changing priorities - professionals.engineering.osu.edu da vinci, l'uomo vitruviano . c. 1490....
TRANSCRIPT
Leonardo da Vinci,L'Uomo Vitruviano c. 1490
Changing Priorities:From Catching Up to Getting Ahead
December 6, 2017
Talent ManagementPredictions
Many Jobs will be “Humans need not apply.”
Because of Automation & AI
The General Lament
A whole new category…
A group of bankers talking to Andy Mcafee said in passing Gary Kasparov will be
“the last human chess champion.”
A whole new category…
Friedman thought wow that is going to be a whole new category
“last human bus driver,”“last human pilot,”
“last human cow milker” in upstate New York.
NYT had a story about robotic bar tenders.
“The last human x” is going to bea new category.
THE Future
Will not be “Jobless”
Talent ManagementPredictions The Practical Reality
Work is Changing
Work is not going away
General Truths aboutTalent Management
Observation
There are jobs Machines cannot do as well as Humans
Tatsuro Kiuchi
Can a machine create itself, market itself, sell itself?
Deliver itself? Feed itself? Clean itself? Fix itself?
There are jobs Machines cannot do as well as Humans
– e.g., cybersecurity developer, cloud computing programmer
There are jobs set to boom in the immediate future
Observation
https://www.cognizant.com/whitepapers/21-jobs-of-the-future-a-guide-to-getting-and-
staying-employed-over-the-next-10-years-
codex3049.pdf
There will be Jobs your HR department will have to fill in the future
Prediction
https://www.cognizant.com/whitepapers/21-jobs-of-the-future-a-guide-to-getting-and-staying-employed-over-the-next-10-years-codex3049.pdf
There will be talent that has to be managed in the future
Prediction
There will be talent that has to be “X’d” in the future
Jump Ball
What Verb Will Future Leaders Use to Describe
What They Do With Talent?
3 MinuteExercise
“Optimize”
“Utilize?”
“Deploy?”
“Engage?”
“Enable?”
“Beg?”
“Develop?”
“Discover?”
Talent Management is a Multi-Dimensional Issue
Decoy @ Pacific Northwest College of Art
The Aspect Most People Focus On
The Talent Problem[s] Directly Ahead of Us
The Talent Challenge in a Nutshell
HR Director @ Intel:
“I have reqs for 350 engineers.
Can I Hire them from Purdue?”
Gerry McCartney, CIO @ Purdue:
“Of course you can. We’ll get your
corporate HR people hooked up with our
Center for Career Opportunity people and 18 months from now we should be good to go.”
The Talent Challenge in a Nutshell
HR Director @ Intel:“I was thinking more like Thursday”
The Talent Challenge in a Nutshell
What do you anticipate
will be your most critical
talent/skill shortage in 2018?
90 SecondJump Ball
I Hypothesize…
In the absence of institutional
assistance/guidance organizations are going to have to figure out how to
manage and exploit the value of
information on their own.
The REAL “Getting Ahead” Talent Management Challenge is…
Question…3 Years from Now
Plato
What does the “Ideal”
IT Talent Management Program
look like?
Question…3 Years from Now
There will be talent management policies, practices & procedures
[P3] you will perpetuate
There will be P3 you will terminate
There will be P3 you will initiate
3 Years from NowIn the Talent Management Space…
New Do’s
Thru Do’s
No Do’s
Question…3 Years from Now
In the talent management space:
What will you stop doing?
3 MinuteGroup
Exercise
ReportBacks
What Patterns/Trends
[if any]
do you perceive in your
responses?Sean Scully, Somebody's Angel 2017
Observation 78% of the data in HRM Systems is inaccurate
Companies use data to manage talent
SUB-POINT
Stop using bad data
to manage good people
Gustave Caillebotte, Les raboteurs de parquet [The Floor Scrapers] 1876
Action Item
Observation
Yearly development objectives, annual reviews, and formal feedback tools,
long championed by human resource departments, are being replaced by real-time feedback
delivered directly by line managers.
Sloan Management Review [25 May 2017]
Observation
There is a gap between what HR wants to do
and what HR actually does.
Gustave Caillebotte, Les raboteurs de parquet [The Floor Scrapers] 1875
Action Item “Re-connect” HR
Action Item
When HR sees itself as manager, mediator,
and nurturer, it separates managers from their employees.
HR has to get out of the way between
leader & worker
HR’s fundamental goal is to help managers
manage better, not to manage on their behalf.
Tatsuro Kiuchi
Action Item
HR teams have to stop referring to
the rest of the company as “the business”;
too often, they don’t really
perceive themselvesas a core part of that business.
Hypothesis
Managers, not HR, should define, live, and develop
the company’s leadership.
Managers, not HR, should do the hard work of managing people—hiring, evaluating, rewarding, and
disciplining employees—and managers should be
evaluated on their results.
Employees, not HR, should “manage up”
and take responsibility for solving problems
directly with their managers.
Rodin Museum, PHL [8 May 2017]
Hypothesis
Generally speaking, while organizations exist in
the post-Internet Age
They operate via Industrial Age talent processes
Experts
Sloan Management Review[17 August 2017]
http://sloanreview.mit.edu/article/the-four-ways-to-manage-digital-talent-and-why-two-of-
them-dont-work/
Question…3 Years from Now
In the talent management space:
What will you start doing?
3 MinuteGroup
Exercise
Report Backs
What Patterns/Trends[if any]
do you perceivein your responses?
Klein, IKB
Observation
A design lever that really matters in the implementation
and management of digital workplaces:
enabling employee connectivity
Sloan Management Review [17 August 2017]
New Do’s
Experimenting with self-management (Holacracy) Piloting physical space changes Reclassifying technology jobs Hiring for value alignment instead of skills Finding top talent in innovative ways Transforming practices
New Do’s
Jeff Mazur, Launchcode
Question…3 Years from Now
In the talent management space:
What will you keep doing?
3 MinuteGroup
Exercise
Observation
Digital marketplaces for freelance IT talent, e.g., Topcoder, Upwork, Kaggle,
are rapidly growing as more people are choosing alternatives
to full-time employment. Forbes estimates that 35% of people are choosing freelance work and this is rapidly growing, particularly among millennials.
Sloan Management Review [17 August 2017]
Issues
What percentage of your workforce is eligible to retire
within the next five years?
What does the “Ideal”
IT workspace look like?
Question…3 Years from Now
Physical Space Changes
Create innovative and varied workspaces that appeal to both the current and next generation of workers.
The result is a variety of space configurations that match the various “modes of work.”
Employees are empowered to configure their space to adapt to their needs, not the other way around.
For example, a space that once held just eight cubes now holds ten desks and two collaboration areas.