WAKE UP! Your Next Train Is About To Leave! - Mark Martin,

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WAKE UP! Your Next Train Is About To Leave! - Mark Martin,

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WAKE UP!! Your next train is about to leave! ...

WAKE UP!! Your next train is about to leave!
Mark Martn, Former Director of Human Resources & Author, Direct Line Group

HR Systems are still being developed to deliver poor solutions to old problems that old customers think matter most. This train is going round in circles, it is going nowhere. l expand on why I see these as old solutions to old problems and why these are not the customers that will be relevant going forward.

A new ‘HR Train’, that is driven by the business, is about to leave. If you look at the ‘Spine’ of any successful business you will see the critical success factors they need their systems to deliver to. I will expand on what the business will need and what current systems don’t deliver. When the ‘penny drops’ with business they will not ask nicely for help. They will demand and expect. HR wants to be at the heart of business. Well, in my experience, there is no place to hide at the heart of the business. You had better be ready; you must have stepped on to the new train before it leaves you behind!

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  • MOST PRACTITIONERS IN THE HR WORLD, BOTH HR PROFESSIONALS AND HR TECH SUPPLIERS, ARE TRAVELLING ON THE WRONG TRAIN. THERE IS A MUCH BETTER TRAIN TO TRAVEL ON AND IT IS ABOUT TO LEAVE!YOU KNOW THAT FEELING WHEN YOU RUN FOR A TRAIN, WORK HARD TO GET ON IT, GET TO YOUR SEAT, SLUMP DOWN AND RELAX – “I MADE IT”! THEN IT HITS YOU, YOU ARE ON THE WRONG TRAIN!!!!!!OR WORSE YOU HAVE BECOME SO COMFORTABLE ON THE ‘HR TRAIN’ YOU ARE DOZING OFF; NOT YET REALISING THAT YOU ARE ON THE WRONG TRAIN!EITHER WAY ITS TIME TO WAKE UP, REALISE YOU ARE ON THE WRONG TRAIN, JUMP OFF AND TRY AND GET ON THE NEXT ‘BUSINESS’ TRAIN THAT IS ABOUT TO LEAVE!! BEING HERE AT THE CONFERENCE MEANS YOU ARE PROBABLY THE FORMER, FEELING THAT YOU MAYBE ON THE WRONG TRAIN. SO DON’T WASTE THE DAY – LISTEN, CHALLENGE AND LEARN – FIND THE COURAGE FROM EVENTS LIKE THIS TO JUMP!!!
  • THE ‘TRAIN’ YOU ARE TRAVLLING ON IS AN ANALOGY OF THE WORLD AND PARADIGM YOU CURRENTLY LIVE WITH. THE HR TECH WORLD IS FIGHTING A WAR BUT ITS ON THE PERIPHERY OF BUSINESS!!DON’T GET ME WRONG, THERE AE SOME GREAT HR AND TECH PROFESSIONALS DOING SOME GREAT WORK, MAKING THAT WORLD, MAKING THAT TRAIN, A MUCH BETTER PLACE THAN IT WOULD OTHERWISE BE. BUT IT IS STILL THE WRONG TRAIN!!I RESPECT AND EVEN LOVE SOME OF THESE ‘HR HERO’S’ WHO ARE STRUGGLING AWAY ON THIS ‘OLD HR TRAIN’, TRYING TO MAKE THIS WORLD BETTER.I HAVE DEVELOPED OVER 20 GREAT HRDS, THAT I AM PROUD OF, AND SOME I DO LOVE, BUT I HATE THE WAR THEY ARE FIGHTING!!! I HATE THE TRAIN THEY ARE ON!I WANT THEM AND I WANT YOU TO JUMP OFF THE OLD HR TRAIN AND GET YOURSELVES ON TO A MUCH BETTER TRAIN!LOVE THE HR HERO’S BUT HATE THE WAR THEY FIGHT!!!!!!!!!
  • SO WHATS THIS ‘OLD HR’ TRAIN THAT I HATE SO MUCH?OLD HR IS A NICE LOOKING TRAIN, A LITTLE OLD FASSIONED BUT CLASSIC, LIKE AN OLD STEAM TRAIN.IT OPERATES IN NICE PLACES, TRYING TO HELP PEOPLE, IMPROVE DIVERSITY, HELP PEOPLE DO THEIR JOBS – BUT IT IS IN THE WILDERNESS, AWAY FROM THE HUSTLE BUSTLE OF CITY LIFE.AS HARD AS IT WORKS ROUND THE MOUNTAINS IT IS NOT SEEN TO ADD STRATEGIC VALUE TO THE BUSINESS. EXECUTIVES, THE DEISION MAKERS, TRAVEL ON A DIFFERENT TRAIN MOST OF THE TIME, ONLY JUMPING ON OLD HR FOR A ‘BREAK’; WHEN THEY HAVE THE TIME OR MONEY OR A GREAT HR LEADER OR HR TECH SUPPLIER HAS INSPIRED THEM TO.BUT MOST OF THE TIME OLD HR IS FULL ONLY OF PEOPLE IN THIS AUDIENCE – HR AND THE SERVICES THAT SUPPORT THEM!
  • NO REAL PURPOSE FOR THIS SLIDEONLY AT THIS POINT I MAY HAVE ANNOYED SOME PEOPLE IN TH EROOM.I NEEDED TO GET SOME LOVE BACK IN THE ROOM BEFORE…..WE FACE THE UGLY TRUTH!
  • THE PEOPLE MANAGEMENT WORLD IS REALLY VERY SIMPLE:YOU ONLY HAVE TWO QUESTIONS TO ASK – CAN YOUR EMPLOYEES DO IT AND DO THEY WANT TO DO IT?IF YOU KNOW YOUR STRATEGY , YOUR SPINE, YOU JUST NEED TO KNOW IF YOUR PEOPLE CAN DO WHAT YOU NEED THEM TO BE ABLE TO DO (DO THEY HAVE THE ‘CAPABILITY’) AND DO THEY WANT TO DO IT (ARE THEY ENGAGED)?IF THE ANSWER IS ‘YES’ – THEN THEY WILL DO IT AND YOUR STRATEGY WILL BE DELIVERED.UNFORTUNATELY WHEN IT COMES TO HR THERE ARE 4 UGLY TRUTHS WE MUST FACE IN TO:HR AND BUSINESS DON’T GET CAPABILITYHR AND BUSINESS DON’T GET ENGAGEMENTBUSINES S LEADERS SEE THE ‘OLD HR’ TRAIN, ITS NOT STRATEGICPEOPLE MANAGERS AND EMPLOYEES BLAME HR FOR POOR PEOPLE MANAGEMENT AND THEY DISLIKE HR SYSTEMS
  • ITS NOT ABOUT COMPETENCIES OR ANY OTHER INPUTS – CAPABILITY IS ABOUT ‘ACCOUNTABILITY’ – WHAT YOU ARE ACCOUNTABLE FOR DOING. ARE YOUR EMPLOYEES CAPABLE OF DOING WHAT THEY ARE ACCOUNTABLE FOR? DO YOU EVEN KNOW WHAT THEY ARE ACCOUNTABLE FOR?IF THE STRATEGY NEEDS THE EMPLOYEES TO BE ABLE TO BUILD GREAT WARDROBES – IS HR DOING A GOOD JOB TRAINING THEM IN PRESENTATION SKILLS?CAPABILITY IS NOT ABOUT A ‘GENERAL’ CAPABILITY BUT A STRATEGICALLY SPECIFIC CAPABILITY! IN THE PICTURE, TECHNICALLY, HE HAS BUILD A WARDROBE BUT IF THE STRATEGY DEMANDS BETTER WARDROBES THAN ANY COMPETITOR MAKES AND WARDROBES THAT LAST LONGER – THERE IS A CLEARLY A CAPABILITY GAP HR SHOULD KNOW ABOUT AND CLOSE!DO YOU KNOW YOUR SPECIFIC STRATEGIC CAPABILITY GAPS?…. AND DON’T SAY TO ME THAT YOUR GAP IS SOMETHING LIKE IMPROVING CUSTOMER SAT OR BEING BETTER AT CUSTOMER SERVICE – THEY ARE OUTCOMES NOT CAPABILITY GAPS!CAPABILITY IS NOT AN INPUT/COMPETENCE OR AN OUTCOME. IT IS THE ABILITY TO ACHIEVE THE OUTCOME!
  • ENGAGEMENT IS THE SAME!NOT ABOUT HAPPINNESS OR HOW MUCH THE EMPLOYEES LIKE THE COMPANY OR EVEN LIKE COMING INTO WORK. ITS ABOUT WHETHER OR NOT THEY WANT TO DO WHAT YOU NEED THEM TO DO!IN PICTURE – SHE LOOKS HAPPY TO BE AT SCHOOL, SHE PROBABLY LOVES THIS LESSON. BUT THE SCHOOL WANT HER ENGAGED IN LEARNING FROM THE CURRICULUM DELIVERED BY THE TEACHER!DON’T ASK EMPLOYEES IF THEY ARE HAPPY OR IF THEY LIKE THEIR LINE MANAGER, ASK IF THEY ARE PREPARED TO DO WHAT THE STRATEGY DEMANDS!DO YOU KNOW WHAT YOUR STRATEGIC ENGAGEMENT GAPS ARE?
  • EVEN CEOs WHO LIKE AND SUPPORT HR DON’T SEE IT AS THEIR TRAIN. ITS HRs TRAIN!IT IS NOT SEEN AS STRATEGICALLY CRITICAL TO THE KEY BUSINESS LEADERS!I SENSE AT THIS POINT THERE MAY BE SOME PUSH BACK, PEOPLE SAYING I AM WRONG , IN THEIR BUSINESS HR IS STRATEGIC.LETS AGREE THAT STRATEGIC MEANS THE MOST IMPORTANT THINGS TO WORRY ABOUT , TO MAKE SURE HAPPENLETS ALSO AGREE THAT PEOPLE SPEND THEIR POLITICAL AND EMOTIONAL CAPITAL ON THE THINGS THAT THEY CARE MOST ABOUT!!
  • IF YOU WANT TO KNOW WHAT MATTERS MOST TO THE DECISION MAKERS LOOK TO WHAT THEY FIGHT ABOUT.WHAT DO THEY CHOOSE TO SPEND TIME, MONEY AND POLITICAL CAPITAL ON?THE PREFERRED OPTION IS TO AVOID CONFLICT, FIND COMPROMISE WORDS THAT GIVE THE APPEARANCE OF AGREEMENT BUT THEN DO IT THEIR WAY BACK AT THEIR BASE!IF THEY CHOOSE TO FIGHT YOU KNOW THEY CARE, YOU KNOW IT MATTERS
  • IN 15 YEARS AT THE TOP TABLE I RARELY SAW AN EXECUTIVE FIGHT FOR STRATEGIC CAPABILITY OR ENGAGEMENT.TO BE HONEST IT WAS RARE FOR AN EXECUTIVE TO BE AWARE OF THEIR STRATEGIC CAPABILITY OR ENGAGEMENT GAPS LET ALONE BEING UP FOR THE FIGHT eg. Increasing customer sat is an outcome not a capability!EVEN IF THEY DID SEE THE CAPABILITY AND ENGAGEMENT GAPS THEY MAY PROPOSE CHANGES BUT RARELY WOULD THEY FIGHT FOR CHANGES THAT MADE THEIR LIFE HARDER IN THE SHORT TERM. THAT WAS ALSO THE CASE FOR ANY INVESTMENT THAT MADE THEIR LIFE HARDER IN THE SHORT TERM.…AND DON’T THINK THAT JUST BECAUSE YOU ATTEND AN EXCO AND TALK ABOUT A MANIPULATED ‘ENGAGEMENT SURVEY’ THAT YOU ARE AT THE HEART OF THE BUSINESS. LOOK AROUND, MOST OF THE EXCO ARE ENJOYING THE BREAK FROM TOUGH BUSINESS DISCUSSIONS, THEY ARE ON THE BLACKBERRRY OR PREPARING FOR THE REST OF THE MEETING! THEY DON’T KNOW THEIR STRATEGIC ENGAGEMENMT GAPS SO WHAT WOULD THEY FIGHT OVER?
  • EMPLOYEES AND THEIR PEOPLE MANAGERS BLAME HR FOR BAD THINGS THAT HAPPEN TO THEM AND THEY DON’T LIKE THE HR SYSTEMS WE USEACTUALLY THE SYSTEMS COMMENT IS MORE A UNIVERSAL TRUTH THEN A GENERALISATION………… SORRYHOW ARE YOU IN HR BLAMED FOR POOR PEOPLE MANAGEMENT WHEN YOU ARE NOT THE PEOPLE MANAGERS? ITS NOT YOUR JOB!IT IS YOUR JOB TO HELP THEM DO BETTER BUTHOW MANY PEOPLE MANAGERS ARE DOING ALL THEY CAN WITH WHAT THEY HAVE AVAILABLE!! YOU DON’T NEED NEW SYSTEMS TO SIGNIFICANTLY IMPROVE PEOPLE MANAGEMENT RIGHT NOW!!ARE THEY AT A BOTTLENECK CAUSED BY AN OUTDATED SYSTEM?ARE THEY INVESTING ALL THEY CAN IN THE PERFORMANCE MANAGEMENT OF THEIR PEOPLE IN SPITE OF THE POOR PERFORMANCE MANAGEMENT PROCESS AND SYSTEM?IF THEY ARE NOT DOING ALL THEY CAN, THEY ARE DOING WHAT THEY BELIEVE THEY HAVE TO, AFTER ALL, ITS NOT THEIR TRAIN!!!!!
  • DOES A FALLING TREE MAKE A NOISE IF NO ONE HEARS IT? EG. DO PEOPLE MATTER IF A PERSON OR COMPANY DON’T ACT THAT WAY, DON’T HEAR IT?YES PEOPLE DO MATTER MOST!!!THIS IS PROVEN BY THE ‘SPINE’ OF ALL SUCCESSFUL BUSINESSESITS SIMPLE – KNOW YOUR CUSTOMERS, ONCE YOU KNOW YOUR CUSTOMERS YOU NEED TO KNOW WHAT THEY WANT YOU TO BE BRILLIANT AT, ONCE YOU KNOW THAT YOU MUST ENSURE YOU HAVE THE CAPABILITY TO BE BRILLIANT AT THAT AND FINALLY IF YOU HAVE THE CAPABILITY YOU MUST ENSURE YOUR PEOPLE WANT TO BE BRILLIANT AT THAT!REMEMBER THE WARDROBES! THINK ABOUT IT – AT LEAST HALF OF YOUR STRATEGIC CHOICES AND THEREFORE HALF OF YOUR STRATEGY MUST BE ABOUT THE PEOPLE CAPABILITY AND ENGAGEMENT GAPS AND HOW TO CLOSE THEM! HOW CAN IT NOT BE! BUT UP TO NOW MOST STRATEGIES HAVE NOT INCLUDED THIS THE STRATEGY MAY SAY CUT COSTS BUT IT WONT SAY EMPLOYEES DON’T FEEL OWNERSHIP FOR THEIR JOB AND THEREFORE DON’T SPEND THEIR BUDGET AS IF IT WAS THEIR OWN MONEY! BUT THIS IS ALL ABOUT O CHANGE!!!!!!!TECHNOLOGY AND SOCIAL EVOLUTION IS CHANGING THE VALUE OF PEOPLE, THE SPINE IS BECOMING THE DRIVER! THEREFORE PEOPLE MANAGEMENT IS ON AN INEVITABLE JOURNEY TO THE HEART OF THE BUSINESS!!
  • IT IS BECOMING …… BUT MOST OF YOU HAVE NOT NOTICED IT YETBUT JUST THINK ABOUT IT; ISNT IT INEVITABLE THAT THE SPINE WILL COME TO DOMINATE AND AS A RESULT PEOPLE WILL START TO MATTER MOST TO THE HARD FACED BUSINESS LEADERS?JUST VISIT SILICAN VALLEY – THAT’S THE START OF THE FUTURE
  • THIS IS THE ONLY ROLE FOR STRATEGIC HR OR IT MAY BECOME STRATEGIC PEOPLE MANAGEMENT OR JUST STRATEGIC MANAGEMENTIF THERE IS AN HR FUNCTION GOING FORWARD IT NEED ONLY HAVE THE CAPABILITY TO DO THISNOTHING ELSE NEEDS TO BE IN ‘HR’THERE IS A NEED FOR LOGISTICS, SOURCING AND PROCUREMENT OF EXPERTS AND SERVICES DEMANDED BY PEOPLE MANAGERS, AND SYSTEM CONFIGURATION. NONE OF THAT HAS TO BE IN HR. AS LISA GANSKY WOULD SAY – ITS ABOUT ACCESS TO SERVICES AND SUPPORT NOT THE OWNERSHIP OF IT!!GOING FORWARD LIFE IS ABOUT ACCESS NOT OWNWERSHIP
  • THIS IS THE ONLY ROLE FOR STRATEGIC HRIF THERE IS AN HR FUNCTION GOING FORWARD IT NEED ONLY HAVE THE CAPABILITY TO DO THISNOTHING ELSE NEEDS TO BE IN ‘HR’… BUT THERE IS NO INEVITABILITY THAT THE HR TECH WORLD WILL EVOLVE TO BE AT THE HEART OF THE BUSINESS!!YOU ARE LUCKY TO BE HEAR, YOU’RE THE ONES WHO KNOW SOMETHING IMPORTANT IS HAPPENNING, YOU ARE HERE BECAUSE YOU SENSE OR KNOW THIS. THEREFORE FOR YOU IT COULD BE AN OPPORTUNITY TO LEAVE THE OTHERS BEHIND!
  • BOTH HR AND THE BUSINESS SEE ‘OLD HR’ – BUSINESS LEADERS WILL NOT BE JUMPING ON ‘OLD HR’, MANY IN HR WILL JUST STAY ON THIS TRAIN.MOST BUSINESS LEADERS WILL BE TRAVELING ON A VERY DIFFERENT TRAIN
  • MOST BUSINESS PEOPLE CURRENTLY TRAVEL ON A OLD AND COLD TRAIN THAT IS WITHOUT A HEART“IT’S A BUSINESS NOT A CHARITY”, “IT’S A BUSINESS NOT A SOCIAL CLUB”, “HR IS THE TOUCHY FEELIE FLUFFY STUFF”!!!!!!!!……BUT THE HEART OF ALL SUCCESSFUL BUSINESSES ARE THE CUSTOMERS AND THE EMPLOYEES THAT SERVE THEM – THE SPINE. SO WHEN WILL THIS BE SEEN TO MATTER MOST? WHEN WILL HR OR, MORE LIKELY, PEOPLE MANAGEMENT MAKE IT ONTO THE BUSINESS TRAIN?THREE INDISPUTABLE FORCES ARE CHANGING THE BUSINESS WORLD, DRIVEN BY TECHNOLOGY AND SOCIAL EVOLUTIONTECHNOLOGY - TURNING UP THE LIGHTS, TRANSPARENCYPOWER OF THE PEOPLE (AND THE IMPORTANCE OF PURPOSE – LARS KOLIND)BARRIERS TO ENTRY – ACCESS NOT OWNERSHIP (LISA GANSKY)LETS LOOK AT EACH OF THESE IN TURN..
  • TECHNOLOGY THAT IS MUCH MORE USEABLE AND ACCESSIBLE – USEABLE TECHNOLOGY IS A VIRTUOUS CIRCLE! EG. GOOGLE; THE MORE A SUBJECT IS SEARCHED THE BETTER THE NEXT SEARCH!THIS TECHNOLOGY WILL SHOW THE TRUE IMPACT OF A DECISION TO CLOSE A CALL CENTRE SITE OR NOT PAY BONUSES AT THE FRONT LINE OR NOT TO INVEST IN CLOSING A CAPABILITY GAP. TECHNOLOGY WILL ALSO TELL YOU THE IMPACT ON THE CUSTOMER AND THEREFORE THE FINANCIAL COST, NOT JUST SHORT TERM BUT TO LONG TERM CUSTOMER VALUE.IT WILL ALSO SHOW THE AVERAGE IMPACT ON A TYPICAL BUSINESS THAT HAS MADE THE SAME DECISION THAT YOU JUST MADE. IT WILL SHOW WHETHER YOU HAVE MANAGED YOUR PEOPLE BETTER OR WORSE THAN COMPETITORS OR PREVIOUS MANAGEMENT.EG. YOU WILL KNOW THAT YOUR ‘MACHO DECISION’ TO STOP FREE COFFEE HAS SAVED YOU £50K PA BUT COST YOU £2M OVER THE NEXT 5 YEARS! GOING FORWARD YOU MAY WORK HARDER TO GET THE EMPLOYEES AGREEMENT THAT COFFEE SHOULD NOT BE FREE!
  • IF THE POWER OF THE PEOPLE IS EVIDENT THE RIGHT THING TENDS TO GET DONE!EMPLOYEES HAVE ALWAYS KNOWN THAT THEY MATTER – GOING FORWARD THEY WILL BE ABLE TO MAKE THAT A REALITYLOOKING OVER HISTORY HAVE TWO ‘WORKING’ DEMOCRACIES EVER GONE TO WAR WITH EACH OTHER? (THE DEMOCRATIC PEACE THEORY)THE FINANCIAL CRISIS OF 2007/2008 WOULD NOT HAVE HAPPENNED IN A TRANSPARENT WORLD WHERE THE PEOPLE COULD EXERCISE THEIR POWER. THEY WOULD KNOW THAT A FEW WERE GETTING RICH BY RISKING THEIR MOINEY, PENSION AND JOBS!CUSTOMERS WILL KNOW WHO IS BRILLIANT AT WHAT THEY WANT AND WILL BUY FROM THEMEMPLOYEES WILL KNOW THEIR POWER AND WILL WANT TO SERVE THEIR CUSTOMERS AS THEY WILL WANT A PURPOSE TO WHAT THEY DO
  • MOVING FROM ‘WHAT DO I HAVE’ TO ‘WHAT CAN I DO’, ‘WHAT IS MY PURPOSE’NO MORE ‘3 LEGGED DONKEY RACES’BUSINESSES WILL DELIVER TO THE CUSTOMERS OR LOSE!ONCE THE SPINE MATTERS, PEOPLE WILL MATTER
  • ……… AND THEN JUMPING ON TO A NEW TRAINTHE BEST CAN ALREADY SEE WHAT MATTERS MOST AND ARE FOCUSING ON THE SPINENB. SILICAN VALLEY – THEY JUST KNOW THAT THEIR PEOPLE CAPABILITY AND ENGAGEMENT IS CRITICAL AND EMPLOYEES KNOW THEIR POWER, SOME SOFTWARE ENGINEERS GETTING ‘AGENTS’BUT’ OLD UGLY’ IS STILL ROLLING AND IS STILL THE FIRST CHOICE FOR BUSINESS TRAVEL. BUSINESSES OR BUSINESS LEADERS NEED COURAGE TO JUMP WHEN THE TRAIN IS MOVINGBUT THE ‘OLD UGLY’ IS SLOWING DOWN AND THE PRIZE FOR JUMPING AND THEREFORE THE COURAGE TO JUMP IS GROWING
  • WHATS GOING ON?MAYBE THEY GOT THE COURAGE TO JUMP BECAUSE THEY HAD TO DIVEST AND THAT GAVE THE INVESTMENT REQUIRED… AND MAYBE BECAUSE THEY HAD ME?BUT THEY HAVE JUMPED AND …CEO AND EXCO WANT VALUE ADD (BASICS THAT WORK), COMFORTABLE WITH HRD FOCUSED ON DELIVERY OF VALUE ADD, CHIEF OF STAFF MOVED TO NO.2 POSITIONHR 25% OF THE FUNCTION I INHERITED BUT ADDING MORE VALUE
  • NOTICE THAT ‘PEOPLE’ IS ON THE TRAIN BUT NOT NECESSARILY HRTHIS TRAIN IS NEW, FAST AND RIGHT IN THE HEART OF THE ‘CITY’ – WHERE THE MONEY IS MADE AND ADDED VALUE IS DEMANDEDBUSINESS WILL MANAGE WHAT BUSINESS CARES MOST ABOUTWHEN BUSINESS CARES , RESULTS ARE DEMANDEDTHEY WILL DEMAND KNOWLEDGE OF AND DELIVERY ON CAPABILITY AND ENGAGEMENT GAPS, THE RIGHT LEADERSHIP AND THE BEST BANG FOR THEIR BUCKTHEY WILL DEMAND SYSTEMS THAT DELIVER THISTHERE WILL BE NO PLACE TO HIDE FOR THE MANAGERS RESPONSIBLE FOR ‘STRATEGIC HR’ OR FOR THE PEOPLE WHO SUPPLY THE TECHNOLOGY!
  • THERE IS AN INEVITABILITY ABOUT THIS TRANSFORMATION. PEOPLE WILL MATTER MORE, BUSINESS WILL DEMAND BETTER STRATEGIC MANAGEMENT OF PEOPLE!IS THIS AN OPPORTUNITY OR A THREAT TO YOU?THE FACT THAT YOU ARE COMING TO EVENTS LIKE THIS MEANS YOU ARE CLOSER TO THIS TRANSFORMATION THAN THE VAST MAJORITY OF PEOPLE IN BUSINESS.BUT WHAT CAPABILITY WILL YOU NEED TO SUCCEED IN THIS FUTURE WORLD?
  • THIS JOB IS ON THE PITCH!! IT IS NOT ON THE PERIPHERY OR IN THE STANDS WATCHING! IF YOU ARE ON THE PITCH, A PLAYER IN THE GAME YOU WILL NEED THESE FOUR CARDS IN YOUR HAND TO SUCCEED, TO TURN THIS IN TO AN OPPORTUNITY YOU MUST BE A LEADER! PEOPLE CHANGE DEMANDS IT, IF YOU ARE HELD ACCOUNATBLE FOR STRATEGIC INTERVENTIONS YOU MUST BE A LEADER!YOU MUST BE A COMMERCIAL PLAYER, YOU KNOW THE BUSINESS AS WELL AS ANYBODY, IT’S THE ONLY WAY YOU WILL DOMINATE THE IDENTIFICATION OF STRATEGIC CAPABILITY AND ENGAGEMENT GAPS.YOU MUST BE FINANCIALLY AWARE – YOU MUST UNDERSTAND AND INFLUENCE THE NUMBERS. YOU MUST UNDERSTAND HOW SUCCESS IS MEASURED.YOU MUST BE ‘TECHNICALLY’ AWARE – YOU MUST REALLY KNOW YOUR STUFF. BECAUSE TECHNOLOGY IS DRIVING THE CHANGE, YOU MUST UNDERSTAND THIS TECHNOLOGY TO LEAD THE CHANGE.
  • IF YOU ARE ‘HR’ UNDERSTAND HOW AND WHY THE TECHNOLOGY WORKS, IF IT DOES!DON’T JUST RELY ON THE TECHIES ASK THE USERS!WHO ENTERS WHAT DATA AND HOW? WHAT HAPPENS TO IT? WHAT MI IS AVAILABLE AND WHO CAN ACCESS IT?IF YOU ARE A ‘TECHIE’ UNDERSTAND HOW AND WHY THE HR PROCESS WORKS, IF IT DOES!DON’T JUST RELY ON THE HR PEOPLE, ASK THE USERS OF THE HR PROCESSES.WHO DOES WHAT AND WHEN, HOW IS THE DATA USED AND WHY? YOU NEED TO UNDERSATND THE ‘TECHNOLOGY (INCLUDING HR PROCESSES) TO THE LEVEL A USER WOULD HAVE TO UNDERSTAND IT!REMEMBER IF ITS TOO DIFFICULT FOR YOU TO UNDERSTAND IT IS TOO DIFFICULT FOR THE EMPLOYEE OR THEIR MANAGER TO UNDERSTAND. IF YOU HAVE THESE 4 CARDS OR YOU CAN GET THEM YOU HAVE AN EXCITING FEW YEARS AHEAD – RIGHT TIME/RIGHT PLACE!!
  • IF YOU ENTER THIS NEW WORLD WHERE PEOPLE MATTER MORE AND THE BUSINESS WANTS YOU TO BUILD STRATEGIC HR CAPABILITY, YOU WILL BE ENTERING A VERY HAZARDOUS ZONE!!!YOU CANNOT JUST START BUILDING THIS GREAT NEW HR WORLD, BECAUSE WITHOUT STRONG FOUNDATIONS IT WILL FAIL!YOU WILL BE BUILDING ON SWAMPLAND!!!!
  • HR HAS BEEN ON THE PERIPHERYBUSINESSES HAVE NOT INVESTED IN THEIR PEOPLE CAPABILITY, SYSTEMS OR PEOPLE, AND THEY HAVE NOT INVESTED IN THE RIGHT ENGAGEMENTTHE BUSINESS, INCLUDING HR HAVE NOT BEEN AWARE OF THE REAL CAPABILITY AND ENGAGEMENT GAPSTHEREFORE IT HAS BECOME A SWAMP LANDTHE BUSINESS HAS NOT BEEN BUILDING IN HR SO IT HAS NOT LAID DOWN THE FOUNDATIONS OR THE SERVICES! IT IS NOT LAND THAT IS READY TO BE BUILT ON!DOES NOT MATTER HOW GOOD THE SYSTEM OR PROCESS IS, WHATEVER YOU BUILD WILL EVENTUALLY SING IN TO THE SWAMPYOU MUST FIRST ENSURE YOU HAVE THE ‘FOUNDATION STONES’ IN PLACE!
  • YOU CAN HAVE THE BEST EVER EMPLOYEE SUGGESTION SCHEME, WHERE THE LEADERS REALLY WANT THE IDEAS BUT IF YOUR EMPLOYEES ARE CYNICAL AND SCEPTICAL, IF THERE IS NO RELATIONSHIP, IT WILL SINK!….OR BE FLUSHED DOWN THE TOILET!
  • THERE ARE 10 FOUNDATION STONES. NO TIME TO GO THROUGH THEM IN DETAIL BUT LETS CHOOSE ONE EXAMPLE TO MAKE THE POINTTHE HOT TOPIC OF TALENT MANAGEMENT!!…WHY DO YOU THINK THAT NO TALENT MANAGEMENT PROGRAM I AM AWARE OF HAS EVER SUCCEEDED AND SUSTAINED THE SUCCESS. INDEED MOST NEVER SUCCEEDED IN THE FIRST PLACE!!
  • UNLESS THE LEADERS ROLE MODEL THIS TALENT, AGREE WITH THE DEFINITION OF TALENT AND ARE COMMITTED TO DEVELOPING THE TALENT, NO PROCESS CAN WORKYOU CANNOT KNOW THE TALENT YOU NEED IF YOU DON’T KNOW THE CAPABILITY AND ENGAGEMENT GAPSYOU MUST HAVE A CONSISTENT VIEW OF A GOOD JOB TO MANAGE TALENT eg. DOES BEHAVIOR REALLY MATTER, ‘HOW’ YOU DO THE JOB?IF PEOPLE MANAGERS DON’T OWN THEIR PEOPLE NO PROCESS WILL WORKTALENT WILL COME FROM DIVERSE PEOPLE SO DIVERSITY MUST BE EMBEDDED, RELATED TO THIS YOUR ‘TECHNICAL’ EXPERTS MUST BE RECOGNISED IN ANY TALENT PROCESS IF IT IS TO SUSTAIIN.….AND YOU MUST HAVE THE MONEY TO INVEST
  • YOU MUST ESTABLISH TALENT AS A CRITICAL INVESTMENT RATHER THAN A COST BEFORE YOU LAUNCH TALENT MANAGEMENT PROCESS/SYSTEMWHILST WE ARE ON HAVING YOUR CAKE AND EATING IT I SHOULD EMPHASISE HOW IMPORTANT THIS SAYING IS TO EVERYONE IN HR TECH WORLD.EVEN IF THEY SUPPORT A SYSTEM IMPLEMENTATION AT THE START YOU WILL QUICKLY EAT IN TO THAT SUPPORT. YOU HAVE TO CONTINUALLY REBUILD THE SUPPORT BEFORE IT RUNS OUT. YOU HAVE TO CONTINUALLY BAKE CAKE BEFORE IT RUNS OUT. SOMETIMES YOU HAVE TO BAKE CAKE EVEN WHEN YOU ARE HUNGRY! THAT IS SOMETIMES YOU HAVE TO REBUILD SUPPORT RATHER THAN CONTINUE TO IMPLEMENT FUNCTIONALITY!
  • NOTICE PEOPLE IS ON THE TRAIN NOT NECESSARILY HRTHIS TRAIN IS NEW, FAST AND RIGHT IN THE HEART OF THE ‘CITY’ – WHERE THE MONEY IS MADE AND ADDED VALUE IS DEMANDEDBUSINESS MANAGES WHAT BUSINESS CARES MOST ABOUTWHEN BUSINESS CARES RESULTS ARE DEMANDEDTHEY WILL DEMAND KNOWLEDGE OF AND DELIVERY ON CAPABILITY AND ENGAGEMENT GAPS, THE RIGHT LEADERSHIP AND THE BEST BANG FOR THEIR BUCKTHEY WILL DEMAND SYSTEMS THAT DELIVER THISTHERE WILL BE NO PLACE TO HIDE FOR THE MANAGERS RESPONSIBLE FOR ‘STRATEGIC HR’ OR FOR THE PEOPLE WHO SUPPLY THE TECHNOLOGY!
  • MAYBE ‘OLD HR’ WAS THE ONLY TRAIN WE COULD GET ON, BUSINESS DIDN’T LET US ON ‘OLD UGLY’. THE GOOD NEWS IS THAT A BETTER TRAIN IS ABOUT TO LEAVE, WITH PEOPLE MANAGEMENT AT ITS HEART.RIGHT NOW YOU NEED COURAGE TO JUMP BUT SOON IT WILL BE THE ONLY TRAIN AVAILABLE. LATER MAY BE TOO LATE FOR YOU! ONCE YOUR CERTAIN THAT THIS IS THE JOURNEY TO GO IN, YOU WILL FIND THE PLATFORM CROWDED AND YOU MAY NOT GET A TICKET TO GET ON THE NEW TRAINWHEN PEOPLE MATTER MORE THE QUALITY OF STRATEGIC PEOPLE MANAGERS AND THE SYSTEMS THAT DRIVE IT WILL BE FAR HIGHERYOUR ADVANTAGE IS THAT YOU CAN JUMP FIRST, YOU CAN LEARN FIRST, YOU CAN SHAPE THIS FUTURE!USE TODAY AND EVENTS LIKE THIS TO QUIZ THE THOUGHT LEADERS, BE AGGRESSIVE IN YOUR LEARNING, BE PROACTIVE … AND THEN JUMP!!!!
  • YOU MUST ESTABLISH TALENT AS A CRITICAL INVESTMENT RATHER THAN A COST BEFORE YOU LAUNCH TALENT MANAGEMENT PROCESS/SYSTEMWHILST WE ARE ON HAVING YOUR CAKE AND EATING IT I SHOULD EMPHASISE HOW IMPORTANT THIS SAYING IS TO EVERYONE IN HR TECH WORLD.EVEN IF THEY SUPPORT A SYSTEM IMPLEMENTATION AT THE START YOU WILL QUICKLY EAT IN TO THAT SUPPORT. YOU HAVE TO CONTINUALLY REBUILD THE SUPPORT BEFORE IT RUNS OUT. YOU HAVE TO CONTINUALLY BAKE CAKE BEFORE IT RUNS OUT. SOMETIMES YOU HAVE TO BAKE CAKE EVEN WHEN YOU ARE HUNGRY! THAT IS SOMETIMES YOU HAVE TO REBUILD SUPPORT RATHER THAN CONTINUE TO IMPLEMENT FUNCTIONALITY!

Transcript

  • 1. WAKE UP!! Your next train is about to leave! 31 March 2014 1
  • 2. Love the HR Heros but hate the war! 31 March 2014 2
  • 3. The ‘old HR’ train 31 March 2014 3
  • 4. Lets get some love back in the room 31 March 2014 4
  • 5. Let’s face the…….. 31 March 2014 5
  • 6. 1. We/HR don’t own or get CAPABILITY 31 March 2014 6
  • 7. 2. We/HR don’t own or get ENGAGEMENT 31 March 2014 7
  • 8. 3. Business sees it as HRs Train, not theirs and not strategic 31 March 2014 8
  • 9. What they fight for…. 31 March 2014 9 • Short term results, the right financial controls, forecast and budget • For new products, sales, brand and product promotion • Strategic ‘technical’ capability • Personal/team security and reward
  • 10. What they don’t fight for ……. 31 March 2014 10 • Strategic ‘people capability’ • Strategic ‘employee engagement’ • Long term capital investment that makes their life harder in the short term!
  • 11. 4. Employees/line mgt blame HR and dislike HR systems 31 March 2014 11
  • 12. SO DO PEOPLE REALLY MATTER? They know who their customers are They know what they have to be brilliant at to deliver to those customers They know what they need to be capable of doing, systems and people, to be brilliant at that Everyone is engaged at being brilliant at that 31 March 2014 12
  • 13. So, someone has an important job to do! 31 March 2014 13 EMPLOYEE CAPABILITY AND ENGAGEMENT IS BECOMING A CRITICAL STRATEGIC FUNCTION!!
  • 14. The true purpose of strategic HR: 31 March 2014 14 TO INTERVENE WHEN THE BUSINESS STRATEGY DEMANDS CHANGE, IMPROVEMENT OR MAINTENANCE OF A PEOPLE CAPABILITY OR ENGAGEMENT GAP!
  • 15. Someone has an important job to do! 31 March 2014 15 …..WHY DO YOU ASSUME ITS YOU?
  • 16. Most see the ‘old HR’ train 31 March 2014 16
  • 17. They travel on the ‘old ugly’ - the train of old business! 31 March 2014 17
  • 18. 1. TECHNOLOGY 31 March 2014 18 • MORE USEABLE SYSTEMS SHINE A LIGHT ON THE CAPABILTY AND ENGAGEMENT IN THE BUSINESS • BETTER MI THAT IS ACCURATE, TRUSTED AND USED WILL IDENTIFY CONNECTIONS BETWEEN ACTIONS AND CONSEQUENCES
  • 19. 2. POWER OF THE PEOPLE 31 March 2014 19 • SOCIAL MEDIA DELIVERS POWER AND KNOWLEDGE TO THE CUSTOMERS, THE EMPLOYEES AND THE ELECTORATE • PEOPLE CARE MORE ABOUT PURPOSE AND RELATIONSHIPS THAN SHORT TERM RESULTS
  • 20. 3. LOWER BARRIERS TO ENTRY 31 March 2014 20 • TECHNOLOGY IS QUICKLY REMOVING THE NEED FOR OR ADVANTAGE IN SCALE. ITS ABOUT ACCESS NOT OWNERSHIP! • AS A RESULT BUSINESSES BECOME INCREASINGLY AWARE OF THE ‘SPINE’ • THE SPINE = PEOPLE!!!
  • 21. THE BEST ARE ALREADY JUMPING FROM ‘OLD UGLY’ 31 March 2014 21
  • 22. DLG HAVE JUMPED! 31 March 2014 22 • DLG ARE GOING DIGITAL • DLG IMPLEMENTED 7 NEW SYSTEMS INCLUDING WORKDAY, SUCCESS FACTORS AND CERIDIAN JUST IN HR! • CEOs BEST MAN MOVED INTO HR • FOCUS ON THE CUSTOMER AND THE PEOPLE CAPABILITY AND ENGAGEMENT TO SERVE THEM • LINE MGT HAVE TAKEN BACK OWNERSHIP!! • ..BUT HRD (MORE LINE THAN HR) STILL SAID SORRY FOR JUST DOING THE BASICS! • DLG HR ARE ON THE NEW TRAIN!! • IF THEY LAY THE FOUNDATIONS ANDADD ENOUGH VALUE THEY MAY GET TO STAY ON THE NEW BUSINESS TRAIN
  • 23. THE NEW BUSINESS TRAIN! 31 March 2014 23 PEOPLE PEOPLE MGT: CAPABILITY ENGAGEMENT LEADERSHIP BEST BANG 4 $
  • 24. So opportunity or threat? 31 March 2014 24
  • 25. Depends on the cards you hold 31 March 2014 25 Commercial player Financially aware Technically aware A Leader
  • 26. KNOW YOUR STUFF! 31 March 2014 26 Commercial player Financially aware Technically aware A Leader
  • 27. …BUT HOLD ON! 31 March 2014 27
  • 28. Beware the SWAMP LAND! 31 March 2014 28
  • 29. WHATS YOUR RELATIONSHIP WITH YOUR EMPLOYEES? 31 March 2014 29
  • 30. The ‘Foundation Stones’ 31 March 2014 30 STRATEGIC CAPABILITY AND ENGAGEMENT PLAN WHAT ‘GOOD’ LOOKS LIKE; HOW YOU SEE A ‘JOB’; HOW PERFORMANCE IS REALLY MANAGED TRUST; A RELATIONSHIP WITH YOUR EMPLOYEES PEOPLE MANAGERS OWN THEIR PEOPLE THE RIGHT LEADERSHIP TEAM!!!! THE RIGHT LEADERSHIP TEAM!!!! THE RIGHT LEADERSHIP TEAM!!!! THE RIGHT HR TEAM ONE FORMAL RELATIONSHIP – NO UNNECESSARY DIFFERENCES! ROBUST & LEGAL SYSTEMS, MASTE R DATA, PROCESSES AND PAYROLL DIVERSITY AND DUAL CAREERS EMBEDDED PEOPLE COSTS ALIGNED TO BUSINESS PLAN
  • 31. Eg. TALENT MANAGEMENT 31 March 2014 31 STRATEGIC CAPABILITY AND ENGAGEMENT PLAN WHAT ‘GOOD’ LOOKS LIKE; HOW YOU SEE A ‘JOB’; HOW PERFORMANCE IS REALLY MANAGED TRUST; A RELATIONSHIP WITH YOUR EMPLOYEES PEOPLE MANAGERS OWN THEIR PEOPLE THE RIGHT LEADERSHIP TEAM!!!! THE RIGHT LEADERSHIP TEAM!!!! THE RIGHT LEADERSHIP TEAM!!!! THE RIGHT HR TEAM ONE FORMAL RELATIONSHIP – NO UNNECESSARY DIFFERENCES! ROBUST & LEGAL SYSTEMS, MASTER DATA, PROCESSES AND PAYROLL DIVERSITY AND DUAL CAREERS EMBEDDED PEOPLE COSTS ALIGNED TO BUSINESS PLAN
  • 32. YOU CANT HAVE YOUR TALENT AND EAT IT!! 31 March 2014 32
  • 33. THE NEW BUSINESS TRAIN! 31 March 2014 33 PEOPLE PEOPLE MGT: CAPABILITY ENGAGEMENT LEADERSHIP BEST BANG 4 $
  • 34. SUMMARY 31 March 2014 34
  • 35. ANY QUESTIONS? 31 March 2014 35