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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2

3

1

Age of Collaboration & Community

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5

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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8

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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 :

kwheeler@futureoftalent.org

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