Date post: | 18-Oct-2014 |
Category: |
Technology |
View: | 721 times |
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Emerging Trends in HR, Recruitment and Learning
Presented by Kevin Wheeler
Fewer Constraints - More Choice
Little ChoiceScarcity/Control
Much ChoiceSurplus/Freedom
InformationCommunicationsPurchasing optionsEducation/LearningLifestyleEntertainmentFoodTransportation
3 Emerging Biggies!
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Age of Collaboration & Community
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20th Century: Control information Cloak it in secret/File patents Do it all yourself
21st Century: Open sharing of information Transparency Share/partner/co-create
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Collaborating/Crowdsourcing
A way to . . . Do complex, ambiguous, multicultural work
Find scarce talent Seek multidisciplinary ideas
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“The fundamental unit of the new economy is not the corporation but the individual.”
-Thomas Malone @ MIT
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Top 10 Countries
1. Singapore2. Netherlands3. Switzerland4. Australia5. Sweden6. Belgium7. Denmark8. Finland9. Norway10.Germany
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OptimisticEmpowered
Ambitious
Confident
Passionate
Loyal
Communicators
Resourceful
GEN Y VALUES GO MAINSTREAM
Entre
preneu
rial
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GEN Y’s
Work for love, not money Attracted to opportunities, not
status Look for challenge, not tenure Demand that work be engaging &
fun, not drudgery Believe work is NOT location specific
Blurring of Employee/Work Boundaries
Free Agents & Employees
Work, Leisure,
Home
Enterprise, Partners, Suppliers, Customers
Consultants
Flexible Work Patterns
WORKER TYPE
TODAY WITHIN 3 YEARS
Regular 80-85% <50%
Part-time 5-8% 10-20%
Sometime 1-3% 4-5%
Contractor 6-10% 15-20%
Consultant 5-10% 10%
Insourced 5-10% >20%
7 IDEAS
What Can HR do to
drive innovation?
1. Remove Barriers
HR policies aligned to support innovation. Use technology Encourage learning/exploration Allow easy internal movement Hire for innovative mindset Punish rigidity, chain of command
thinking
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2. Foster Collaboration
Use collaboration tools/platforms Move away from email
Encourage sharing of ideas Focus on Accountability-
Based Influence (ABI) Facebook EmpireAvenue Rypple
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3. Leverage Analytics
Use data to look for opportunities & uncover needs & predict the future.
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4. Pioneer New Models of Leadership
The Emerging Leadership Model
It’s Concurrent Several may lead at the same time
It’s a Collective activity Many leaders
It’s Collaborative Shared ideas/collective decisions
It’s Compassionate Emotion is allowed, Differences honored.
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5. Flatten the Organization
• Eliminate layers• Broaden spans• Shrink headcount• Reach across the globe• Build networks
Core
TrustedPartners
Consultants/SpecialistsPartners
Partners
6. Honor the Oddball
Seek out the mavericks, the loners
Find people who can Deal with ambiguity Analyze the complex Live with interdependencies
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7. Experiment Often & Fast
Try new ideas Do what is counter-culture Be open to new technologies Never punish failure. Encourage everyone to embrace
change.
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IBM “HR ThinkFuture” Think of talent as a cloud, as mobile,
possibly working for IBM in the morning virtually and someone else in the afternoon.
Focus on developing leaders with multicultural competence.
Use social media as an HR tool replacing periodic performance reviews and enabling daily, continuous feedback.
Use predictive analytics as an innovation tool. 25
Thanks! Boomers can Write to me at :
Gen X can Read my blog at:http://byteeoh.com
Gen Y Follow me on Twitter at:www.twitter.com/kwheeler
Anyone can Read my columns on ERE:www.ere.net