hrpa2015 the new hr

*** The New HR *** Innnova'ng Ac'vi'es for Connec'ons, Rela'onships & Conversa'ons

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GOOD TO MEET YOU!

@joningham

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THE NEW HR

§  CEB – performance gap §  Businesses need a 20% improvement in performance from employees to ensure that business objec'ves are met, yet the past 15 years have seen only around a 10% improvement

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THE NEW HR

•  Not about: –  Innova'ng for the sake of innova'ng –  Following a new list of best prac'ces – Making things more funky because that is what Zappos does

–  Adop'ng social media or other new technologies just because they are there

–  Building HR strategy based upon big data!

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BASIS FOR COMPETITION

Competitive Positioning

Core Competencies

Organisational Capabilities

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MCKINSEY – BASIS FOR COMPETITION

§  Organisation Health (from Beyond Performance) §  Accountability §  Capabilities §  Co-ordination and control §  Culture and climate §  Direction §  External orientation §  Innovation and learning §  Leadership §  Motivation

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MCKINSEY – BASIS FOR COMPETITION

§  Organisation Health (from Beyond Performance) §  “The health side is very much about me – how well do

we align people on where we want to go, how efficiently do we execute against that, and how effectively, and how do we renew ourselves along the way, keep our energy up and be able to continue once we even get to that target.”

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ZAPPOS – BASIS FOR COMPETITION

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ZAPPOS – COMPETING ON HUMAN CAPITAL

Competitive Positioning

Core Competencies

Organisational Capabilities

Online shoe retailer

Personalised customer service

Happy weird people

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HCM = MANAGING PEOPLE FOR HUMAN CAPITAL

Personnel

Today’s HR Business Results

Outcomes -‐ Human Capital

Ac'vi'es

HCM Business Impacts

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IBM – COMPETING ON ORGANISATION CAPITAL

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WHOLE FOODS – COMPETING ON SOCIAL CAPITAL

•  John Mackay, Whole Food Stores:

–  “Love is not something that is commonly explored in business. But it’s 'me for love to come out of the closet. It’s a wave that’s going to grow. For compe''ve advantage…”

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LOVE & SOCIAL CAPITAL

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LOVE & SOCIAL CAPITAL

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THE NEW HR

Old HR

Current HR Business Results

Ac'vi'es

New HR Business Impacts

Social Capital

Human Capital

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THE NEW HR

§  CEB – performance gap §  One of the biggest surprises in our latest research is the growing impact of collabora'on on produc'vity. People know that work is becoming more collabora've, but the surprise is that 50% of successful performance now depends on this – whereas 10 years ago 80% of the outcome of any task would have been down to the individual. It is the magnitude of the shi^ that we didn’t expect.

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THE NEW HR

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THE NEW HR

•  So in your organisa'on, what really makes the difference to business performance: –  The individual quality / capabili'es / performance of the your people (human capital), or

–  The way your people work together (social capital)? •  And in your organisa'on, what propor'on of your HR ac'vi'es focuses on enabling teams, networks and communi'es (social capital) vs developing individuals (human capital)?

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THE NEW HR

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INNOVATED ACTIVITIES IN THE NEW HR

•  Recruitment •  Learning •  Performance •  Reward •  Organisa'on design •  Workplace design •  Social technologies

Business Impacts

Social Capital

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RECRUITMENT – GOLDMAN SACHS

•  Each year, Goldman Sachs invests over 100,000 hours in conversa'ons with prospec've employees

•  About 5,000 applicants speak to 10 members of the firm

•  About 2,500 speak to 30 members

•  (Old data but supported by personal experience and VP interview reviews on Glassdoor)

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WORKPLACE DESIGN -‐ DESIGUAL

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SOCIAL TECHNOLOGIES -‐ BOEHRINGER INGELHEIM

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MEASUREMENT

•  Engagement survey becomes Human Capital survey becomes Social Capital Survey eg based on Social Network Analysis

•  Sequence, or value chain, of: ac'vi'es – outcomes – business impacts provides basis for predic've analy'cs

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BENEFITS OF NEW HR ACTIVITIES

1. Efficiency and effec'veness 2. Social AND human capital 3. Anchors approach in culture

New, Social

ac'vi'es

Today’s HR

ac'vi'es

Social capital

Human capital

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SUGGESTED ACTIONS

•  Iden'fy the kind of connec'ons, rela'onships and conversa'ons you want to develop

•  Review and innovate your most important HR ac'vi'es to generate these outcomes

•  Examine your HR func'on’s capabili'es (psychology, sociology, anthropology) required to deliver these ac'vi'es

•  Not a small shi^, but this is what keeps it New!

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LINKS TO RESOURCES I MAY HAVE MENTIONED

•  CEB on performance gap –  hkp://www.execu'veboard.com/exbd-‐resources/pdf/human-‐resources/corporate-‐leadership-‐council/CLC%20HR%20Performance%20Management%20Deck%20EXBD%20PAGE.pdf

•  McKinsey, and me, on organisa'on health –  hkp://www.mckinsey.com/insights/organiza'on/organiza'onal_health_the_ul'mate_compe''ve_advantage

–  hkp://www.joningham.com/advice/mckinsey-‐organiza'on-‐health

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•  Kris Dunn, and me, on Zappos –  hkp://www.workforce.com/ar'cles/20492-‐how-‐zappos-‐created-‐a-‐unique-‐culture

–  hkp://www.joningham.com/advice/my-‐contribu'on-‐to-‐the-‐zappos-‐drinking-‐game

•  Benefits of outcomes and HCM –  www.joningham.com/advice

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•  John Boudreau on IBM’s talent supply chain process –  hkp://www.shrm.org/educa'on/hreduca'on/pages/ibm’sglobaltalentmanagementstrategythevisiono^hegloballyintegratedenterprise.aspx

•  John Mackay, Whole Food Stores on love –  hkps://www.youtube.com/watch?v=ED1R2zqdtCg

•  Valdis Krebs on social capital –  hkp://orgnet.com/IHJour_XII_No5_p38_42.pdf

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•  CEB on importance of collabora'on –  hkp://www.execu'veboard.com/exbd/execu've-‐guidance/2013/annual/index.page

•  Edelman Trust Barometer 2015 –  hkp://www.slideshare.net/EdelmanInsights/2015-‐edelman-‐trust-‐barometer-‐global-‐results

•  Lynda Grakon on collabora'on –  hkp://www.hrmagazine.co.uk/hr/features/1149246/grakon-‐complex-‐collabora'on-‐tough

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•  Glassdoor reviews for Goldman Sachs interviews –  hkp://www.glassdoor.co.uk/Interview/Goldman-‐Sachs-‐Vice-‐President-‐Interview-‐Ques'ons-‐EI_IE2800.0,13_KO14,28_IP2.htm

•  Diario Design on Desigual workplace design –  hkp://www.diariodesign.com/eng/the-‐affable-‐office-‐we-‐take-‐a-‐look-‐at-‐desiguals-‐new-‐corporate-‐headquarters/

•  Lunch Rouleke at Boehringer Ingelheim –  hkps://hbr.org/2013/01/a-‐new-‐way-‐to-‐network-‐inside-‐yo

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THANKYOU

•  Ques'ons? •  And for more informa'on contact Jon Ingham:

–  www.joningham.com –  www.strategic-‐hcm.blogspot.com –  www.linkedin.com/in/joningham – @joningham –  [email protected] –  +44 7904 185134