HREvolution

1. HREvolution Barbara Mitchell Cornelia Gamlem

2. You have to know where you’ve been to know where you’re going David McCullough, Author and Historian

3. Beginning of our Profession • Major strike at National Cash Register at turn of 20th Century • John H. Patterson, president, creates a new department he called “personnel” to handle: • Grievances • Discharges • Safety • New laws impacting employees

4. Beginning of our Society American Society for Personnel Management (ASPA) founded in 1948 by 21 professionals to advance and develop personnel ethics, methods and research toward higher standards of performance leading to the professional recognition of personnel administration.

5. ASPA in 1987 • Credentialing organization now known as HRCI changed the designations to PHR and SPHR • Who joined ASPA in 1987? • Hint: She went on to become CEO…… • Susan R. Meisinger, SPHR, JD, joined as head of Government Affairs

6. What was Happening in 1987? Baby Jessica rescued from well Stock Market fell 22% on Black Monday US budget reaches 1 trillion for 1st time World population was 5 billion Married with Children, Full House and 30 Something were hits on TV Bruce Willis and Demi Moore got married Supreme Court rules that Rotary Clubs must admit women’ Median annual U.S. income is $25,990

7. What was HR doing in 1987? Immigration Reform & Control Act (1986) Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 

8. Embracing change Madeleine Albright, former Secretary of State, was asked at a book signing, “How do you stop globalization?” Her response was “You don’t.”

9. Embracing change What are the influences that are causing change in organizations today? • Globalization • Multi-generational workplaces • Technology • Economic forces

10. Generations • Veterans, Boomers, Xers, Millennials and NOW: • Generation Z or I or Internet Generation • Born after 1991 • Never lived in a world without the internet • Never lived in a world without the threat of terrorism

11. Internet Generation More environmentally conscious than their co-workers Multi-tasking is a common as breathing Not brand loyal—get product reviews from Facebook and Twitter Privacy has less meaning Email is too slow

12. Bridging Generational Gaps Millennials need for work/life balance is aligned with Baby Boomers needs Boomers, Veterans, and Millennials share a desire to give back HR must be aware we can’t meet everyone’s needs so do what is best for your organization and your culture

13. Generations • Boomers—what value to they bring to their organization is a key driver • Xers—the end result is a key driver • Millennials—being part of a team is a key driver • Internets—being proud of their organization’s reputation is a key driver

14. Trivia Question When did the internet become widely used commercially? What drives Internet Generation employees crazy about their co-workers? Who said he invented the internet?

15. Five Trends Impacting HR Growing shortage of skilled employees Rise of Millennial and Internet Generations Increase of contingent employees Virtual employees the norm Globalization

16. Growing Shortage of Skilled Employees Declining birthrate in industrial nations Aging population Previously valuable skills no longer required in our information driven enconomy

17. Rise of Millennial and Internet Generations People born between 1980 and 2000 will soon make up largest segment of US population These employees have a totally different approach to work than previous generations

18. Increase of Contingent Workers Economy has forced businesses to be hesitant to hire full-time workers or to even fill positions with employees Currently, 10 million contingent workers (more than the number of union members) 22 million US companies don’t have any payroll

19. Increase of Virtual Employees 42% of US organizations provide some sort of flexible working options Issue is how to provide the connections working in the same place used to provide Work is a “state of mind”—not a “place to be”

20. Globalization Successful organizations have embraced the concept of “moving the work—not the worker” Need awareness of vast cultural differences as how work gets done Must be aware of major differences in laws and regulations

21. HR Trivia When was the Employee Retirement Income Security Act (ERISA) into law? Bonus question: What was the name of the company featured on an NBC broadcast Pensions: The Broken Promise?

22. History of Communication 1455 to Present – News books to Newspapers (to current modes of communication) ERISA mandates certain communications. How are you communicating with your employees about benefits?

23. Benefit Communications Jellyvision Benefits Counselor, an interactive online tool that walks employees, new hires and their family members through the process of selecting and enrolling in benefits. Decision support tools based on animated stories to educate employees on benefits. Best Buy Corp’s on-line Watercooler is used to communicate worldwide during benefits enrollment.

24. Technology & Communication Cloud computing, mobile devices, social media and workforce analytics are seriously impacting how we work Employees expect their employers to offer similar capabilities in mobile and social media as they have access to outside work HR Magazine October 2011

25. HR Trivia How much did Henry Ford pay his assembly workers in 1914?

26. Henry Ford & Steve Jobs

27. Henry Ford & Steve Jobs Manufactured in the USA Assembled in China

28. HR Trivia Where did the Triangle Shirtwaist Company fire occur? Bonus question: In what year? Bonus question: Who are these notable, historic figures: Robert Wagner (not the actor)? Frances Perkins?

29. Economic Factors Occupy Wall Street NLRB adopts final rules that will significantly expedite the processing of election petitions filed by unions.

30. Worker’s Claim Right to Rant on Facebook • NLRB Guidelines regarding social media • Employee Protected behavior: discussing with each other pay or workplace conditions, or speaking on behalf of others about (Protected concerted activity • Name-calling that doesn’t involve physical or verbal threats • Unprotected behavior: griping solely by and on behalf of oneself with no evidence of group action to improve conditions. • Physical or verbal threats • Unlawful employer behavior: Restricting worker’s rights to discuss online with co-workers wages and working conditions • Firing an employee engaging in protected concerted behavior. Wall Street Journal, Friday December 2, 2011

31. Embracing change Preparing for the future How can HR professionals embrace these forces and challenge themselves, individually and collectively, and adapt to the future in creative and strategic ways?

32. HR Today • What do we call it? • HR • Human Capital Management • Talent Management • People Operations (Google) • Other??

33. HR Today • What does HR need to do to add value? • Encourage organizations to invest in talent • Lead using metrics and data • Commit to innovation • Ed Lawler, Director of the Center for Effective Organizations and Professor at USC

34. HR Value Added • Ask yourself these questions? • Can I participate with understanding discussions around your organization’s business objectives? • Do I constantly look for ways to improve productivity through better labor utilization or other measures?

35. HR Value Added Do I anticipate challenges and resolve potential problems? Can I ask the right questions to help your organization meet its mission? Do I lead change? Do I communicate effectively? Do I lead the organization in an ethical fashion?

36. Closing Thought HR helps run the business. The focus is increasingly on talent management – finding, keeping and leveraging that talent to meet organizational goals. Those HR professionals who aren’t at that level may not make it in tomorrow’s workplace.” Sue Meisinger, SPHR CEO, SHRM (Ret.)

37. Call to Action • Continue to study the field of human resources. • Research and understand emerging trends and issues. • Don’t just listen to sound bites. • Go beyond the surface to understand how change will impact your organization. • Develop and strengthen your critical thinking skills. • Make the best judgments and decisions for your organization and all of its employees.