales Boot Camp Industry Knowledge, Product , Process, Leaders Teach
Testing Panel Evaluation
60, 180, 360 day goals, coaching
Increase sales
Bottom Quartile of Salesforce
weeded out
Revenue up in two
quarters
Company sold for twice the value of its revenue
Mar
keti
ng
Reduce speech
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What was Unique?
Collaborating with a cross-functional stakeholder group to deliver a time-bound, targeted solution, to a specific business need.
Not an HR initiative
Not an enterprise-
wide process
Not an HR dashboard
Clear expectation of business outcomes
Targeted solution for a specific need
Solution to a unique business challenge
Lasting change through manager involvement
CEO sponsored
Jointly owned and facilitated with the business
Success through collaboration and co-creation
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HR Impact Study
Non HR
• Break down silos
• Promote collaboration
• Partner and advisor to business leaders
HR
• Thought leadership
• Deep expertise
• Connectors
• Focus on enabling projects and business outcomes
• Reduced emphasis on annual processes, programs for masses
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Interview Results “How can HR drive business impact?”
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SKILLS FOR THE BRAVE NEW WORLD OF HR
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Why Businesses are Challenged? “There is a
mismatch between what science knows and what business does.”
Daniel Pink
TEDGlobal July 2009
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Choices
9%
29%
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Unstructured Interviews Work Sample
Hiring Decisions Predicting Job Success
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Choices
14% 2%
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Transformational Leadership Situational Leadership
Leadership Leadership Effectiveness
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There is a growing need and recognition for advanced Talent Management education
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1,000,268
HR professionals registered on LinkedIn worldwide
70% enter the field
without a specific degree or certification in business or HR1
Lack of skills severely limits HR’s ability to impact business strategy and advance business goals
(2014). Deloitte University Press. The reskilled HR team: Transform HR professionals into skilled business consultants
1 Benko C., Bohdal-Spiegelhoff U., Geller J. & Walkinshaw H.
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Skills for The Brave New World of HR
Human Performance
Business Knowledge
HR Functional Knowledge
Provide informed counsel based on expertise in human performance, business knowledge, and HR knowledge.
Three Essential Capabilities
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Human Performance
• How do we spot an above average talent for a key project?
• How can we support a business leader with critical weaknesses to negotiate an important deal?
• How can we take a non-performing team and help them turn around a failing project?
SSB Add questions
Behaviors Attitudes Traits
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Human Performance
Onboard new hire
What onboarding methods should we use to retain our new hires
longer?
Socialization
Duration of socialization
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Human Performance
Negotiation training for leaders
How can we support a leader with known
weaknesses to negotiate an important
deal?
Self Awareness Establishing goals &
controls
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• Who are the competitors?
• What is the source of their competitive advantage?
• How to employees create value?
• What core competencies does our business require?
• How does this business make money?
Competitors
Employees Business
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Business Performance
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• Laws Policies
Local employment laws
Payroll & benefits administration Reporting using the HRIS system
Technology
Processes & Programs
Employee assistance programs Recognition programs Mobility programs
Compensation policy Performance appraisal
HR Functional Knowledge
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Five Essential Behaviors
• RECOGNIZE: Recognize people implications of business objectives
• STRATEGIZE: Consult and collaborate with stakeholders
• PLAN & DESIGN: Develop plan and design solutions based on understanding of human performance
• IMPLEMENTATION: Drive lasting change
• EXCEL: Drive outcomes using the evidence and metrics
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Questions?
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Want more!
17 Science-Based Talent Blue Prints
In-house Sessions
Keynote Speakers
www.humancapitalgrowth.com
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Talent Strategy & Consulting
Talent Analytics
Professional
Development
in Talent
Management
& Strategic HR
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Designing a Learning Strategy to deliver Competitive Advantage
Thursday, November 12th
8am PT
Next Webinar
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“The constant worry of all personnel administrators is their inability to prove that they are making a contribution to the enterprise. Their preoccupation is with the search for a “gimmick” that will impress their management associates. Their persistent complaint is that they lack status.”
Peter Drucker (1954), The Practice of Management, p. 205
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THANK YOU
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