HR's Turning Point


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  • RS and BB
  • RS
  • RS
  • RS
  • RSClose to 500 survey participants – randomly selected SHRM members
  • RS
  • RSEffective Administration was considered a critical sub competency – by only 11% of survey respondents! And knowledge of government and regulatory guidelines didn’t fare much better – cited by only 25% as a critical SUB-competency) 
  • RS part – BB – we need to add some global findings (I stopped googling...)
  • RS
  • RSPeoplearent online (my candidates and ees)Wasting timeMoney
  • BBSocial Economy Not a Knowledge economyRelationships Matter
  • BBResources Apps and Mobile
  • RSFlorida - only 35% of residents were born in Florida (#2 least behind Nevada)Comapre to Louisiana – 80%!! (stories of very localized.. Touch on culture)“If you think you don’t have to pay attention to what is going on outside of your own ecosystem, you are mistaken” Recruiting and HR is local everywhereWe have to think global even if we are localYou ARE still competing in a global market even for a local company
  • BBJob is being replaced with work
  • BBTalent is everywhereI can work from anywhere at any time in any time zoneIt’s easier to bring the work to the talent than the talent to the work
  • BB
  • BBThe war is for other people’s talent (and yours…)Why CAN’T your employee work from Switzerland?
  • RSBe at your 8 AM! Rules are rules; can’t bend policy!If they need/want a job.......Tell story of shoe bag manager for cell phonesHR needs to have conversations about we NEED to work rather than stating :this is how we do it…”   Spend more time thinking and less time putting out fires. Success isn’t about the reaction – its about the results Worklife balance is to personnel as workflex is to the future of Hr Redeseign your work. HR is not about telling EEs what they can’t do but rather empowering them with what they CAN di  Hang our hats on immovable inflexible mantras surrounding policiesll “this is what we do” the all for one mentality
  • RSRedesiging workWill the talent you need “work” within confines of circa 1990 workplace?
  • BBJobs and careers are being eroded by projectsPeople marketing themselves as specialists and in niche marketsHow will HR react? How will you hire the extraordinary talent?
  • BBHow will you recruit the critical talent needed? Put together your team?
  • RSBlah blah about culture statements.. HR thinking they change/own/drive cultureControl and command is a dated concept
  • BBYour CEO talks culture, your inmates decide what it really isThere is no bad culture, just bad culture fit
  • BBThe Brand Ambassador – Community DJ stuff
  • RSProject teams need a different cultureHR will be all about agile teams and projects
  • RSWhat we think in HR – what we talk about
  • BBForget HR – it’s Talent Management(originally we had realize education has failed – fits better up above)
  • BB(RS chime in..)
  • Either THIS or some other sort of “tag line”.... (but I kinda like this..)Don’t follow conventional practices
  • HR's Turning Point

    1. 1. HR’s Turning Point: Are You Staying in Place or Moving Forward? Bill Boorman Robin Schooling, SPHR #HRFL13
    2. 2. Who We Are
    3. 3. We’re not high-tech; we hire service employees I just need to write a dress code policy My most important role is mitigating risk I have to make sure the bathrooms are clean Is this about social media? I can’t use SM at work. Listen – I’ve got turnover of 38%; I just need bodies to keep the place open.
    4. 4. Critical time for HR
    5. 5. Where are we now? • Demographics (from 1997 to 2012) ▫ Males – decrease: 70% to 38% ▫ Females – increase: 30% to 62% • Since 2007 ▫ HR generalist roles – decrease: 49% to 40% ▫ Specialist roles – increase  Recruiting - increased attention to talent/human capital RBL Group – The State of the HR Profession (2012)
    6. 6. Challenges facing HR over the next 10 years
    7. 7. Top 3 Challenges for HR Executives: ▫ Retaining and Rewarding the best employees (59%) ▫ Developing the next generation of corporate leaders (52%) ▫ Creating a Corporate Culture that attracts the best employees (36%) SHRM Research – November 2012
    8. 8. What HR Competencies will be most critical? Top 4 as defined by 33%+ of HR professionals: ▫ Business acumen (42%) ▫ Organizational leadership and navigation (40%) ▫ Relationship management (37%) ▫ Communication (35%) SHRM Research – November 2012
    9. 9. What bodies of knowledge do HR professionals rate as being most important: ▫ ▫ ▫ ▫ Strategic business management Talent management Change management Workforce planning and employment SHRM Research – November 2012
    10. 10. The “new” jobs economy 28m people in US work PT FT jobs have decreased by 240,000 1/5 of all jobs gained since recession = temp jobs Staffing agencies employed 2 percent of all non-farm workers (Q1 2013) People working via temp agencies increased 6.7% (Q1 2013) BLS and ASA
    11. 11. • The Impact of Technology • Global/Local • The Way We Work Now • Culture
    12. 12. The Impact of Technology
    13. 13. Technology SilkRoad survey • 43% completely open • 24% monitor access • 16% blocked AND........ 75% EEs check SM sites via mobile more than once per day
    14. 14. Technology Meet people where they are... ...or where you need them to be.
    15. 15. Technology
    16. 16. Technology
    17. 17. Global/Local
    18. 18. Global/Local
    19. 19. Global/Local
    20. 20. Global/Local
    21. 21. Global/Local We’re all connected. Disconnect when you choose to disconnect.
    22. 22. Global/Local
    23. 23. The Way We Work Now
    24. 24. The Way We Work Now HR says “if we start making exceptions it’s a slippery slope...”
    25. 25. The Way We Work Now...
    26. 26. The Way We Work Now
    27. 27. The Way We Work Now
    28. 28. Culture
    29. 29. Culture “We support a culture of communication, collaboration and innovation. People are our most important asset!”
    30. 30. Culture Who determines your culture?
    31. 31. Culture
    32. 32. Culture HR must be agile
    33. 33. So we... Organization ▫ Build organizational capabilities ▫ Lead change ▫ Integrate HR practices into business effectiveness Individual ▫ Build credibility ▫ Build relationships
    34. 34. Or should we.. • Stop calling it HR? • Build our own models? • Enable our people? HACK HR???
    35. 35. Stop • Reading books and learning in the old ways • Thinking recognition is a program Start • Trusting, talking & listening • Providing relevant recognition and rewards
    36. 36. Playing it Safe is Dangerous
    37. 37. @BillBoorman @RobinSchooling