Denise ShillitoThe Future of HR! GENEVA 2015

HUMAN RESOURCES The future…

Personnel Management

HR PAST, PRESENT & FUTURE

The present…

HUMAN & INNOVATION

COLLOBRATOR

The Past……….

1.CURRENT TRENDS

Current trends

Changing Workforce Mindsets

2/3rds of people at school will be doing jobs that haven’t been invented! 38% of (CEO) prefer to work for a number of employers with guaranteed

numbers of hours from each employer – referred to as portfolio worker model

76% HRD predict death of 9-5 office culture – 68% of graduates believe that virtual networks would lead to greater employee engagement and higher productivity (how do we cultivate a working culture remotely?)

77% of C-suite executives say there is a skills mismatch between graduates and business needs

53.5 % of HRD age discrimination still exists Agile workplace V’s traditional workplace

The new emerging Conscious Crowd

Who are these people? “a person acting and behaving as both an individual and as a part of

the greater connected whole. Such multiple relations form a more varied, rich and complex life; they also provide a more diverse range of impacts and opportunities to develop the self.”

What impact will this have on business? Individuals looking for meaningful work – purpose in the what people do Values and Ethics of the company, people within the company believe

they are true and not just lip service Greater strive to truly understand self and develop the self

2 .Exploring the Importance of “self” in business today!

Increase in Neuroscience Practises

Practise & Studies Year Aware and intergrate into my practice

Aware but don’t use in my practice

Aware but don’t fully understand

Don’t see the relevance of these developments

Neurochemistry of learning 2012 0 10% 17% 3%2014 6% 23% 35% 4%

Generational changes in brain functions which may affect learning: (Gen x,y,z)

2012 7% 31% 30% 5%2014 13% 33% 30% 3%

Unconscious thought theory (problem solving through our intuitive mind, when we are not actively trying)

2012 0 0 0 0

2014 18% 22% 31% 3%Learning states during game-based learning

2012 16% 25% 26% 2%2014 24% 23% 23% 3%

The correlation between physical exercise & increased learning performance

2012 19% 38% 23% 2%

2014 25% 33% 23% 3%

Neuroscience – Basic Brain Structure

Cortex: thinking, logic, memory

Limbic:Feelings, emotions

Reptilian Brain: Instinctual or Survival response,(Fight, Flight, Freeze)

Neuroscience & Leadership SCARF Model – David Rock

SCARF MODEL Threat Reward Status Giving advice or instructions,

offering feedback, performance reviews

Receiving positive feedback

Certainty Not knowing your boss expectation.

Stating clear objectives, breaking projects to small steps

Autonomy Micromanaged Allowing people to organise their own work.

Relatedness Meeting someone unknown, different culture

Setting up mentoring or coaching systems at work, having a friend at work

Fairness Lack of ground rules Transparency, doing volunteer work

How is business using this information?

Threat & Reward > Unconscious reaction – Limbic System – Pre-frontal cortex

Social > In-group & Out-group

Habit > Ochsner & Lieberman – believe that 70% of what we do is governed by habit

Role of emotions > Lieberman studies have suggested “naming” emotions lowers the arousal of the limbic system producing a quieter brain for the prefrontal cortex to function more effectively

Learning

What would it be like to get rid of Performance Reviews?

Numerous neuroscience research has highlighted that performance reviews are not working: Fixed mind-set and closed to learning and developing 67% of people grade did not get the grades they should have got 75% of people think they are not being rewarded by the performance review systems Challenges forced rating? Is it subjective?

Engagement increases when we remove ratings It’s counterintuitive to get rid of the systems Companies are ditching performance reviews and improving quality conversations in the business (reduces the

treats) Companies that have replaced performance reviews with innovative systems:

Deloitte, Sony, Microsoft, Zappos, Atlassian

https://www.neuroleadership.com/portfolio-items/kill-your-performance-ratings-webinar-with-david-rock/?portfolioID=138

No Performance Reviews!!

low impact

Forced Rankings

Distribution Curve

Time intensive

Case Study: Atlassian

1 .Rip apart the traditional performance review 2. Stop paying individual performance bonuses 3. Create bite sized chunks 4. Performance still evaluated - with some crucial changes

Jan Feb Mar April May June July Aug Sept Oct Nov Dec

Career Focussed

Remove barriers

Check-in

360 Feedback

Focus Areas

3. The importance of providing meaningful work

How many businesses today really help their customers and staff live more meaningful or fulfilled lives? 

Identify & Discover what really makes your employees engaged: How employees can make a difference through their work?

Dell: Social Innovation Lab – surrounded by purpose driven individuals

VIRGIN Atlantic: Mentoring Monday Set up forum to inspire the workforce

Google: 25% of employees time dedicated to a project they would like to work on Freedom to work where they wish

Mindfulness at work - Understanding yourself

Luxury Retail Companies: Revising customer strategies on customer values to get a deeper relationship with customers.

The future of HR:

Humanising the workplace Evolution of “Self” in the workplace Innovation & Creative

Aligning purpose of self to work Social & engaging -

Greater flexibility in how we work Flatter structures and democracy in the workplace active participation from

employees on how things should be done!