Creating the HR
Operating Model for
the Next Generation
Andy Spence
Glass Bead Consulting
EMRG BPO Conference
London June 23rd 2009

Creating the HR Operating Model for the Next Generation
The future of HR is….
1. What are the key
drivers for Change?
2. What are the key
components of a HR
Operating Model?
3. Future trends

What are the key drivers for Change?
Unprecedented economic change

What are the key drivers for Change?
Some workforce challenges….

What are the key drivers for Change?
Different technology for different generations
Baby Boomers
Generation X
Generation Y
Generation Z

What are the key drivers for Change?
Technological and Social enablers

What are the key drivers for Change?
Talent management agenda
More than 1 in 2 in a
job they’ve been in for
less than 5 years**
The average employee will have
10-14 jobs by the time they’re 38**
1 in 4 employees in a job they’ve been
in for less than a year**
**Labour Force Survey, Office for National Statistics. N: 24,000,000

What are the key drivers for Change?
The HR Vendor market and services are evolving

What are the key drivers for Change?
Summary of Key Requirements and Drivers for future
HR Operating model
Requirements for.....
Workforce
1. Increased Productivity
2. More responsive Workforce
HR
OPERATING
3. Increased collaboration Economy
MODEL
Technology
4. Worker Mobility enabled by
technology
HR Vendor
5. Better tools and data Market
6. Value for Money

HR Operating Model
Key Components
HR Strategy
Business Partners
Centres of expertise
Vendor Management
Reporting
Project Management
HR Service Centres
TECHNOLOGY EMPLOYEES

HR Operating Model
Increasing the proportion of HR Strategy delivered
HR Transformation
5
HR 20%
Strategy
25%
Improving 40%
Performance
70% 40%
Transactions
% Resources

Summary of predictions
HR Operating model trends
1. Workforce and economic changes will require HR to
allocate more resources to HR Strategy
2. New tools will enable improvements in collaboration,
productivity and managing the workforce
3. HR Outsourcing market will restructure to deliver
standardised services (helped by Saas)
4. HR as a corporate function will be leaner, with
Employees and Managers doing more
5. HR Skills will develop in Change Management, Project
Management, Vendor Management and Technology

How do we get there?
Suggested steps…
1. Re‐Define your HR and Workforce strategy
2. Sharpen the HR Operating Model
3. Reallocate more resources to strategic HR
4. Set‐up a formal Project (with non‐HR sponsors)
5. Lead in providing new business tools to managers
6. Take the Outsourcing decision to the Board
(not the other way round)

Let’s continue this discussion…
http://www.GlassBeadConsulting.com/hr-transformer-blog/
Andrew Spence
info@GlassBeadConsulting.com
+44 (0) 1273 888 182
http://www.GlassBeadConsulting.com/

Glass Bead Consulting