Are you equipped with the skills needed to lead a People team of the future? A staggering 80% of HR and People leaders we polled said HR skillsets need to change. Just one third would rate their current skills level as expert today. Join Sage People VP Paul Burrin for this SHRM Approved webinar as he reveals how to steer your organization on its own HR to People journey.

1. 5 Ways HR’s Changing & How HR and People
Leaders Can Get Ahead
Paul Burrin Naba Ahmed
With: Moderated by:
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https://www.humanresourcestoday.com/webinar-series/hr-and-people-leaders/

3. About Paul Burrin
Paul Burrin is a work trends expert, a People Geek and Vice President at Sage People, a global cloud HR and
People platform that helps organizations around the world to acquire, retain, manage and engage their workforce.
Paul is an expert on the intersection of marketing, HR and technology, and is an active author, contributor,
panelist and speaker on the changing nature of work, the workplace, workstyles, and the rise of the modern
workforce. He’s worked in the technology sector for most of his career, with roles at Oracle, Google, Hyperion
and Citrix.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some
of the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity,
depth, and experience of their professional cultures, personalities, and passions.

4. The Changing Face of HR
Five ways HR’s changing
and how to get ahead

5. 1. Context
2. Research findings: Five ways HR’s changing
1. HR is refocusing on People
2. The way HR operates is evolving
3. Technology used in HR is changing
4. There are barriers to change
5. New skillsets are required
3. How to get ahead
Contents

6. Context

7. The world of work continues to evolve
• Global skills crisis and talent crunch
persists
• Engagement remains stubbornly low
• The contingent and gig workforce is
growing
• HR compliance is becoming more
demanding
• Technological change and digital
transformation is accelerating
Changes in the worksphere continue

8. Businesses are changing
Transactions Employees
Businesses are changing

9. What are
the change
drivers?
Is the HCM to People shift real?
What are the implications for HR?
What are
some new
ways of
working for
HR?
What
skillsets are
needed for
HR to lead?
Sage polled 500 HR leaders to find out…

10. Five ways HR’s changing

11. 94%of companies expect HR
to People transformation
changes over the next 3-5
years, with 47% saying they
expect this change to be
significant
1. HR is refocusing on People

12. This change is a journey
Expect the journey to take several years
Many concerned they will lag behind keeping up with change
86%
43%
‘My team will never make it!’14%

13. POLL
Where are you on the journey to becoming a more
employee (People) focused organization?

14. Externaldrivers
• Digital technology
• Changing workstyles
• Skills shortages
Internaldrivers
• Employee experiences
• Competitive advantage
• Operational excellence
Key drivers of change

15. 80%of HR leaders agree that
the way HR operates is
changing
2. The way HR operates is evolving

16. QUESTION
How do you think employee expectations regarding
HR are changing?

17. Talent acquisition
• Seamless integration of recruiting and
onboarding
• Enhanced candidate experiences
• Adoption of AI
Workforce experiences
• Pulse surveys
• Enhancing employee experiences
• Design / adopt new ways of working
Performance management
• Continuous feedback
• Goal transparency
• Holistic rewards management
Learning and development
• Flexible career paths
• Employee driven learning
• Informal micro-learning
Employee expectations are changing
69% of HR leaders believe employee expectations of HR are changing

18. Data informed decision making
10% had no plans to adopt data-driven decision-making
Now
33%
We have a single
system of record
Adopting
48%
Now
42%
People decisions
are data informed
Adopting
41%
Now
38%
HR data is
easily accessible
Adopting
51%

19. HR Operations Automation and augmented intelligence
HCM applications People applications
Applicant tracking People Marketing / candidate experience
Gut feel and spreadsheets People Science
Local payroll Multi-country payroll
Annual appraisals Continuous performance management
HR executive Chief People Officer
Absence management Health, wellness and wellbeing
Employee satisfaction Workforce experience management
Company training Autonomous and social learning
Static organizations Agile organisations
The changing face of HR

20. 43%Cloud and mobile are top
priorities for HR teams, but
just 43% and 36% of
companies have adopted
them respectively
3. Technology used in HR is changing

21. HR technology adoption rates
10%
11%
12%
13%
24%
26%
27%
36%
43%
Intelligence
augmentation (IA)
Virtual
reality
Gamification
Artificial
intelligence (AI)
Self-service
People
analytics
Global
systems
Mobile
Cloud
43%36%

22. 4. There are barriers to change
43%of HR leaders believe
their organization won’t
keep up with changes in
technology

23. Can’t invest in tech due to
resourcing restrictions
Delaying change due to too
many competing priorities
Can’t make the business
case for change
Lack of vision and
leadership in organization
Challenges to overcome
The top four barriers to change
1
2
3
4

24. 5. New HR skillsets are required
86%of respondents believe
HR skillsets need to
change – with fewer than
one in three HR leaders
rating their competency levels
as expert today

25. Perceived HR skills gap
Skills gaps today Skills rated important in three years
1
Tech savvy
Just 25% of HR leaders rate
themselves as tech experts
2
Creativity
Only 28% of HR leaders rate their
creative skills as expert
3
People analytics
Just 28% of HR leaders rate their
people analytic skills as expert
4
Behavioral sciences
Less than a third rate their behavioral
sciences skills as expert
1
Communications
76% of HR leaders think this will be
a vital skillset
2
People analytics
76% of HR leaders think this will also
be important in the future
3
Creativity
73% of HR leaders said creativity will
be essential
4
Tech savvy
73% said digital skillsets will be
important

26. POLL
What are your biggest HR skills gaps?

27. How to get ahead

28. How to get ahead: Be the face of change
3. Address the HR skills gap
With 86% noting a need to reskill, a global
HR skills crunch is almost inevitable. Identify
gaps in your team today and act now to get
ahead.
2. Drive agile ways of working
Less than a third of HR leaders operate in an
agile HR model – despite it meaning you can
implement changes faster by being flexible.
4. Get ahead with technology
Tech such as automation and analytics
enables HR to work smarter, faster and more
strategically. Become tech savvy.
5. Make the business case
Investing in your people is one of the most
important business decisions your
organization can make. Present your
business case with confidence.
1. Change work for the better
Many of us got into HR to change people’s
lives for the better. Become part of the HR to
People transformation. Be the face of
change.

29. Make the business case today with Sage People
Nearly $2M
Total benefits over three
years
<13 months
Generate ROI from an
automation-enabling
system in just over a year
90 days
Get up and
running with a
system quickly

30. Download a copy of our new
research report
The changing face of HR

31. Q&A
Naba Ahmed
With: Moderated by:
Vice President, Sage People
Linkedin page: /in/paulburrin
Twitter ID: @PaulBurrin
Website: https://www.sagepeople.com/
Paul Burrin
Editor, Human Resources Today
Linkedin page: /in/naba-ahmed/
Twitter ID: @hrposts
Email: naba@aggregage.com
Website: humanresourcestoday.com
https://www.humanresourcestoday.com/webinar-series/hr-and-people-leaders/