hrevolution barbara mitchell cornelia gamlem. 2 you have to know where you’ve been to know where...

HREvolution

Barbara Mitchell

Cornelia Gamlem

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You have to know where you’ve been to know where you’re going

David McCullough, Author and Historian

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Beginning of our Profession

Major strike at National Cash Register at turn of 20th Century

John H. Patterson, president, creates a new department he called “personnel” to handle: Grievances Discharges Safety New laws impacting employees

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Beginning of our Society

American Society for Personnel Management (ASPA) founded in 1948 by 21 professionals to advance and develop personnel ethics, methods and research toward higher standards of performance leading to the professional recognition of personnel administration.

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ASPA in 1987

Credentialing organization now known as HRCI changed the designations to PHR and SPHR

Who joined ASPA in 1987? Hint: She went on to become CEO……

Susan R. Meisinger, SPHR, JD, joined as head of Government Affairs

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What was Happening in 1987? Baby Jessica rescued from well Stock Market fell 22% on Black Monday US budget reaches 1 trillion for 1st time World population was 5 billion Married with Children, Full House and 30 Something were

hits on TV Bruce Willis and Demi Moore got married Supreme Court rules that Rotary Clubs must admit women’ Median annual U.S. income is $25,990

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What was HR doing in 1987?

Immigration Reform & Control Act (1986) Consolidated Omnibus Budget

Reconciliation Act (COBRA) of 1986 

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Embracing change

Madeleine Albright, former Secretary of State, was asked at a book signing,

“How do you stop globalization?”

Her response was “You don’t.”

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Embracing change

What are the influences that are causing change in organizations today?

Globalization Multi-generational workplaces Technology Economic forces

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Generations

Veterans, Boomers, Xers, Millennials and NOW:Generation Z or I or Internet GenerationBorn after 1991Never lived in a world without the internetNever lived in a world without the threat of

terrorism

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Internet Generation

More environmentally conscious than their co-workers

Multi-tasking is a common as breathing Not brand loyal—get product reviews from

Facebook and Twitter Privacy has less meaning Email is too slow

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Bridging Generational Gaps

Millennials need for work/life balance is aligned with Baby Boomers needs

Boomers, Veterans, and Millennials share a desire to give back

HR must be aware we can’t meet everyone’s needs so do what is best for your organization and your culture

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Generations

Boomers—what value to they bring to their organization is a key driver

Xers—the end result is a key driver Millennials—being part of a team is a key

driver Internets—being proud of their

organization’s reputation is a key driver

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Trivia Question

When did the internet become widely used commercially?

What drives Internet Generation employees crazy about their co-workers?

Who said he invented the internet?

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Five Trends Impacting HR

Growing shortage of skilled employees Rise of Millennial and Internet Generations Increase of contingent employees Virtual employees the norm Globalization

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Growing Shortage of Skilled Employees Declining birthrate in industrial nations Aging population Previously valuable skills no longer

required in our information driven enconomy

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Rise of Millennial and Internet Generations People born between 1980 and 2000 will

soon make up largest segment of US population

These employees have a totally different approach to work than previous generations

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Increase of Contingent Workers

Economy has forced businesses to be hesitant to hire full-time workers or to even fill positions with employees

Currently, 10 million contingent workers (more than the number of union members)

22 million US companies don’t have any payroll

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Increase of Virtual Employees

42% of US organizations provide some sort of flexible working options

Issue is how to provide the connections working in the same place used to provide

Work is a “state of mind”—not a “place to be”

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Globalization

Successful organizations have embraced the concept of “moving the work—not the worker”

Need awareness of vast cultural differences as how work gets done

Must be aware of major differences in laws and regulations

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HR Trivia

When was the Employee Retirement Income Security Act (ERISA) into law?

Bonus question: What was the name of the company featured on an NBC broadcast Pensions: The Broken Promise?

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History of Communication

1455 to Present – News books to Newspapers (to current modes of communication)

ERISA mandates certain communications.

How are you communicating with your employees about benefits?

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Benefit Communications

Jellyvision Benefits Counselor, an interactive online tool that walks employees, new hires and their family members through the process of selecting and enrolling in benefits.

Decision support tools based on animated stories to educate employees on benefits.

Best Buy Corp’s on-line Watercooler is used to communicate worldwide during benefits enrollment.

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Technology & Communication

Cloud computing, mobile devices, social media and workforce analytics are seriously impacting how we work

Employees expect their employers to offer similar capabilities in mobile and social media as they have access to outside work

HR Magazine October 2011

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HR Trivia

How much did Henry Ford pay his assembly workers in 1914?

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Henry Ford & Steve Jobs

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Henry Ford & Steve Jobs

Manufactured in the USA

Assembled in China

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HR Trivia

Where did the Triangle Shirtwaist Company fire occur?Bonus question: In what year?Bonus question: Who are these notable, historic figures:Robert Wagner (not the actor)?Frances Perkins?

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Economic Factors

Occupy Wall Street

NLRB adopts final rules that will significantly expedite the processing of election petitions filed by unions.

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Worker’s Claim Right to Rant on Facebook NLRB Guidelines regarding social media

Employee Protected behavior: discussing with each other pay or workplace conditions, or speaking on behalf of others about (Protected concerted activity

Name-calling that doesn’t involve physical or verbal threats Unprotected behavior: griping solely by and on behalf of

oneself with no evidence of group action to improve conditions. Physical or verbal threats Unlawful employer behavior: Restricting worker’s rights to

discuss online with co-workers wages and working conditions Firing an employee engaging in protected concerted behavior.

Wall Street Journal, Friday December 2, 2011

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Embracing change

Preparing for the future

How can HR professionals embrace these forces and challenge themselves, individually and collectively, and adapt to the future in creative and strategic ways?

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HR Today

What do we call it?HRHuman Capital ManagementTalent ManagementPeople Operations (Google)Other??

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HR Today

What does HR need to do to add value?Encourage organizations to invest in talentLead using metrics and dataCommit to innovation

Ed Lawler, Director of the Center for Effective Organizations and Professor at USC

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HR Value Added

Ask yourself these questions?Can I participate with understanding

discussions around your organization’s business objectives?

Do I constantly look for ways to improve productivity through better labor utilization or other measures?

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HR Value Added

Do I anticipate challenges and resolve potential problems?

Can I ask the right questions to help your organization meet its mission?

Do I lead change? Do I communicate effectively? Do I lead the organization in an ethical

fashion?

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Closing Thought

HR helps run the business. The focus is increasingly on talent management – finding, keeping and leveraging that talent to meet organizational goals. Those HR professionals who aren’t at that level may not make it in tomorrow’s workplace.”

Sue Meisinger, SPHRCEO, SHRM (Ret.)

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Call to Action

Continue to study the field of human resources. Research and understand emerging trends and

issues. Don’t just listen to sound bites.

Go beyond the surface to understand how change will impact your organization.

Develop and strengthen your critical thinking skills. Make the best judgments and decisions for your

organization and all of its employees.