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HR At A Crossroads

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Human Resource Leaders are faced with extreme HR makeover demands and opportunities. HR is at a technological, global and service-delivery crossroads. HR professionals also can wisely re-examine their competencies and capabilities to meet organizational human capital needs of the future.

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HR At A Crossroads

  1. 1. HR at a Crossroads: The Compelling HR Leadership Challenge Facilitated by Judy Enns Executive Vice President HR Solutions San Diego, San Francisco, Orange County, Chicago
  2. 2. Overview <ul><li>“ The illiterate of the 21st Century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.” Alvin Toffler </li></ul><ul><li>Relearning HR: Trends Shifting HR to Human Capital Practice Management </li></ul><ul><li>The HR Super Star Difference: Competencies and Capabilities </li></ul><ul><li>Positioning Your HR Career: Lessons from HR Job Seekers </li></ul>
  3. 3. Relearning HR <ul><li>Shift from People Function to Organizational Effectiveness </li></ul><ul><li> Human Capital Management Expectations of CEO’s </li></ul><ul><ul><li>Business Plan Development and Implementation </li></ul></ul><ul><ul><li>M&A, Reorganization, Re-engineering </li></ul></ul><ul><ul><li>Management Succession </li></ul></ul><ul><ul><li>Executive Compensation & Incentives </li></ul></ul><ul><ul><li>Organizational Health </li></ul></ul>
  4. 4. Relearning HR <ul><li>Significant Voice in Strategy Decisions </li></ul><ul><li>Design HR Systems to Improve Business Outcomes </li></ul><ul><ul><li>Smaller HR function which brokers service </li></ul></ul><ul><ul><li>Function split into COE’s, Service Centers, HR Consultants </li></ul></ul><ul><ul><li>Centralized function responsive to local needs </li></ul></ul><ul><ul><li>Stand alone HRD, Talent, OE units </li></ul></ul><ul><ul><li>“ Lunch and learn sessions are not contributing to the growth of the business.” Anon. CEO </li></ul></ul>
  5. 5. Relearning HR <ul><li>Impact for HR Re-learning </li></ul><ul><ul><ul><li>Data Gathering to Assess Organizational Effectiveness </li></ul></ul></ul><ul><ul><ul><li>Expanding HR Technology </li></ul></ul></ul><ul><ul><ul><li>Ethics/Conscience of the Organization </li></ul></ul></ul><ul><ul><ul><li>Social Responsibility </li></ul></ul></ul><ul><ul><ul><li>- Environmental Stewardships: The Compelling HR Leadership Challenge </li></ul></ul></ul>
  6. 6. Relearning HR <ul><li>Globalization - Website? You are global? </li></ul><ul><li>Global HR Learning </li></ul><ul><ul><li>- Compensation </li></ul></ul><ul><ul><li>- Talent Acquisition and deployment across borders </li></ul></ul><ul><ul><li>- Diversity in national cultures </li></ul></ul><ul><ul><li>- Technology </li></ul></ul><ul><ul><li>- Training </li></ul></ul><ul><ul><li>- Risk Management </li></ul></ul>
  7. 7. CEO’s Perspective <ul><li>“ Figure out how to do it!” </li></ul><ul><ul><li>- HR deals with complexity of employees who are expats, inpats, 3rd country nationals </li></ul></ul><ul><ul><ul><li>20% of expats return home prematurely </li></ul></ul></ul><ul><ul><ul><li>40% of expats leave a company upon return </li></ul></ul></ul><ul><ul><ul><li>77% of expats demoted on repatriation </li></ul></ul></ul><ul><ul><ul><li>Issues are housing, reverse culture shock, re- entry to the company and much more </li></ul></ul></ul>
  8. 8. HR Leadership Competencies <ul><li>7 Critical Competencies according to CEO’s </li></ul><ul><li>1. Authentic and Adaptable </li></ul><ul><li> - Shift easily with changing agenda and personal style </li></ul><ul><li> - Stand in the spot light, make the hard calls </li></ul><ul><li> - Self-aware </li></ul><ul><li>2. Business Acumen </li></ul><ul><li>- Contribute ideas beyond HR </li></ul><ul><li>- Manage up </li></ul><ul><li>- Highly focused vs highly active in HR programs </li></ul><ul><li>- Customer Centric </li></ul>
  9. 9. HR Leadership Competencies <ul><li>7 Critical Competencies according to CEO’s </li></ul><ul><li>3. Speed and Communication Transparency </li></ul><ul><li> - Swift, decisive manner </li></ul><ul><li> - Talk numbers with the CFO </li></ul><ul><li> - Balanced voice for management and employees </li></ul><ul><li> 4. Culturally Astute </li></ul><ul><li> - Embrace diversity </li></ul><ul><li> - Global mind-set </li></ul><ul><li>5. Analytical </li></ul><ul><li>- Measure what matters </li></ul><ul><li>- Fact-based decision making </li></ul><ul><li>- Ideas come from everywhere, anyone </li></ul>
  10. 10. HR Leadership Competencies <ul><li>7 Critical Competencies according to CEO’s </li></ul><ul><li>6. Conceptual Capacity </li></ul><ul><li> - Inquisitive </li></ul><ul><li> - Anticipate change, future focus as a “situational sensor” </li></ul><ul><li> - Handle ambiguity </li></ul><ul><li> - Recognize cost-reduction opportunity </li></ul><ul><li>- Perceive connections/patterns </li></ul><ul><li> 7. Trusted Advisor </li></ul><ul><li> - Confidant, coach, mentor to CEO & EC </li></ul><ul><li> - High Emotional Intelligence </li></ul><ul><li> - Integrity & honesty </li></ul><ul><li> - Inspirational leader from values base </li></ul>
  11. 11. Positioning Your HR Career <ul><li>Back to School </li></ul><ul><ul><li>MBA, MS, MA to mirror company executives and to advance </li></ul></ul><ul><ul><li>Check off the Basics </li></ul></ul><ul><ul><li>- Best practices in functional HR areas </li></ul></ul><ul><ul><li>- Near-flawless execution in HR operations </li></ul></ul><ul><ul><li>- Outsourcing - What, for what ROI </li></ul></ul><ul><ul><li>- Strong development of HR team </li></ul></ul><ul><ul><li>- Credible reputation among managers </li></ul></ul><ul><ul><li>- A mentor </li></ul></ul><ul><ul><li>- Professional written, oral communication </li></ul></ul>
  12. 12. Positioning Your HR Career <ul><li>Readiness for Next Level Leadership </li></ul><ul><li>- Functional expertise check up </li></ul><ul><li>Total Rewards , Global HR, Employer of Choice, M&A, Succession Planning, Ethics, Employee Communication, Engagement, Executive Compensation </li></ul><ul><li>- Organizational Impact </li></ul><ul><li>Talent management better than the competition </li></ul><ul><li>Developing Managers’ HR Capacities </li></ul><ul><li>Transformation and Change </li></ul><ul><li>Focus on “outcomes” vs “doing” </li></ul>
  13. 13. Positioning Your HR Career <ul><li>“ Be the solution, vs your resume.” </li></ul><ul><li> - Big problems solved vs achievements </li></ul><ul><li> - Significant decisions made with what outcome </li></ul><ul><li> - Influence on change with what outcome </li></ul><ul><li> - What technology can you implement? </li></ul><ul><li>What does your experience equip you to solve? </li></ul><ul><li>- Ask a former boss </li></ul><ul><li>- Ask staff </li></ul><ul><li>- Ask peers </li></ul>
  14. 14. Positioning Your HR Career <ul><li>Have a Point of View </li></ul><ul><li>“ I hire great people and get out of their way.” </li></ul><ul><li>“ My job is to help managers succeed with their people.” </li></ul><ul><li>“ I’m in business; I just happen to be in the HR seat.” </li></ul><ul><li>Be famous for your values. </li></ul><ul><li>Seize Opportunities. </li></ul><ul><li>Keep your net working. </li></ul>
  15. 15. Take Away Lessons <ul><li>1. </li></ul><ul><li>2. </li></ul><ul><li>3 </li></ul><ul><li>4. </li></ul><ul><li>Thank you for listening and learning! </li></ul><ul><li>Good luck! </li></ul>

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