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Greater Manchester HROD conf 041217 Slides 1 of 2
- 1. #OurPeoplePlaceProfession Welcome to Our People | Our Place | Our Profession Greater Manchester HR & OD Conference #OurPeoplePlaceProfession
- 2. #OurPeoplePlaceProfession Gillian Bishop Chief Executive North West Employers @NWEmployers
- 11. #OurPeoplePlaceProfession North West Employers Suite 2.4, 2nd Floor, Building 8, Exchange Quay, Salford Quays, Manchester, M5 3EJ Contact Details: T: 0161 214 7123 E: gillianb@nwemployers.org.uk @NWEmployers W: nwemployers.org.uk Enjoy your day
- 14. #OurPeoplePlaceProfession @PerryTimms: Author - Transformational HR Chartered MCIPD & #23 HR Most Influential Thinker 2017 Chief Energy Officer - People & Transformational HR Ltd TEDx & International Speaker - the Future of HR, Work and Learning Certified WorldBlu® Freedom at Work Consultant + Coach Fellow: the RSA and Visiting Fellow: Sheffield Hallam University Adjunct Faculty: Ashridge Executive Education - Hult Business School Associate: The Work Foundation Transformational HR and a 21st Century Public Service
- 16. #OurPeoplePlaceProfession We need acollaborative revolution in the Public Sector, and in particular, In Public SectorHR.
- 17. Frank vanMassenhove Chairmanofthe Belgian Federal Office ofSocialAffairs.
- 18. #OurPeoplePlaceProfession What’s so special about Frank? ● Early adopter of social and collaborative technologies in a very traditional Government office. ● Resource planning is always 80% capacity leaving 10% for unexpected; and 10% innovation. ● Challenges to the status quo are expected not just encouraged ● Results matter (not hours worked or other metrics) ● As few meetings as possible ● Flexible working is the norm - 1070 employees only 150 in the office at any time ● Work on a rainy Sunday? Fine. Have a sunny Thursday off instead? Fine - just work it out with your colleagues and the needs of your work.
- 19. #OurPeoplePlaceProfession Time to tap into the spirit of the crowd?
- 20. AN HR METAMORPHOSIS FOR A TRANSFORMING WORLD OF WORK
- 21. #OurPeoplePlaceProfession Transformational HR is... Designing a better experience of work AND enabling high performance working Engineering for a balanced workplace that is humane AND productive Creating more ‘just’ organisations; doing good AND with sustainable economics Helping leaders show warmth and empathy AND be inspiring stewards of success Being agile, responsive, liberating AND a reliable, effective & confident group of professionals, supporting the organisation’s people and their goals.
- 22. #OurPeoplePlaceProfession HR DELIVERY MODEL 1997 >> NOW Shared Services Centre of Excellence Business Partners Centralised, technology-enabled HR service delivery excellence. Sometimes outsourced HR experts with specialist knowledge who deliver leading edge strategy and solutions HR professionals working closely with business leaders to improve business outcomes through human capital solutions
- 23. #OurPeoplePlaceProfession Time to transform HR in the public sector
- 24. #OurPeoplePlaceProfession CIPD/MiX- HR Hackathon 2013 - DESIGN PRINCIPLES OF ADAPTABLE ORGANISATIONS EXPERIMENTATION & LEARNING PURPOSE & MEANING CREATIVITY http://www.mixhackathon.org/hackathon/contribution/sprint-13-synthesis-design-principles-adaptable-organizations TRANSPARENCY & OPENNESS DIVERSITY PEER COLLABORATION AUTONOMY & TRUST FLEXIBILITY NATURAL LEADERSHIP & MERITOCRACY
- 25. #OurPeoplePlaceProfession Remember this? Business Models for the Exponential Networked era From To Top-down, hierarchical Autonomous, socialised net-working Financial performance Transformative purpose Sequential thinking, processes Experimentation, iteration, creativity Internal R&D / Policy making Community and crowd, innovation as usual Strategic planning and risk aversion Emergent, experimental, purpose-led Hard-wired workforce Flexible, on-demand, lifestyle workers Assets and ownership Leveraged utilities, communal sharing
- 26. #OurPeoplePlaceProfessionTRANSFORMATIONAL HR: 3 ASPECTS
- 27. #OurPeoplePlaceProfession SELF TRANSFORM: ME; WE; IT COLLECTIVE SYSTEM
- 28. #OurPeoplePlaceProfession Know Others: How do you show warmth? Empathy? Relatedness? Be the Relationship Exemplar Know Self: Who are you? What brings you to life? Show High Self Worth Know Systems Understand the world that you and others operate in Use Design and Sensing Know Need: Get what others want from you and your work Be a Critical Thinker Know Energy: Understanding yours, others & systems energy to direct focus and application Use Social Intelligence Know Skills: Know what you and others have & how to use those skills Be the Analyst TRANSFORM: ME
- 29. #OurPeoplePlaceProfession Transformational HR: We - Partnership Level HR practitioners working and learning in pairs & squads Togetherness2 Joining forces with others in a shared belief and philosophy Impact2 Working in pairs to enhance the impact of our transformational work Confidence2 Enhancing how we feel about our contributions to solving problems and transforming Innovation2 Sharing ideas and co-creating new ways and ideas to transform our work Learning2 Gifting each other with what we each know to transform our knowledge and skills
- 30. #OurPeoplePlaceProfession External Vigilance Contextual Intelligence Design Artistry Stewarding a Just Organisation Application of Science Transformational HR Strategic / Systems level
- 31. #OurPeoplePlaceProfession AN HR METAMORPHOSIS FOR A TRANSFORMING WORLD OF WORK
- 32. #OurPeoplePlaceProfession HR People & Organisation Transformation HR People Strategy & Partnerships HR People Performance & Development HR People & Programme Support T-HR The Four Zones Model for Transformational HR
- 33. #OurPeoplePlaceProfession Four-Zone Model - The Elements > The philosophy - what is the thinking and short defining purpose for this element > The mission - what is the zone intended to do (in statement format) for greater clarity > The vision - how we might describe this zone to others who aren’t familiar with it. > The narrative - bringing the zone further to life.
- 34. #OurPeoplePlaceProfession HR People Strategy & PartnershipsHR People & Programme Support > exists to build relationships with people and intelligence about people > will work closely with people at all levels across the organisation, developing a greater understanding of their work and needs. Through collaborative working and the gathering of intelligence on what matters to people, provide insight on how HR can make ever greater differences to personal fulfillment and collective success. > will use their relationship strength and insight-led approaches to inform the most acutely tuned strategy for the betterment of people and the organisation. HR People & Organisation Transformation > is a space to create the future for people and the work they do > will work through a series of projects that create fundamental shifts in the nature of work processes and structures, whilst building supporting and enabling activities that help people through business transformation > is the go-to place for innovative thinking and doing that designs systems and processes to transform ways of working for future organisational and individual success > exists to orchestrate harmony across people, the organisation and processes > will deliver secure, swift and specialised support to recruitment, joining, development and leaving alongside support for transformational projects and initiatives. > acts as project “scrum masters” and supercharged administrators for essential processes that power the HR proposition supporting the organisation’s strategic goals, and creating a superior colleague experience. HR People Performance & Development > exists to create the circumstances for people to do their best work > will work closely with people at all levels across the organisation, understanding the best ways to help people do great work that is individually fulfilling and effective for the organisation whilst providing critical development pathways and sense of personal and professional growth. > brings science, art and energy to the continuing advancement of people’s skills, behaviours and their applied endeavours at work.
- 35. #OurPeoplePlaceProfession CHRO/ HRD HRPeopleStrategy&Partnerships HRPeoplePerformance&Development Tppraonrtsformation HRHRPeoplePeople && OrganisationalProgrammeSu L&D Recruitment Programmes and campaigns OD Business Analysts People & Business Intelligence People Strategy Talent Development Change Employer Brand Project and Scrum team Management Learner Experience Employee Experience Future Skills Client Experience Future Experience Reward Colleague (HR) Experience Leadership Development Coaching Mapping existing HR deliverables Talent Acquisition Employee Relations Research programmes
- 36. #OurPeoplePlaceProfession Putting it all together
- 37. #OurPeoplePlaceProfession A revised HR Proposition and Model Transforming Self: Assessing your transformational quotient Extreme HR - Pairs & Squads for Working and Learning The Four Zones Model for Transformational HR Disruptive Innovation & HR Hackathons Using social and collaborative tools and platforms Creating a set of new HR Value Proposition Canvases and Building a new HR Business Model
- 38. #OurPeoplePlaceProfession Agile HR - the concept HR work as agile projects Learning the agile stages Story Backlogs Resources Product definitions / management Sprints Burndown Charts Scrums Plan; do; review; assess cycle UX Design in HR projects Minimum Viable Product (MVP) Design Thinking Putting into action: case studies and real projects run through A revised HR Proposition and Model
- 39. #OurPeoplePlaceProfession @PerryTimms perry@pthr.co.uk pthr.co.uk Medium.com/@PerryTimms +44 7711 169677 AN HR METAMORPHOSIS, FOR A TRANSFORMING WORLD OF WORK Transformational HR
- 40. #OurPeoplePlaceProfession Leading GM Dr Carolyn Wilkins OBE, Chief Executive, Oldham Council Leading GM Dr Carolyn Wilkins OBE Chief Executive, Oldham Council
- 41. #OurPeoplePlaceProfession Aim of Leading GM A strong community of capable, resilient leaders across the city region, and within localities, who are able to lead within, and on behalf of, organisations, systems and places
- 42. #OurPeoplePlaceProfession Connecting Ideas: •Our leadership development approach needs to reflect the type of leadership we want to develop •At work, no less than in communities, social connectedness plays a critical role in making individuals and companies more resilient •Considerable leadership development takes place in institutions, organisations and professions. We want to focus on what we have in common: PLACE
- 45. #OurPeoplePlaceProfession • HR contribution key - translate to policy and practice • Significant improvement required in planning for the whole system • Need to understand skills gap - now and future • Identify/design new roles and job families • Connection with place • Consider how we engage the workforce – health and social care combined, and connections to wider agendas Role of the HR Community
- 46. GM Integrated Programme Led by GM Workforce Development & Leadership Executive Board Led by GM Health and Social Care Partnership Board Working jointly together
- 47. #OurPeoplePlaceProfession How do we support our workforce •How do we constantly challenge to understand how we manage change within Organisations and system approaches? •How do we need to change to ensure change? •How do we ensure processes and procedures support a flexible workforce? •Are we committed to developing a highly skilled Workforce through OD Leads/Teams? •How are HR/OD Leads/Teams strategic translators?
- 51. #OurPeoplePlaceProfession Time For Questions Panel • Gillian Bishop • Dr Carolyn Wilkins, OBE • Amy Berringer