GM HROD conf 041217

1. @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

3. We need acollaborative
revolution in the
Public Sector,
and in particular,
In Public SectorHR.

4. Frank vanMassenhove
ChairmanoftheBelgianFederalOfficeofSocialAffairs.

5. 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.

6. Time to tap into the spirit of the crowd?

7. AN HR METAMORPHOSIS FOR
A TRANSFORMING WORLD OF
WORK

8. 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.

9. HR DELIVERY MODEL 1997 >> NOW
Shared Services Centre of Excellence Business Partners
Centralised, technology-
enabledHR
service delivery excellence.
Sometimes outsourced
HR experts with specialist
knowledge who deliver
leading edge strategyand
solutions
HR professionals working
closely with businessleaders to
improve business outcomes
through human capital
solutions

10. Time to transform HR in the public sector

11. 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

12. 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

13. TRANSFORMATIONAL HR: 3 ASPECTS

14. SELF
TRANSFORM: ME; WE; IT
COLLECTIVE SYSTEM

15. 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

16. Transformational HR: We - Partnership Level
HR practitioners working and learning in pairs & squads
Togetherness2
Joining forces with others ina
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

17. External Vigilance Contextual
Intelligence
Design Artistry
Stewarding a Just
Organisation
Application of
Science
Transformational HR
Strategic / Systems
level

18. AN HR METAMORPHOSIS FOR A TRANSFORMING WORLD OF WORK

19. 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

20. 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.

21. HR People Strategy & PartnershipsHR People & ProgrammeSupport
> 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.

22. CHRO/
HRD
HRPeopleStrategy&Partnerships
HRPeoplePerformance&Development
Tppraonrtsformation
HRHRPeoplePeople&&OrganisationalProgrammeSu
L&D
Recruitment
Programmesand
campaigns
OD
Business
Analysts
People &Business
Intelligence
People Strategy
Talent Development
Change
Employer
Brand
Project and Scrumteam
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

23. Putting it all together

24. 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

25. 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

26. @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