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HR in the 21 st Century: The Transformation Continues

HR in the 21 st Century: The Transformation Continues. Row Henson HCM Fellow, Oracle Corporation. Convergence of the .(dot) Shifts. Business 2.0. HCM 2.0. Web 2.0. = Transformation 2.0. New Technological Paradigm. New Demands for HCM. New Workplace Demands. New Workforce Demands.

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HR in the 21 st Century: The Transformation Continues

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  1. HR in the 21st Century:The Transformation Continues Row Henson HCM Fellow, Oracle Corporation

  2. Convergence of the .(dot) Shifts Business 2.0 HCM 2.0 Web 2.0 = Transformation 2.0

  3. New Technological Paradigm New Demands for HCM New Workplace Demands New Workforce Demands New Workforce Demographics Evolution for HCM • Systems Agility • Collaboration / Sharing • Extended / Global • Efficiency / Effectiveness • Business Agility • Engagement / Retention • Workforce Intelligence • Business Performance

  4. Agenda • HR Transformation 1.0 1995 - 2004 • HR Transformation 2.0 2004 – beyond • HR Transformation Report Card • HR Transformation Competencies • The Future of the Workforce • Technology Foundation – Web 2.0 • Measuring the Impact of Talent on Business Results

  5. Reengineering Human Resources 1995

  6. HR Transformation – A Global Thing • Over 75% of firms involved in HR transformation efforts • US leads in completed projects • Huge number of “in process” HR transformations elsewhere • Only a few HR leaders have no plans Source: Mercer HR Consulting Global HR Transformation Study, 2004

  7. It’s About Time (Spent) After 10+ years talking about being more strategic…not enough progress! Source: Mercer HR Consulting Global HR Transformation Study, 2004

  8. Agenda • HR Transformation 1.0 1995 - 2004 • HR Transformation 2.0 1996 – beyond • HR Transformation Report Card • HR Transformation Competencies • The Future of the Workforce • Technology Foundation – Web 2.0 • Measuring the impact of Talent on Business Results

  9. What is HR Transformation 2.0 Mercer 2006 Transformation Study

  10. Mercer 2006 Transformation Report

  11. Agenda • HR Transformation 1.0 1995 - 2004 • HR Transformation 2.0 1996 – beyond • HR Transformation Report Card • HR Transformation Competencies • The Future of the Workforce • Technology Foundation – Web 2.0 • Measuring the impact of Talent on Business Results

  12. Transforming HR • One size does not fit all • Process flexibility and adaptability • Innovate or be outsourced • Business partner/business alignment • Owner of corporate culture/ employee brand • Competency/talent identification & development • Project management skills • Better analytical skills

  13. Future skill requirements for HR professionals – Mercer 2006 report • Interpersonal skills • Team skills • Interviewing and assessment • Consultation/negotiation skills • Leadership • Change management • Cultural change/transformation skills • Business understanding • Conflict management • Coaching/facilitation • Customer service • HRIS data analysis and reporting

  14. Agenda • HR Transformation 1.0 1995 - 2004 • HR Transformation 2.0 1996 – beyond • HR Transformation Report Card • HR Transformation Competencies • The Future World of Work • Technology Foundation – Web 2.0 • Measuring the impact of Talent on Business Results

  15. Future World of Work • What will the workforce look like? • Where will the talent come from? • Workplaces or workspaces? • Who owns the talent pool and the company culture? • How do we prepare for these changes?

  16. Workforce Demographics • Reduced Workforce • Workforce is getting older • 3 Generations working together • Increase of women in the workforce • Rise in the contingent workforce • Global, mobile, virtual worker • Decline in education level in developed countries • Dominant language in next 50 years – Chinese?

  17. Each generation in the workplace comes with its own sets of experiences and expectations that can occasionally come in conflict with one another Too much and I’ll leave Required to keep me Continuous & expected The hard way Classroom Independent Collaborative & networked Facilitated Guarded Top down Collaborative Hub & spoke Independent Hierarchical Horizontal Collaborative Team included Team decided Seeks approval Team informed Partner Command & control Get out of the way Coach On demand No news is good news Once per year Weekly/daily Uncomfortable Unsure Unfathomable if not provided Unable to work without it Unwise Sets me back Part of my daily routine Necessary Source: Lancaster, L.C. and Stillman, D. When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work. Wheaton, IL. Harper Business, 2003.

  18. Agenda • HR Transformation 1.0 1995 - 2004 • HR Transformation 2.0 1996 – beyond • HR Transformation Report Card • HR Transformation Competencies • The Future of the Workforce • Technology Foundation – Web 2.0 • Measuring the impact of Talent on Business Results

  19. Common Web 2.0 Tools

  20. Tomorrow’s Web 2.0 Work Environment KIA Research Q3 Budget Review Capital Expenses, KIA Analysis Employee Reviews Acquisition Analysis Stress Reduction Tips Q2 Competitive Analysis

  21. Evolving HR Practices Engager Traditional Internet Web 2.0 Visibility All Hands Meetings Replayable Webcasts Interactive blogs Development Classroom training eLearning Informal learning, tagging Community Team building offsites D-lists, webinars Social networking, workspaces Recognition Plaques Email announcements Recommendations, kudos, ratings Empowerment Employee surveys Online surveys Wikis, chats, forums Attraction Job Fairs, word of mouth Online advertising, Email referrals Blogging, RSS, Social networking

  22. Who’s Adopting Web 2.0? Executives Worldwide: • >75% plan to maintain or increase their investments that encourage user collaboration, social networks, etc. • 66% regret not boosting their capabilities to exploit new technologies. More executives said they should have acted faster. The McKinsey Quarterly conducted this survey in January 2007 and received responses from 2,847 executives worldwide, 44% hold C-level positions.

  23. What Web 2.0 Technologies are Being Adopted? Use or Planning to Use The McKinsey Quarterly conducted this survey in January 2007 and received responses from 2,847 executives worldwide, 44% hold C-level positions.

  24. Agenda • HR Transformation 1.0 1995 - 2004 • HR Transformation 2.0 1996 – beyond • HR Transformation Report Card • HR Transformation Competencies • The Future of the Workforce • Technology Foundation – Web 2.0 • Measuring the impact of Talent on Business Results

  25. Measuring Human Capital Asset People as Means People as Capital Loss Profit People as Problems People as Costs Liability Source: Chapman Condy Company

  26. Why Measure? • STOP: “I think….I feel” • START: “I know…I can prove” • SHIFT: From Tangible to Intangible Asset Accounting

  27. FROM… How do we prove the worth of the HR function? TO… How do we identify those HR programs/policies that would have the greatest positive impact on our key performance indicators? Changing the questions that we ask Source : Laurie Bassie – McBassie & Company

  28. FROM… How do we show a ROI (cost savings) on our HR interventions? TO… How do we link our HR interventions to key performance indicators? Changing the questions that we ask Source : Laurie Bassie – McBassie & Company

  29. FROM… How do I justify/increase our training budget? TO… What are the key differences in the training histories of our top and bottom performers? Changing the questions that we ask Source : Laurie Bassie – McBassie & Company

  30. FROM… How do we maximize employee engagement? TO… What are the critical engagement differentials between top and bottom performing business units/functions? Changing the questions that we ask Source : Laurie Bassie – McBassie & Company

  31. I M P A C T COMPLEXITY Metrics That Matter: Analytic Taxonomy Predictive Modeling Correlated Analytics Contextual Embedded Analytics Metrics Delivery (Dashboards) Information Distribution

  32. CHRO / CPO Human Capital Knowledge Strategy Global Opportunity Creation / Effectiveness People Manufacturing MRP VPHR Legal Protector Competencies Business Evolution Efficiency ERP Process Automation Mainframe Packages Local Finance Host Systems Personal Dir Recordkeeping Skills Data Internet Client/ Server Host Technology Evolution Confluence of HR, Technology and Business From the Industrial Age to the Knowledge Age

  33. Questions? For more info. Contact row.henson@oracle.com

  34. Enjoy the rest of the meeting!

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