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Hr transformation path by #socialorg

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Le organizzazioni cambiano, la funzione HR può rimanere quella di sempre? E verso quale direzione questa può evolvere? Quali le competenze e gli strumenti da acquisire?

Published in: Recruiting & HR
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Hr transformation path by #socialorg

  1. 1. HRTransformation
  2. 2. Le organizzazioni cambiano Il nuovo contesto è determinato da: • un livello di engagement employee mai così basso come oggi • il concetto di talent che evolve, e con questo le logiche di scouting e valorizzazione • la digitalizzazione che ha prodotto effetti sia abilitanti che culturali Le organizzazioni tornano a chiamare centralità della persona al fine di: • adattarsi meglio • collaborare ed essere efficienti • innovare per non fermarsi mai
  3. 3. Il ruolo HR deve innovarsi In questo nuovo contesto il ruolo HR deve innovasi per poter esprimere un valore adeguato ai tempi che viviamo. Va presa coscienza che le organizzazioni diventano piattaforme abilitanti e che in questa dinamica evolutiva il ruolo HR ha delle prerogative uniche. Ma anche degli strumenti impensabili prima!
  4. 4. HR transformation
  5. 5. Una nuova purpose di ruolo L’HR ha quindi sul tavolo una sfida di modernizzazione molto forte. Prima di tutto cambia la purpose stessa rispetto al passato. L’HR è oggi: “abilitatore che promuovere il talento organizzativo attraverso leve di sviluppo partecipate in un contesto social e digital”. Una purpose che chiede al ruolo di evolvere e crescere sia sul piano delle competenze che su quello dei processi gestiti.
  6. 6. Tre direttrici di evoluzione La trasformazione può essere promossa partendo da tre cruciali direttrici: 1. education e formazione sulle practice HR evolute 2. trasformazione dei modelli di talent 3. innovazione dei sistemi di apprendimento
  7. 7. SOCIALHR LAB
  8. 8. Il ciclo di “abilitazione” Le practice HR hanno da sempre messo al centro la persona, accompagnata nel suo employee path. Le practice hanno così supportato ogni fase di questo percorso. Ma oggi la persona è colta nella sua dinamica di rete anche informale. Le practice diventano quindi processi partecipati e digitali.
  9. 9. Il SocialHR Lab La proposta è quella di prendersi del tempo per capire, imparare, immaginare. Il Lab è un percorso che accompagna il ruolo nella ridefinizione ed evoluzione delle practice. Sono 9 moduli d’aula che tematizzano ogni practice e consentono al hr di: - cogliere il potenziale evolutivo generato dal social e digital - analizzare benchmark significativi - cominciare a disegnare un percorso evolutivo dei propri processi Il tutto in una esperienza immersiva fatta di: - sessioni in aula con tecniche di design thinking e agile - una community online che accompagna l’intero percorso in cui leggere e conversare, co-creare Il percorso del Lab
  10. 10. TALENT EMERGENTE
  11. 11. TALENT EMERGENTE Il talent si trasforma, ed affianco al processo tradizionale (organizational driven) ne arriva un altro più innovativo ed emergente (people driven). Quest'ultimo si compone di due dimensioni nel ruolo HR “trasformato”: 1) la catalogazione e messa a regime delle nuove competenze per la digital organization (quali competenze e ruoli per il futuro?) 2) la costruzione di un sistema di catturamento emergente del valore prodotto dalla persone (come “vedere” i talenti emergenti?)
  12. 12. Le competenze per la digital organization Le competenze per le nuove organizzazioni sono certamente tecniche ed abilitative, ma anche trasversali. I contesti organizzativi digitali chiedono di presidiare modelli di relazioni diverse con complessità specifiche. Serve un nuovo modello su cui fondare sistemi di assessment e formazione Problem solving, decision making, people management MANAGERIALI Capacità di interagire su contenuti professionali rispetto ad obiettivi di business con colleghi in modo semplice ed immediato, attraverso l’uso del digital workplace a disposizione COLLABORATION SKILLS Sono di riferimento al ruolo presidiato, nell’ambito organizzativo specifico (es. capacità di analisi, in ambito di cost control) TECNICHE capacità di di gestire relazioni, comunicare, negoziare, ecc… TRASVERSALI
  13. 13. Leggere, misurare e valorizzare il talento Sappiamo che il “talento in azione” è la forma più tangibile di valore espresso dalle persone. Queste operano nel quotidiano esprimendo il meglio di se in attività di risoluzione di problemi, ricerca di micro-innovazione. Lo fanno utilizzando capacità e saperi anche molto personali frutto della propria singolare esperienza professionale ed umana. Come cogliere questo valore? Il digital workplace offre un campo di analisi unico: - community - social intranet - project tools - quick collaboration tool In questo ecosistema va prodotto un modello di listening che consenta di far emergere: - migliori contributi - migliori contributori Lo strumento è la Conversational Analysis
  14. 14. LEARNING PATH
  15. 15. LEARNING PATH DESIGN La formazione è leva centrale dei modelli di sviluppo, ma già da tempo le è chiesto di innovarsi. Le persone domandano: - modelli che consentono un miglior “fit” con le forme di apprendimento usate nella vita di tutti i giorni - esperienze immersive in cui essere sollecitati in varie forme e modalità - percorsi che condensino sia forme individuali che collettive - maggior uso del digitale come abitante di sollecitazioni nuove ed ingaggianti. Le forme blended si arricchiscono oggi del potenziale offerto dalla social technologies e l’HR può costruire esperienze di apprendimento nuove e accattivanti Learning Path designing
  16. 16. ALEDONADIO HR TRANSFORMATION LEARNING PATH DESIGNER SOCIAL COLLABORATION ARCHITECT COLLABORATIONS ⎫ Docente Master Business school Sole 24 ore ⎫ Autore per Digitalic Autore ⎫ The Human side of digital, 2016 ⎫ Le organizzazioni sono community, 2016 ⎫ Contributore su Cambia la testa e potenzia la tua azienda con la cultura digitale, Rosa Giuffré, 2015 ⎫ Le organizzazioni ed il Limen, 2008 ⎫ Governare con il territorio, 2007 BLOG METALOGHI ORGANIZZATIVI 2.0 Dal 2008 tengo 8n blog nel quale rifletto sul tema della trasformazione delle organizzazione in senso collaborativo e dell’impatto di questo sui processi HR
  17. 17. THANK YOU!

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