Reinventing HR in an Era of Rapid   Change and Personalization  Hyland Software    2011 Summit      London   May 10th 2011...
What Strategies should HRAdopt in Tomorrow’s World?
Changing Working Patterns           Key Drivers• Technology• Globalisation• Demography• Lifestyles• Personalisation• Low c...
Growth is not Guaranteed
Thinking is Back in Fashion
Transformational Change?   It’s Only Just Begun
Demographic Destinies 2 billion more people in 40 years –Demographics is Driving Economics         448    739 691         ...
Life Redefined –        Lifespans are IncreasingUnder 50’s have 90%chance of living to 100.Aubrey de Grey suggestswe could...
Ecosystem Services and   Biodiversity Loss
BCG’S 2011 Global Challengers and Emeriti: Origin Countries35   333025          202015              1410                  ...
New Industry Models and Mindsets
3D Printing - $1Tn+?
Swoopo - The $17,739 iPad
Think Like the Customer e.g. Open Innovation
Complexity
Complex Systems
Chaordic Systems
Mess
The Future of Work (Gartner)“De-routinization” of work.Work swarmsWeak links.Working with the collective.Work sketch-ups.S...
Technology Evolution and the    Impact on Business
TMT – Convergence and ImmersionTelephony                                     Connectivity•   Voice                        ...
What I Want – When I Want
Next Generation Smart Phones
Cloud Computing
Augmented Reality /Interactive Data Eyeglasses
Haptics / Holograms / Interactive Surfaces
Future of HRM Survey Respondents
Barriers to HR Effectiveness over         the next decade46% 46% 43% 40%        43%40%    Lack of       Failure to      Em...
Maximising HRs Contribution -70%                   Critical Roles               62%60%50%                                 ...
Strategic Priorities for HRAligning HR / talent andbusiness strategies        73%Nurturing engagement /commitment         ...
Leadership and Management           DevelopmentManaging, motivating /integrating a multigenerational workforce    58%Build...
Supporting EmployeesMaximising individual talent, competence,commitment, and contribution                56%     42%      ...
Performance Management - Maximising Employee ContributionSupporting lifelong learning -continuous re-skilling           60...
Operational Delivery Priorities    50%                                48%Consistent / Auditable Process   Supporting self-...
Organisation Design and CultureFacilitating alignment betweenstrategy and organizationaldesign, culture, values andethics ...
HR Technology Priorities    52%                                     48% Enabling the workforce to stay      Enabling ‘self...
Outsourcing HR – Prime CandidatesEducation, training &development               55%Compensation & benefitsadministration  ...
Management of the HR Function58%                        50%                         50% Developing HR as an       Anticipa...
How can Leaders Respond?
Developing World Class Talent
Embedding Future Thinking
Make Time and Space for Change
Be Magnetic
Create Tolerance of Uncertainty
Encourage Curiosity
Scanning the Horizon – Become    Experts in What’s Next
Broad Scans and Deep Dives
Embrace Networks and    Associations
Pioneer Accelerated Learning
Conclusions - Crafting HR Strategy• Understand emerging  drivers• Personalisation and Self-  Service• Global and multi-  g...
Designing Your Future      Key Trends, Challenges and Choices Facing          Association and Nonprofit Leaders• 50 key tr...
Rohit Talwar•   Global futurist and founder of Fast Future Research.•   Award winning speaker on future insights and strat...
Our Services                                       Bespoke research; Identification &                                     ...
Example Projects•   Public and private client research e.g. :     – Innovation in the Health Sector     – The Shape of Job...
Our Clients
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
Rohit Talwar - Reinventing HR - Hyland  Software 2011 Summit - 10  05 11
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Rohit Talwar - Reinventing HR - Hyland Software 2011 Summit - 10 05 11

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Rohit Talwar - Reinventing HR - Hyland Software 2011 Summit - 10 05 11

  1. 1. Reinventing HR in an Era of Rapid Change and Personalization Hyland Software 2011 Summit London May 10th 2011 Rohit Talwar CEO - Fast Futurerohit@fastfuture.com www.fastfuture.com
  2. 2. What Strategies should HRAdopt in Tomorrow’s World?
  3. 3. Changing Working Patterns Key Drivers• Technology• Globalisation• Demography• Lifestyles• Personalisation• Low carbon economy• Complexity
  4. 4. Growth is not Guaranteed
  5. 5. Thinking is Back in Fashion
  6. 6. Transformational Change? It’s Only Just Begun
  7. 7. Demographic Destinies 2 billion more people in 40 years –Demographics is Driving Economics 448 739 691 5231 344 1998 4157 729 1030 585 2010 2050 Source : United Nations
  8. 8. Life Redefined – Lifespans are IncreasingUnder 50’s have 90%chance of living to 100.Aubrey de Grey suggestswe could live to 500 or 1000What are the health,consumption andworkplace implications?What kind of opportunitieswill be created?
  9. 9. Ecosystem Services and Biodiversity Loss
  10. 10. BCG’S 2011 Global Challengers and Emeriti: Origin Countries35 333025 202015 1410 8 6 5 5 4 3 3 2 2 1 1 1 1 1 0 Source: Boston Consulting Group, January 2011
  11. 11. New Industry Models and Mindsets
  12. 12. 3D Printing - $1Tn+?
  13. 13. Swoopo - The $17,739 iPad
  14. 14. Think Like the Customer e.g. Open Innovation
  15. 15. Complexity
  16. 16. Complex Systems
  17. 17. Chaordic Systems
  18. 18. Mess
  19. 19. The Future of Work (Gartner)“De-routinization” of work.Work swarmsWeak links.Working with the collective.Work sketch-ups.Spontaneous work.Simulation and experimentation.Pattern sensitivity.Hyperconnected.My place.
  20. 20. Technology Evolution and the Impact on Business
  21. 21. TMT – Convergence and ImmersionTelephony Connectivity• Voice • Cellular• Messaging • Up to 14 bands• SIM card • WLAN/BT• Phonebook • GPS• Ring Tones • NFC• Security • FMData/ MultimediaEnterprise • Camera 8-16M• 100Mbps • Camcorder• Email • 24M Color Display• IMS • Memory (160GB)• Browsing • Multiformat A/V • HD Video/TV out• VPN • Games• PIM• Ecommerce Software (50-100M Tps) • Protocols • DRM• Payments • Middleware • Applications • User Interface • Minimize fragmentation
  22. 22. What I Want – When I Want
  23. 23. Next Generation Smart Phones
  24. 24. Cloud Computing
  25. 25. Augmented Reality /Interactive Data Eyeglasses
  26. 26. Haptics / Holograms / Interactive Surfaces
  27. 27. Future of HRM Survey Respondents
  28. 28. Barriers to HR Effectiveness over the next decade46% 46% 43% 40% 43%40% Lack of Failure to Emphasis on Corporatebusiness and attract, cost cutting culture not strategic develop, retain over people valuingunderstanding and reward development talent in the HR suitable talent development function at all levels
  29. 29. Maximising HRs Contribution -70% Critical Roles 62%60%50% 43%40% 37% 35% 33% 32%30%20%10%0% Becoming a strategic Acquiring, developing Managing change and Individualisation and Addressing the Becoming a learning partner, coach and and retaining talent cultural transformation personalisation of HR demographic organization mentor and developing services to meet the challenges of a global HR as a source of differing needs of and multi-generational competitive advantage leaders, managers workforce and employees
  30. 30. Strategic Priorities for HRAligning HR / talent andbusiness strategies 73%Nurturing engagement /commitment 58%Developing clear HRstrategy 51%Facilitating innovation 42%
  31. 31. Leadership and Management DevelopmentManaging, motivating /integrating a multigenerational workforce 58%Build management /leadership capability tomanage an increasinglyglobal /diverse workforce 57%Help management andleadership to work in aflat structure 51%
  32. 32. Supporting EmployeesMaximising individual talent, competence,commitment, and contribution 56% 42% Building and sustaining employee trust and engagementHelping employees find a sense ofpurpose and meaning in their work 39%
  33. 33. Performance Management - Maximising Employee ContributionSupporting lifelong learning -continuous re-skilling 60%Implementing real-time learning /development solutions 49%Improving training / deliveryeffectiveness 41%
  34. 34. Operational Delivery Priorities 50% 48%Consistent / Auditable Process Supporting self-organising and self- & Policy Execution directed teams 41% 40% Cost control Managing business risks
  35. 35. Organisation Design and CultureFacilitating alignment betweenstrategy and organizationaldesign, culture, values andethics 65%Developing organizationalcapacity to respond quickly /adapt to change 60%Redesigning organizationalstructures to ensure flexibility /responsiveness 48%Ensuring HR policies can supportboundaryless org models 42%
  36. 36. HR Technology Priorities 52% 48% Enabling the workforce to stay Enabling ‘self-service’ by managers‘connected’ in remote locations and employees 39% 38%Providing up to date employee- Using social media based communications centred information internally to drive engagement / retention
  37. 37. Outsourcing HR – Prime CandidatesEducation, training &development 55%Compensation & benefitsadministration 51%Employee administration 46%
  38. 38. Management of the HR Function58% 50% 50% Developing HR as an Anticipating key trends Building a deepeffective partner, coach and developments that understanding of and mentor to the could impact HR and business in general and business talent related issues in of their own organisation the organisation in particular
  39. 39. How can Leaders Respond?
  40. 40. Developing World Class Talent
  41. 41. Embedding Future Thinking
  42. 42. Make Time and Space for Change
  43. 43. Be Magnetic
  44. 44. Create Tolerance of Uncertainty
  45. 45. Encourage Curiosity
  46. 46. Scanning the Horizon – Become Experts in What’s Next
  47. 47. Broad Scans and Deep Dives
  48. 48. Embrace Networks and Associations
  49. 49. Pioneer Accelerated Learning
  50. 50. Conclusions - Crafting HR Strategy• Understand emerging drivers• Personalisation and Self- Service• Global and multi- generational solutions• Service is the ‘killer app’
  51. 51. Designing Your Future Key Trends, Challenges and Choices Facing Association and Nonprofit Leaders• 50 key trends• 100 emerging trends• 10 major patterns of change• Key challenges and choices for leaders• Strategic decision making framework• Scenarios for 2012• Key futures tools and techniques• Published August 2008• Price £49.95 / €54.95/ $69.95• Email invoice request to rohit@fastfuture.com
  52. 52. Rohit Talwar• Global futurist and founder of Fast Future Research.• Award winning speaker on future insights and strategic innovation – addressing leadership audiences in 40 countries on 5 continents• Author of Designing Your Future – Published 08/2008• Profiled by UK’s Independent Newspaper as one of the Top 10 Global Future Thinkers• Led futures research, scenario planning and strategic consultancy projects for clients in telecommunications, technology, pharmaceuticals, banking, travel and tourism, environment, food and government sectors• Clients include 3M, BBC, BT, BAe, Bayer, Chloride, DTC De Beers, DHL, EADS, Electrolux, E&Y, GE, Hoover, Hyundai, IBM, ING, Intel, KPMG, M&S, Nakheel, Nokia, Nomura, Novartis, OECD, Orange, Panasonic, Pfizer, PwC, Samsung, Shell, Siemens, Symbian, Yell , numerous international associations and governments agencies in the US, UK, Finland, Dubai, Nigeria, Saudi Arabia and Singapore.• To receive Fast Future’s newsletters please email rohit@fastfuture.com
  53. 53. Our Services Bespoke research; Identification & Analysis of Future Trends, Drivers & Shocks Public Speaking, In- Company Briefings, Accelerated Scenario Seminars and Workshops Planning, Timelining & Future MappingPersonal Futuring for Leadersand Leadership Teams Expert Consultations & Futures Think Tanks Identification of Design & Facilitation of Opportunities for Innovation, Incubation & Innovation and Strategic Venturing Programmes Investment Strategy Creation & Development of Implementation Roadmaps
  54. 54. Example Projects• Public and private client research e.g. : – Innovation in the Health Sector – The Shape of Jobs to Come – Department for Business, Innovation and Skills – Designing Your Future (Published August 2008) – book written for the American Society of Association Executives & The Center for Association Leadership – Travel and tourism e.g. The Future of Travel and Tourism in the Middle East – a Vision to 2020 (Underway) – Future of Travel and Tourism Investment in Saudi Arabia (Underway) – Scenarios for the global economy for 2030 and the implications for migration (underway) – Global Economies – e.g. The Future of China – the Path to 2020 – Winning in India and China – Aviation and Airports e.g. Aviation 2030 – Meetings, conferences , exhibitions and events – e.g. One Step Beyond – Future trends and challenges for the events industry• Strategic advice to industry players• Confidential advisory and coaching services to CEOs and top teams• Public speaking at public conferences and in-company events• Future thinking workshops and retreats
  55. 55. Our Clients
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