A Collaborative Advantage:HR and People Management leading

towards a better future

Peter Cheese and Perry Timms

A new set of ‘norms’

Economy

Value

Work

Workplace

Workforce

Networked, Collaborative, Flexible

Formal Organization and Informal Social System Structures

More volatile and less predictable

Continued shift toward Intangibles

Increasingly

Increasingly

Increasingly

Increasingly

More diverse, more demandingIncreasingly

The Challenge…

3

‘Rethinking’ the workforce relationship

Voice Empowerment RecognitionSupport Playing to strengths

Meaning Purpose

Well-being Energy! The extra mile PassionAlignment Collaboration Shared values Commitment

Trust

• Source

• Attract

• Select

• Orient

•Train

•Develop

•Reward

•Move through the Organization

Welcome to our Company

Orientation begins here

So are our People Management practices good enough?

Where are your biggest challenges today? Where will they be tomorrow?

Need for a strategic response‘Content is king, but context is kingdom’

Business Strategy

Human Capital Strategy

HR Strategy

DrivesEnables

Enables Drives

• Business priorities• Business needs

• Talent and skills• Leadership • Organisation and operating model• Culture

• HR capabilities• HR structure and operating model• Practices, policies & processes

• Most business leaders believe

that analytics is vital to

identifying current and future

skill gaps

• But only 15% believe HR is

providing insightful analytics

(KPMG survey 2013)

• Must be a key focus and

requires HR to work closely with

Finance and IT * - A zettabyte – 1 followed by 21 zeros

Too much data, not enough information

But not everything that can be counted counts…

Volume, velocity, variety

Getting back to our roots…

Understanding human and organisational behaviour

NeurosciencePositive Psychology

Behavioural Economics

Systems thinking

Values and ethics

….

From control to enablement

The worst enemy of life, freedom and common decencies is total anarchy…… their second worst enemy is total efficiency

Aldous Huxley

HR a key enabler, but developing managers is critical

Implications for the future of HR

• Becoming more strategic – understanding the changing context

• Understanding and articulating value – more analytical, more commercial, more business oriented

• More tech savvy – embracing and using technology

• Stronger on the science as well as the art of HR – human and organisational behaviour

• Efficient and effective – less process centric, more value driven

• More diverse – less siloed

• More professional – qualifications, CPD, standards

11