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Expand your HRM World_Innovate_Connect_Transform_IHRM

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Expand your HRM World - Innovate, Connect and Transform guest speaker presentation at the IHRM Kenya Congress

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Expand your HRM World_Innovate_Connect_Transform_IHRM

  1. 1. EXPAND YOUR WORLD – INNOVATE, CONNECT AND TRANSFORM (I-C-T) CHARLES COTTER PhD, MBA, B.A (Hons), B.A www.slideshare.net/CharlesCotter 6TH ANNUAL CONGRESS, IHRM KENYA MOMBASA, KENYA 22 MAY 2019
  2. 2. PRESENTATION OVERVIEW  EXPAND YOUR WORLD – INNOVATE, CONNECT AND TRANSFORM (I-C-T):  Innovative Solutions Architect  Hyperconnected Collaborator  Transformative Strategic Performance Advisor
  3. 3. THE FUTURE FIT CODE
  4. 4. THE FUTURE FIT CODE  The Future-fit code: 10 Strategies to future-proof your career fluidity and accelerate your employment mobility to prosper as a virtual HRM consultant in the Digital Economy:  #1: Relevance  #2: Differentiation  #3: Unique Value Proposition  #4: Specialization  #5: Agility  #6: Re-invention  #7: Value Amplification  #8: Next Dimension Thinking  #9: Digital Literacy and -Citizenship  #10: Hyperconnected Collaborator
  5. 5. FUTURE FIT CODE: SURVEY  In light of the above Future-fit Code, do you believe that you are ready for the future workplace?  To determine your future fitness score you are welcome to complete the 2-minute, self-scoring survey. Please refer to the following link:  https://www.surveymonkey.com/r/PQJJMX6
  6. 6. INNOVATIVE SOLUTIONS ARCHITECT  “One of the mission-critical strategic HRM objectives is to mainstream HRM into the core business processes. HRM should be embedded in the business strategy and their value proposition should be ingrained in the organizational culture fabric. Key business decisions should not be taken in the absence of consulting with HRM.” (Charles Cotter PhD, 2018)
  7. 7. INNOVATIVE SOLUTIONS ARCHITECT  Strategic HRM objective:  Mainstream HRM into core business processes, by offering business valued solutions to key organizational problems.  Role: Innovative solutions architect
  8. 8. NEXT DIMENSION THINKING
  9. 9. NEXT DIMENSION THINKING  To prosper in the Digital Economy job space, future-fit HRM consultants will have to practice "outside-of-the-box" systems thinking and innovatively redesign their thinking and business model to take calculated risks by exploring uncharted frontiers and generating breakthrough ideas.  This could typically include independent, virtual consulting gigs and they would have to abandon the notion and comfort of their full-time employment status.
  10. 10. CHANGE MESSAGE TO HR MANAGERS (COTTER PHD, 2018) "HRM must be instrumental in and at the forefront of the I-Q-C-A-P drivers of business performance, namely: Innovation; Quality; Compliance; Agility and Processes (to optimize productivity), in their quest to transform and actualize to become strategic performance advisors."
  11. 11. CHANGE MESSAGE TO HR MANAGERS (COTTER PHD, 2018) “Stop fixating on best practice and rather concentrate on conceptualizing next practice. This is the fundamental differentiation between industry followership and leadership.”
  12. 12. THE 4 CORE COMPETENCIES (INTELLIGENCES) OF HRM PROFESSIONALS  Business Literacy (BQ)  Financial Literacy (FQ)  Technological Literacy (TQ)  Digital Literacy (DQ)
  13. 13. COGNITIVE (THINKING) COMPETENCIES REQUIRED BY HRM  Design thinking  Innovative thinking  Strategic thinking  Conceptual thinking  Systems thinking  Analytical thinking  Critical thinking
  14. 14. HYPERCONNECTED COLLABORATOR
  15. 15. HYPERCONNECTED COLLABORATOR  The value of your business network will not be determined by the quantity of your direct connections, but rather by your analytical ability to penetrate, mine and harvest the business relationship potential and exploit mutually-beneficial collaboration opportunities within the scope of your secondary and tertiary connections.
  16. 16. DIGITAL LITERACY AND -CITIZENSHIP
  17. 17. DIGITAL LITERACY AND -CITIZENSHIP  “To actualize to a responsible and responsive digital citizen, you’ll have to master the ability to navigate, curate, analyze and communicate via digital media sources across an array of 5-G technological platforms.”
  18. 18. A-B-C (ALWAYS BE CREATING)  “For a kindergarten teacher, ABC are the building blocks of the alphabet; for a corporate communications specialist, ABC is their message gospel defined by accuracy, brevity and clarity and for a sales consultant, ABC is their motivational mantra, Always be Closing.
  19. 19. A-B-C (ALWAYS BE CREATING)  However, for a future-fit, independent HRM contractor, ABC is their business philosophy, Always be Creating. They have to unlock their creative genius by constantly creating meaningful business content; by creating mutually beneficial business relationships; by creating future-proof sources of differentiation and competitive edge; by creating innovative and immersive employee (human) experiences; by creating a vibrant stream of collaboration opportunities and by creating significant business impact and optimal business solutions.” (Charles Cotter PhD, 9 January 2019)
  20. 20. HYPERCONNECTED COLLABORATOR  Independent, future-fit HRM Consultants need to adopt an abundance mindset and symbiotically collaborate (instead of competing) with other virtual consultants  This strategy relates to level 4: PROMOTER of Cotter’s Hierarchy of Deeds.  A critical success factor for the prosperity and future-fitness of independent HR Consultants in the African market is to apply the Law of Attraction.
  21. 21. HYPERCONNECTED COLLABORATOR – COMMUNITY BUILDER  “Collaboration is King.”  Independent, future-fit HRM Consultants should create a community of trusted peers and subject matter experts who they can recommend, refer work to, actively seek out collaboration opportunities and in the event of double bookings, farm work out to these business partners.  Instead of competing for a larger slice of the cake, independent HRM consultants are advised and encouraged to collaborate to increase the size of the cake, so that all trainers can optimize their portion of the cake.
  22. 22. HYPERCONNECTED COLLABORATOR - MULTIPLIER  This spirit of collaboration will build professional momentum, create synergy, a sense of reciprocity and future-fit HRM Consultants will be rewarded by magnetically attracting other consulting gigs.  Therefore, independent HRM consultants will be able to capitalize on the multiplier effect.  “The business calculator function of prosperous and future-fit trainers is not addition, but multiplication.”
  23. 23. HYPERCONNECTED COLLABORATOR - PROSPECTOR  Independent HRM Consultants need to expand their business network through mining, investing in and nurturing mutually beneficial business relationships  This strategy relates to level 5: PROSPECTOR of Cotter’s Hierarchy of Deeds.  A critical success factor for the prosperity and future-fitness of independent Consultants in the African market is to apply the Law of Association. Independent HRM Consultants must actively hunt for value-adding business connections and associations and nurture, invest in and build these relationships.  As an independent, future-fit HRM Consultant, your network equals your net worth.”
  24. 24. SPECIALIZATION  Dispel the myth of being a generalist, trying to please all-and- sundry and to satisfy divergent needs, the business currency of the future, gig economy will be specialization.  "The on-demand workforce will be driven and dominated by expert taskmasters, not multi-taskers.“  Future-fit HRM consultants will offer a high degree of credible subject matter expertise and strategic performance advice.
  25. 25. STRATEGIC CHANGE AGENDA - IMPROVEMENT RECOMMENDATIONS – SPA (COTTER, 2017)  #1: Transition from transactional to transformational HRM;  #2: Transition from a cost to a profit centre;  #3: Acquisition of more advanced, business relevant skills by HR Professionals;  #4: Migration from manual to automated/digital HRM – 1G to 4G technology;  #5: Migration from fundamentals of people science to the complexities of data science and  #6: Transition from administrative expert to strategic performance advisor.  https://www.youtube.com/watch?v=PB2P1AlLC-I&t=2s
  26. 26. TRANSFORMATIVE STRATEGIC PERFORMANCE ADVISOR  HRM Strategy (e.g. embedding HR strategy into business strategy; the use of strategy maps; adopting a strategic mindset and applying strategic management principles and processes) - strategic/future-focused;  Business Intelligence (e.g. competitive predictive HR metrics and analytics; future-proofing the business model; creating HIPO; applying evidence-based HRM; knowledge management and trouble-shooting solutions architects) strategic/current;  Workplace Advocacy (e.g. Employee engagement; employee voice; employee retention; succession planning; creating a workplace culture of ambassadors; mainstreaming HRM and future-fit employees) - transactional/future-focused and  HRM Governance (e.g. HR policies and procedures; HR/people risk management, compliance with ethics and King IV corporate governance principles and -Human Capital reporting and HR Auditing) - transactional/current.
  27. 27. 7-POINT HRM TRANSFORMATION (COTTER PHD, 11 JANUARY 2019)  "In order to be feasible, to prosper professionally in 2019 and to be future-fit, HRM will have to exchange the currency in which they trade from old notes to noteworthy, Industry 4.0 and business relevant denominations and value. Specifically, this change translates from:  1. feelings to facts;  from 2. anecdotal to analytical;  from 3. hindsight to foresight;  from 4. intuition to intelligence;
  28. 28. 7-POINT HRM TRANSFORMATION (COTTER PHD, 11 JANUARY 2019)  from a 5. business tributary to mainstream;  from 6. best practice (imitation) to next practice (innovation) and ultimately,  from 7. a cost to a profit centre.  Generally, this 7-point transformation means an upgrade to Evidence-based HRM."
  29. 29. WHAT BUSINESS EXECUTIVES ARE LOOKING FOR IN HRBP?  #1: Catalytic Driver of Change  #2: Pro-active Business Thinker  #3: Collaborative Consultant  #4: Purpose-directed Coach  #5: Delivery (results-oriented HR practices)  #6: (Credible and Accountable) Performance Advisor  #7: Strategic Facilitator
  30. 30. CHANGE MESSAGE TO HR MANAGERS (COTTER, 2018)  HR Managers & -Professionals will have to transform to Behavioural Economists who trade in competitive predictive analytics and business intelligence and who have an in-depth and rich understanding of the mechanics (structures, processes, systems & operations) and dynamics (culture, values, emotions & attitudes) and how these influence key business decision-making"
  31. 31. THE FUTURE OF HRM METRICS & ANALYTICS?  HRM will have to migrate from the fundamentals of people science to the complexities of data science.” (Cotter, 2017)
  32. 32. CONCLUSION AND WAY FORWARD  Seemingly, the diagnosis of the current strategic HRM and L&D practices and their future-fit status doesn't look promising.  The prognosis of the future-proofing of the HRM/L&D professions appears very bleak.
  33. 33. LIST OF SOURCES  https://www.linkedin.com/pulse/cotters-independent-trainer- prosperity-future-fit-8-cotter-phd/  https://www.linkedin.com/pulse/future-fit-code-10-strategies- future-proof-your-career-charles-cotter/  https://www.slideshare.net/CharlesCotter/measurement-and- diagnosis-of-the-strategic-impact-and-value-of-selected-african- hrmld-practices-a-surveybased-studyresearch-findings
  34. 34. CONTACT DETAILS
  35. 35. QUESTION AND ANSWER SESSION

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