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#wfas2016 @AndySpence
Andy Spence, HR Transformation Director, Glass Bead Consulting
The Role of HR in Reinventing
Organis...
#wfas2016 @AndySpence
“Without data you are just another
person with an opinion”
W. Edwards Deming
“Without questions, you...
#wfas2016 @AndySpence
1. What features will successful organisations have in the future?
2. What impact will this have on ...
#wfas2016 @AndySpence
REINVENTION OF ORGANISATIONS
#wfas2016 @AndySpence
STRATEGY EATS EVERYTHING FOR LUNCH
STRATEGY CULTURE
#wfas2016 @AndySpence
TECHNOLOGY IS EATING THE WORLD
TECHNOLOGY
#wfas2016 @AndySpence
“Robot and Frank”
#wfas2016 @AndySpence
“The majority of children born in rich countries today can expect to
live to more than a 100”
#wfas2016 @AndySpence
Here are 25 million global freelancers to add to your
#talent pool. 9m @Upwork 16m @freelancer #GigE...
#wfas2016 @AndySpence
37% of British workers think their jobs are meaningless
YouGov
#wfas2016 @AndySpence
Cognitive Diversity
#wfas2016 @AndySpence
“92 percent of companies believe that redesigning the organization is very
important or important, m...
#wfas2016 @AndySpence
“Management 1.0 at its core is a mash-up of military command structures that
go back thousands of ye...
#wfas2016 @AndySpence
• Annual performance reviews
• Employee Engagement Surveys
• The Bonus
• Change Management
• Project...
#wfas2016 @AndySpence
PRE SCIENCE
MODEL CRISIS
NORMAL SCIENCE
MODEL DRFIT
MODEL
REVOLUTION
PARADIGM CHANGE
THE
KUHN CYCLE
...
#wfas2016 @AndySpence
HR and People Analytics need to be involved in all of these
• Challenge existing frameworks, assumpt...
#wfas2016 @AndySpence
THE QUANTIFIED WORKPLACE
#wfas2016 @AndySpence
Your Virtual Workplace ?
#wfas2016 @AndySpence
Co-occurence -> people who “say X also say Y” in employee feedback
from Workometry
#wfas2016 @AndySpence
Who will lead change in your organisation?
Identifying influential employees @TrustSphere
#wfas2016 @AndySpence
DIGITAL TAYLORISM
#wfas2016 @AndySpence
HR TRANSFORMATION
25%
5
70% 40%
40%
20%
*Percentage are for illustrative purposes only
% = RESOURCES...
#wfas2016 @AndySpence
HR Operating Model
TECHNOLOGY EMPLOYEES
HR Strategy
Business Partners
Centres of expertise
Vendor Ma...
#wfas2016 @AndySpence
Has the amount of time spent by HR as a Strategic Partner increased
OR decreased since 1995?
#wfas2016 @AndySpence
Critique of current HR Operating Models
#wfas2016 @AndySpence
"I did not create it, but observed, researched and wrote about it“
Ulrich on the HR Ulrich Model
#wfas2016 @AndySpence
HR Transformation – Lessons Learnt
1. Ignore Best Practice -> Do your own Organisation Design from
f...
#wfas2016 @AndySpence
Some challenges HR Analytics needs to overcome…
#wfas2016 @AndySpence
We prefer “gut feelings” to make people-based decisions
#wfas2016 @AndySpence
The Peak of inflated expectations
#wfas2016 @AndySpence
HR does not need Big Data, or Big Pants,
It needs BIG QUESTIONS
#wfas2016 @AndySpence
We need the right TOOLS for the job
#wfas2016 @AndySpence
Low confidence in the underlying frameworks
#wfas2016 @AndySpence
What causes employee productivity ?
#wfas2016 @AndySpence
Challenges with HR Analytics
Challenge Possible solutions ?
1 We prefer “gut feelings” to make peopl...
#wfas2016 @AndySpence
HOW HR ANALYTICS CAN TRANSFORM HR AND
ORGANISATIONS
HR
#wfas2016 @AndySpence
1. Challenge existing frameworks, assumptions and ways of
working
2. Look at future trends to make s...
#wfas2016 @AndySpence
HR
@AndySpence
Andy@GlassbeadConsulting.com
+44 (0) 1273 888 188
www.GlassBeadConsulting.com/hr-tran...
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The Role of HR in Reinventing Organisations: Embracing People Analytics

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Presentation given at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016
What features will successful organisations have in the future?
What impact will this have on HR and People Management?
What are the main opportunities of the Quantified Workplace?
Why has HR struggled with transforming itself?
What are the main challenges with our current HR Operating
models?
What are challenges of People Analytics and how do we
overcome them?
How can People Analytics help transform HR?

Published in: Business
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The Role of HR in Reinventing Organisations: Embracing People Analytics

  1. 1. #wfas2016 @AndySpence Andy Spence, HR Transformation Director, Glass Bead Consulting The Role of HR in Reinventing Organisations: Embracing People Analytics
  2. 2. #wfas2016 @AndySpence “Without data you are just another person with an opinion” W. Edwards Deming “Without questions, you are just another person with data” THE SCIENTIFIC METHOD AS AN ONGOING PROCESS MAKE OBSERVATIONS DEVELOP TESTABLE PREDICTIONS THINK OF INTERESTING QUESTIONS FORMULATE HYPOTHESES GATHER DATA TO TEST PREDICTIONS DEVELOP GENERAL THEORIES REFINE, ALTER, EXPAND, OR REJECT HYPOTHESES
  3. 3. #wfas2016 @AndySpence 1. What features will successful organisations have in the future? 2. What impact will this have on HR and People Management? 3. What are the main opportunities of the Quantified Workplace? 4. Why has HR struggled with transforming itself? 5. What are the main challenges with our current HR Operating models? 6. What are challenges of People Analytics and how do we overcome them? 7. How can People Analytics help transform HR? “Interesting” Questions ?
  4. 4. #wfas2016 @AndySpence REINVENTION OF ORGANISATIONS
  5. 5. #wfas2016 @AndySpence STRATEGY EATS EVERYTHING FOR LUNCH STRATEGY CULTURE
  6. 6. #wfas2016 @AndySpence TECHNOLOGY IS EATING THE WORLD TECHNOLOGY
  7. 7. #wfas2016 @AndySpence “Robot and Frank”
  8. 8. #wfas2016 @AndySpence “The majority of children born in rich countries today can expect to live to more than a 100”
  9. 9. #wfas2016 @AndySpence Here are 25 million global freelancers to add to your #talent pool. 9m @Upwork 16m @freelancer #GigEconomy
  10. 10. #wfas2016 @AndySpence 37% of British workers think their jobs are meaningless YouGov
  11. 11. #wfas2016 @AndySpence Cognitive Diversity
  12. 12. #wfas2016 @AndySpence “92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance.” Josh Bersin
  13. 13. #wfas2016 @AndySpence “Management 1.0 at its core is a mash-up of military command structures that go back thousands of years layered with the discipline of industrial engineering, which goes back maybe 120 years” Gary Hamel MANAGEMENT 1.0 Formalisation Standardisation Specialisation Hierarchy Unity of command Conformance Extrinsic rewards MANAGEMENT 2.0 Experimentation Disaggregation Meritocracy Communities Markets Openness Freedom
  14. 14. #wfas2016 @AndySpence • Annual performance reviews • Employee Engagement Surveys • The Bonus • Change Management • Project Management • Command and Control • Best Practice • MBTI • Others ? EVERYTHING MUST GO…?
  15. 15. #wfas2016 @AndySpence PRE SCIENCE MODEL CRISIS NORMAL SCIENCE MODEL DRFIT MODEL REVOLUTION PARADIGM CHANGE THE KUHN CYCLE Are we in a “Model Crisis” ?
  16. 16. #wfas2016 @AndySpence HR and People Analytics need to be involved in all of these • Challenge existing frameworks, assumptions and ways of working • Evolve their strategy and business models • Have a broad “work” strategy and plan • Will use insights from behavioural science • Adopt better management & organisation structures Successful organisations in the future?
  17. 17. #wfas2016 @AndySpence THE QUANTIFIED WORKPLACE
  18. 18. #wfas2016 @AndySpence Your Virtual Workplace ?
  19. 19. #wfas2016 @AndySpence Co-occurence -> people who “say X also say Y” in employee feedback from Workometry
  20. 20. #wfas2016 @AndySpence Who will lead change in your organisation? Identifying influential employees @TrustSphere
  21. 21. #wfas2016 @AndySpence DIGITAL TAYLORISM
  22. 22. #wfas2016 @AndySpence HR TRANSFORMATION 25% 5 70% 40% 40% 20% *Percentage are for illustrative purposes only % = RESOURCES HR TRANSFORMATION
  23. 23. #wfas2016 @AndySpence HR Operating Model TECHNOLOGY EMPLOYEES HR Strategy Business Partners Centres of expertise Vendor Management People Analytics Programme Management HR Service Centres @AndySpence
  24. 24. #wfas2016 @AndySpence Has the amount of time spent by HR as a Strategic Partner increased OR decreased since 1995?
  25. 25. #wfas2016 @AndySpence Critique of current HR Operating Models
  26. 26. #wfas2016 @AndySpence "I did not create it, but observed, researched and wrote about it“ Ulrich on the HR Ulrich Model
  27. 27. #wfas2016 @AndySpence HR Transformation – Lessons Learnt 1. Ignore Best Practice -> Do your own Organisation Design from first principles 2. Look at future trends to make sure model is “fit for the future” 3. Don’t start with the end state in mind – start the journey with the right questions 4. HR need to be workforce “Technology Champions” 5. Watch out for Silo’s in delivering HR Strategy 6. Design thinking – think of managers perspective 7. Don't transform stuff that should not be done at all HT #Drucker
  28. 28. #wfas2016 @AndySpence Some challenges HR Analytics needs to overcome…
  29. 29. #wfas2016 @AndySpence We prefer “gut feelings” to make people-based decisions
  30. 30. #wfas2016 @AndySpence The Peak of inflated expectations
  31. 31. #wfas2016 @AndySpence HR does not need Big Data, or Big Pants, It needs BIG QUESTIONS
  32. 32. #wfas2016 @AndySpence We need the right TOOLS for the job
  33. 33. #wfas2016 @AndySpence Low confidence in the underlying frameworks
  34. 34. #wfas2016 @AndySpence What causes employee productivity ?
  35. 35. #wfas2016 @AndySpence Challenges with HR Analytics Challenge Possible solutions ? 1 We prefer “gut feelings” to make people-based decisions Find the middle ground 2 The Peak of Inflated Expectations Set realistic expectations 3 HR doesn’t need big data, it needs big questions Cast your net widely, coach HR on hypothesis testing 4 HR Systems, Data quality and scope of People Analytics tools Keep sharing requirements with technology vendors 5 No confidence in the underlying frameworks Collaborate with academia and peers in other organisations 6 Show me the Money All paths lead to productivity 7 Structural issues with HR Operating Models Use data and evidence to work out which practices work best
  36. 36. #wfas2016 @AndySpence HOW HR ANALYTICS CAN TRANSFORM HR AND ORGANISATIONS HR
  37. 37. #wfas2016 @AndySpence 1. Challenge existing frameworks, assumptions and ways of working 2. Look at future trends to make sure model is “fit for the future” 3. Sort out the foundations before relying on the “sensors” 4. Cast the net widely on questions and test hypotheses 5. Continue to develop employee Trust, particularly with new Technology 6. Ignore Best Practice -> Do your own Organisation Design from first principles 7. Don’t start with the end state in mind – start the journey with the right questions 8. Become workforce “Technology Champions” HOW HR CAN REINVENT ORGANISATIONS BY EMBRACING PEOPLE ANALYTICS ?
  38. 38. #wfas2016 @AndySpence HR @AndySpence Andy@GlassbeadConsulting.com +44 (0) 1273 888 188 www.GlassBeadConsulting.com/hr-transformer-blog Let’s continue the discussions…

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