Innovative HR for the 21 st Century

world-class innovation

the innovation workgroup

1

Innovative HR for the 21st Century

Presented to S P Jain Institute and Academy of HR

DevelopmentMumbai

13 January, 2012



2

Today’s Agenda

The Need for Innovative HR Management Transformation #1: From Transaction Processor to

Strategic Advisor Transformation #2: From Authority to Collaborator Transformation #3: From Manager to Leader



3

THE NEED FOR INNOVATIVE HR MANAGEMENT

Innovative HR Management for the 21st Century



4

It’s a New World

• What worked in the past may not work in the future.X



5

Innovation is Required

• What worked in the past WILL NOT work in the future.

• Those who do not change will be supplanted by those who adopt and invent new, better practices.



6

Future Work Skills Report: Findings

Six Drivers of Change• Extreme Longevity• Rise of Smart Machines and Systems• Computational World• New Media Ecology• Superstructured Organizations• Globally Connected World

Source: Institute For the Future’s 2011 report on Future Work Skills 2020.



7

Rapid and Massive Changes in HR

• Recruitment• Retention• Employee engagement• Grievances• Labor relations• Succession planning• Employee communications• Organizational development• Training and development• Performance management



8

TRANSFORMATION #1:TRANSACTION PROCESSOR TO STRATEGIC ADVISOR




9

Insight #1

• A computer is faster and more accurate than you, and it has a better memory.



10

Human Resources Transformation

• Pitney Bowes, 2003– Online job applications– Online time and pay recording– Online leave management– Online performance reviews– Online employee services

• Up-front cost• Long-term savings

• COMING SOON TO A COMPANY NEAR YOU!!!!!!!



11

Your mission, should you choose…

• You CAN DEVELOP better judgment than a computer.



12


The case of the four new recruits



13

The Case of the Adverse Market

• High-Tech Company in NCR, 2011• Production capacity too large for order volume• Manufacturing labor force too large for sales volume• Customers want low price AND fast turnaround (no

advance capacity planning)

• What should they do?



14

The Case of the Adverse Market, cont.

TRADITIONAL• Employment law• Contract labor

management• Labor relations• Direct HR costs

21st CENTURY• Manufacturing

economics• Shareholder and

stakeholder relations• Corporate strategy



15

TRANSFORMATION #2:AUTHORITY TO COLLABORATOR




16


Traditional role of HR



17


Traditional HR practitioner



18

Insight #2

90%

10%

90%

10%

Group

Individual

INDIA USA

Indians are becoming more individualistic



19

Traditional vs. Leading-Edge Innovation

TRADITIONAL• Someone will get an

idea• The experts know

best• Build, then test• I think it will be

successful• Hunches, guesses

and assumptions

LEADING-EDGE• Assign people to

innovate• The customer knows

best• Test, then build• Validate benefits

prior to launch• Facts, insights and

verification



20

• Relationships are adult-to-adult, not parent-to-child.• Leadership happens at every level of the

organization, not just at the top.• You're paid for the value you bring to the

organization, not your job title.• Everyone knows to whom and for what they're

accountable.• Transparency isn't considered scary.• Formality and polices are avoided in favor of

informality and principles.• Humor and having fun is actually encouraged.• You can access real-time financial information

about your organization's performance anytime you want.

• Change = life, not death.• The employee manual can be summed up in one

sentence: "Use common sense!“• You look forward to meetings where you can

collaborate and share ideas.

• There's a spirit of ownership in every project in which you're involved.

• You either helped create or strongly share in the organization's purpose and vision statements.

• Incentives aren't used to motivate employees - meaningful work is.

• You never have to ask to go to the bathroom.• Your life outside of work is as valued as your life at

work.• You receive real-time, ongoing constructive

feedback from your co-workers, and you're often publicly acknowledged for excellent work.

• Failure is seen as a right-of-passage to success.• Thinking differently and challenging assumptions is

encouraged.• Alignment comes from a shared sense of purpose,

not automatic agreement.• Your job is one of your favorite places to be.

The Democratic Workplace

Source: WorldBlu.com



21

Recommended Reading

• Leadership Divided by Ron Carucci

• The Brookreme Dream– A balanced organization– An honest organization– An empowering organization



22

TRANSFORMATION #3:MANAGER TO LEADER




23

Insight #3

• 53% of Indian MDs/CEOs regard their chief HR officer as a strategic partner and resource!



24

High-Value Human Resources

• What value can you add?

Transactions

Communications

Support

Training

Planning

Leadership

High

Low



25

Management vs. Leadership

MANAGEMENT• Getting people who

are under your control to do what you want them to do.

LEADERSHIP• Getting people who




26

Management vs. Leadership

MANAGEMENT• Getting people who


LEADERSHIP• Getting people who

are NOT under your control to do what you want them to do.



27

Leadership Through HRD

TRADITIONAL TRAINING• Check-box• Mandated• Reward travel• Instructor centered• C-Sat survey

21st CENTURY TRAINING• Outcome driven• Self-selected• Location immaterial• Learner centered• Application



28

Leadership Through Recruiting• What are humans uniquely

good at (compared to machines)?

• How can we produce and create value in an evolving world?

Top Ten Skills for the Future • Sense-Making• Social Intelligence• Novel and Adaptive Thinking• Cross-Cultural Competency• Computation Thinking• New-Media Literacy• Trandisciplinarity• Design Mindset• Cognitive Load Management• Virtual Collaboration

Source: Institute For the Future’s 2011 report on Future Work Skills 2020.



29

Leadership Through Influence

• Strategic Advisor => Leader• Walk the Walk before you Talk the Talk



30

Key Take-Aways

HR management is changing in response to rapid and massive environmental changes. Innovation will be required to succeed.

HR transaction processors are headed for obsolescence. Become a Strategic Advisor to build a successful career.

In the future, HR managers won’t make authoritarian decrees. Learn to collaborate to co-create.

To rise to the pinnacle of your organization, go beyond good management. Learn to lead!



31

Thank you

the innovation workgroupworld-class innovation

Your feedback and enquiries are welcomeDavid Wittenberg, CEO

Telephone +91 98718 23569 E-mail [email protected]

mailto:[email protected]

Innovative HR for the 21 st Century

Documents

Transcript of Innovative HR for the 21 st Century