1 / 31

Innovative HR for the 21 st Century

Innovative HR for the 21 st Century Presented to S P Jain Institute and Academy of HR Development Mumbai 13 January, 2012. Today’s Agenda. The Need for Innovative HR Management Transformation #1: From Transaction Processor to Strategic Advisor

cameron-mays
Download Presentation

Innovative HR for the 21 st Century

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Innovative HR for the 21st Century Presented to S P Jain Institute and Academy of HR Development Mumbai 13 January, 2012

  2. Today’s Agenda • The Need for Innovative HR Management • Transformation #1: From Transaction Processor to Strategic Advisor • Transformation #2: From Authority to Collaborator • Transformation #3: From Manager to Leader

  3. Innovative HR Management for the 21st Century The Need for Innovative HR Management

  4. It’s a New World X • What worked in the past may not work in the future.

  5. Innovation is Required • What worked in the past WILL NOT work in the future. • Those who do not change will be supplanted by those who adopt and invent new, better practices.

  6. Future Work Skills Report: Findings Six Drivers of Change • Extreme Longevity • Rise of Smart Machines and Systems • Computational World • New Media Ecology • Superstructured Organizations • Globally Connected World Source: Institute For the Future’s 2011 report on Future Work Skills 2020.

  7. Rapid and Massive Changes in HR • Recruitment • Retention • Employee engagement • Grievances • Labor relations • Succession planning • Employee communications • Organizational development • Training and development • Performance management

  8. Innovative HR Management for the 21st Century TRANSFORMATION #1:Transaction processor to strategic advisor

  9. Insight #1 • A computer is faster and more accurate than you, and it has a better memory.

  10. Human Resources Transformation • Pitney Bowes, 2003 • Online job applications • Online time and pay recording • Online leave management • Online performance reviews • Online employee services • Up-front cost • Long-term savings • COMING SOON TO A COMPANY NEAR YOU!!!!!!!

  11. Your mission, should you choose… • You CAN DEVELOP better judgment than a computer.

  12. The case of the four new recruits

  13. The Case of the Adverse Market • High-Tech Company in NCR, 2011 • Production capacity too large for order volume • Manufacturing labor force too large for sales volume • Customers want low price AND fast turnaround (no advance capacity planning) • What should they do?

  14. The Case of the Adverse Market, cont. TRADITIONAL • Employment law • Contract labor management • Labor relations • Direct HR costs 21st CENTURY • Manufacturing economics • Shareholder and stakeholder relations • Corporate strategy

  15. Innovative HR Management for the 21st Century TRANSFORMATION #2:authority to Collaborator

  16. Traditional role of HR

  17. Traditional HR practitioner

  18. Insight #2 Indians are becoming more individualistic Individual USA INDIA Group

  19. Traditional vs. Leading-Edge Innovation TRADITIONAL • Someone will get an idea • The experts know best • Build, then test • I think it will be successful • Hunches, guesses and assumptions LEADING-EDGE • Assign people to innovate • The customer knows best • Test, then build • Validate benefits prior to launch • Facts, insights and verification

  20. The Democratic Workplace • Relationships are adult-to-adult, not parent-to-child. • Leadership happens at every level of the organization, not just at the top. • You're paid for the value you bring to the organization, not your job title. • Everyone knows to whom and for what they're accountable. • Transparency isn't considered scary. • Formality and polices are avoided in favor of informality and principles. • Humor and having fun is actually encouraged. • You can access real-time financial information about your organization's performance anytime you want. • Change = life, not death. • The employee manual can be summed up in one sentence: "Use common sense!“ • You look forward to meetings where you can collaborate and share ideas. • There's a spirit of ownership in every project in which you're involved. • You either helped create or strongly share in the organization's purpose and vision statements. • Incentives aren't used to motivate employees - meaningful work is. • You never have to ask to go to the bathroom. • Your life outside of work is as valued as your life at work. • You receive real-time, ongoing constructive feedback from your co-workers, and you're often publicly acknowledged for excellent work. • Failure is seen as a right-of-passage to success. • Thinking differently and challenging assumptions is encouraged. • Alignment comes from a shared sense of purpose, not automatic agreement. • Your job is one of your favorite places to be. Source: WorldBlu.com

  21. Recommended Reading • Leadership Divided by Ron Carucci • The Brookreme Dream • A balanced organization • An honest organization • An empowering organization

  22. Innovative HR Management for the 21st Century TRANSFORMATION #3:Manager to Leader

  23. Insight #3 • 53% of Indian MDs/CEOs regard their chief HR officer as a strategic partner and resource!

  24. High-Value Human Resources • What value can you add? High Leadership Planning Training Support Communications Low Transactions

  25. Management vs. Leadership MANAGEMENT • Getting people who are under your control to do what you want them to do. LEADERSHIP • Getting people who are under your control to do what you want them to do.

  26. Management vs. Leadership MANAGEMENT • Getting people who are under your control to do what you want them to do. LEADERSHIP • Getting people who are NOT under your control to do what you want them to do.

  27. Leadership Through HRD TRADITIONAL TRAINING • Check-box • Mandated • Reward travel • Instructor centered • C-Sat survey 21st CENTURY TRAINING • Outcome driven • Self-selected • Location immaterial • Learner centered • Application

  28. Leadership Through Recruiting • What are humans uniquely good at (compared to machines)? • How can we produce and create value in an evolving world? Top Ten Skills for the Future • Sense-Making • Social Intelligence • Novel and Adaptive Thinking • Cross-Cultural Competency • Computation Thinking • New-Media Literacy • Trandisciplinarity • Design Mindset • Cognitive Load Management • Virtual Collaboration Source: Institute For the Future’s 2011 report on Future Work Skills 2020.

  29. Leadership Through Influence • Strategic Advisor => Leader • Walk the Walk before you Talk the Talk

  30. Key Take-Aways • HR management is changing in response to rapid and massive environmental changes. Innovation will be required to succeed. • HR transaction processors are headed for obsolescence. Become a Strategic Advisor to build a successful career. • In the future, HR managers won’t make authoritarian decrees. Learn to collaborate to co-create. • To rise to the pinnacle of your organization, go beyond good management. Learn to lead!

  31. Thank you the innovation workgroup world-class innovation Your feedback and enquiries are welcome David Wittenberg, CEO Telephone +91 98718 23569 E-mail david@theinnovationworkgroup.com

More Related