strategic human resource management€¦ · digital capability building. spark a mindsetshift....
TRANSCRIPT
1 Presentation name Learning and Development: Digitisation | Wednesday, 15 May 2019 | Slide No. 1Nedbank Limited Reg No 1951/000009/06. Authorised financial services and registered credit provider (NCRCP16).
Strategic Human Resource Management
Prof. Abdulla Kader0829010225
• DBA• Lecturer Seminar Doctoral Programmes UKZN• Senior Faculty member MANCOSA doctoral programme• Lecturer of Strategy at UKZN / Research Methodology/ Strategic Change Management• Lecturer Entrepreneurship UKZN• Supervisor Doctoral and MBA • Research Fellow UKZN• Senior Research Associate University of Johannesburg• Senior Manager Leadership and Development Nedbank• Professor Novosbrisk State University of law and Economics.• Presented at International Conferences• Publications
4 Presentation name© The Insights Group Ltd, 2009-2014. All rights reserved.
Today is about connections
When you feel psychological and social safety, Your brain is switched on, You use your prefrontal cortex, Which means you can learn, think and innovate, and This is the only way to progress in life
Meaning
Helps you manage your mood, If your mood is stable your mind is open to think, and Your will produce SERATONIN (necessary for your mental progression)
Knowing who you are
When you feel like you have a place at home, at work and in society, you feel as though you fit in,
This allows you to release a hormone called DOPAMINE, You need this as a basic foundation for mental health
Belonging
When you greet, hug, shake hands, smile and show empathy, You release OXYTOCIN, You need this hormone as a basis for mental health
Bonding
8 Presentation name
DIGITAL IS HERE! Industrial revolutions
Source: Fourth Industrial Revolution: Current Practices, Challenges, and Opportunities research-articleAntonella Petrillo1∗, Fabio De Felice2, Raffaele Cioffi1 and Federico Zomparelli2
11
Digital capability building
Spark a mindset shiftCrystal clear on thereal impact of digital for you
Create ripple effect
Light some (agile) fires – start small and scale
Senior Leadership
Leaders & Managers
Functional Specialists
The rest of theorganisation
Confidence and capability begins with leadership mind-set
Confidence to frame ‘digital’ in context of strategyCustomer-centric thinking
Raise general awareness and set context for all
Make data available / expect decisions to be supported
Digitally native tools and techniques
12
Leadership competencies Personal attributes
Capability can be readily developed through training, coaching, and skill practice.
Capability reflects a deeply ingrained habit, or style, and is not easily developed.
Leadership Capabilities when building digital capability
Future Work Now
ConnectivityUnderstanding the connections to form a more holistic view of opportunities, challenges, and/or problems and the best ways to leverage people and ideas
Hyper-collaborationWorking cooperatively with a diverse community of others in person, or virtually, to build consensus and take collective action to achieve common goals.
EmpathyEstablishing and sustaining relationships by identifying, understanding, appreciating, valuing, and sharing the feelings of others
Leading Virtual TeamsUsing appropriate technologies and interpersonal styles to form, develop, guide, and motivate remote, dispersed, or physically separated teams to attain successful outcomes and business objectives
Intellectual CuriosityVoracious desire to invest time and energy in constant learning
Cultural CuriosityGathering information and seeking out experiences to learn more about people from other cultures and backgrounds
360° ThinkingIdentifying and understanding problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information from multiple sources
IntegrationAssembling and combining information from local sources to form a well-rounded understanding of complex problems or situations that includes both a short-term and long-term perspective
AdaptabilityMaintaining effectiveness when experiencing major changes in work responsibilities or the environment
AlignmentUsing effective communication, involvement, and persuasion behaviors to help teams, groups, and organizations synchronize their purpose
InspirationMotivating increased employee energy and effort by communicating a compelling view of the organization’s, or team’s, purpose.
Digital AcumenDemonstrating a sophisticated understanding of technology-centered opportunities, challenges and consequences
DeterminationAssuming responsibility for difficult tasks/assignments that contain a high degree of complexity, ambiguity, and uncertainty
Ease of developme
ntHigh Low
Challenge Conventional Models
The 2020+ workplace• Uncertainty and Disruption.• Don’t know what will happen next - unpredictable.• Conventional wisdom is challenged.• Business models overturned.• New business models emerging.• Disruption is planned. If disruption is better planned, then disruption will
win.• Group of talented people – plan disruption.• Exploit weaknesses – new business.• Current business models uncompetitive and not sustainable - threatened
HR Trends• HR as Strategic Partner and Talent Management• HR Governance & King IV – combined assurance• HR Risk Management• New role to impact ethics in organisations• HR contribution to CSR and socio-economic situation – sustainability• Building high performance cultures• HR Technology and Social Media• HR standards and metrics – integrated reporting• HR Competency models – professionalism
The future of HR?
Two radical changes in HR
We need to re-imagine what we do
Labour Market Scenarios 2030
Where is HR going globally?• Compliance vs Flexibility• Career vs outsourcing• State intervention – working hours• Employee wellness• ISO – global HR standards• Workforce development• New retirement models• From workplaces to workspaces
Let us create the future of work
Feminine Gender here are the points . No one but the creator understands their internal logic When computers communicate with each other they
speak in code language only they and experts understands.
Every mistake you make is stored on hard drive for later retervial.
As soon you commit to one you find yourself using half your pay check accessorising them.
In order to get their attention you have to turn them on.
They have a lot of data but still cannot think for themselves
Suppose to help you solve problem but half the time they are the problem.
As soon you commit to one you realise if you have waited a little longer you could have got a better model
25 Presentation name | Wednesday, 15 May 2019 | Slide No. 25
Cross Functional SkillsAbilities Fundamental Skills
Cognitive
• Cognitive flexibility• Creativity• Logical reasoning• Problem sensitivity• Mathematical
reasoning• Visualisation
Physical • Physical Strength• Dexterity and
recisionMental• Happiness• Energy
Content Skills
• Active learning• Oral expression• Written expression• Reading comprehension• Basic digital literacy
Process
• Active listening• Critical thinking• Self- monitoring• Monitoring• Transdisciplinarity
Social Skills
• Collaborating (5 basic)• Emotional intelligence• Influencing• Service Orientation• Sharing• Change Management
Management
• Managing financial results
• Managing material resources
• Managing people• Managing time
Technical Skills
• Equipment maintenance and repair
• Equipment operational control
• Quality control• Slide 4
LeadershipServant Leadership:• Whole leadership• Business acumen• Technical ability• Relationship building• Global acumenDigital Leadership:• Balance growth & risk• Create virtuous circle of
customer engagement• Rethink products and business
models• Innovate
• Robotics• Application
Development• Design Thinking• User Interface Design
(UI) • User Experience
Design (UX)• Social Media
Customer Services• Digital Innovation• Cyber/Digital
Security• Data Security• Data
Architecture/Engineering
• Data Security• Data Storage• Data Management• Data Mining• Data Analytics• Agile• Coding
Digital Skills
Skills of the Future
What’s Influencing Job changes
Rewriting the rules for the digital age
What is really happening
The organization of the futureArriving now
The organization of the future: Old rules vs. new rules
Careers and learningReal time, all the time
Careers and learning: Old rules vs. new rules
Talent acquisitionEnter the cognitive recruiter
The employee experienceCulture, engagement, and beyond
Human Capital Trends
52 Presentation name Learning and Development: Digitisation | Wednesday, 15 May 2019 | Slide No. 52Nedbank Limited Reg No 1951/000009/06. Authorised financial services and registered credit provider (NCRCP16).
Skills of the Future