The document discusses the challenges and opportunities facing HR professionals as the future of work is transformed by new technologies and social trends. Some of the key forces of change include the exponential growth of technology, the rise of social networks and digital connectivity, and the transformation of the talent ecosystem through human-machine collaboration. To prepare for an uncertain future, the document argues that HR must reimagine areas like organization design, leadership, performance management, culture and talent systems. It provides examples of companies that are experimenting with new approaches in these areas to adapt to changing realities. The conclusion emphasizes that managing the future will require addressing what we don't know and having a prepared mindset to seize opportunities amid rapid and unpredictable changes.

1. B. Santhanam
Co-creating HR Next – Challenges, Transformation & New Age Thinking
7th CII NATIONAL HR CONCLAVE 2017
31 October 2017 : Mumbai
Reimagining HR

2. Exponential
Pattern of
Technology
Change
Social and
Organizational
Reconfiguration
People in a
digitally
Connected
World
Transformation
in theTalent
Eco-System
Human and
Machine
Collaboration
Forces of Change that impact the Future ofWork …

3. Forces of Change that impact the Future ofWork …
With these Forces of Change already being felt profoundly ,
What are our Challenges and Opportunities ?
How should we prepare ourselves for the Future ?

4. 0
200
400
600
800
1 000
1 200
1 400
1980
1985
1990
1995
2000
2005
2010
2015
2020
2025
2030
2035
2040
2045
2050
Thousands
Working Age Population
(Population aged 15-64 – Both Sexes)
Source : United Nations, Department of Economic and Social Affairs, Population Division (2015).
World Population Prospects: The 2015 Revision
India at the Demographic Sweet Spot
1995 2015 2035
569 859 1,076
814 1,007 916
Population aged 15-64
(Thousands)
~ WORKING AGE POPULATION TO REACH
1 BILLION BY 2025
~ 5 MILLION (net) People will enter the
Job Market every year until 2030

5. IndianWorkforce Scenario : Key Factors andTrends
Source : India Skills Report 2016 – WheeBox & CII
Overall Employability Index continues
to be low at 38%
86% Companies in India face problems
in retaining Critical Skill employees
Millennials will comprise the majority
of the workforce by 2025
Source : Staying@Work Survey
Wills Towers Watson – 2014/15
Image courtesy: The Economic TImes

6. Dale Carnegie
Gallup
AON Hewitt
Employee Engagement continues to be a Challenge… Everywhere

7. Most Organizations are not ready …

8. How do we ride
the Waves of Change ?

9. Riding theWaves of Change …
• Organization Design
• Leadership
• Hierarchies
• Performance Management
• Culture
• Competencies
• Talent Eco-Systems
• HR thro’ Digitalization

10. Reimagine Organization Design
>>> From Pyramidal to Circular
Happening @

11. Reimagine Leadership
>>> Shadow ManagementTeams engaged in Reverse Mentoring
Happening @
Customer Tech-Days

12. Reimagine Hierarchies
>>> One Organization –Two Structures …

13. Reimagine Performance Management
>>> Power Law Distribution vs Normal Distribution
Hyper Performers - Near Hyper Performers - High
Potentials - Potential High Potentials - Low Performers.
High Performers -Average Performers - Low
Performers.
Historical Gradation The new Norm

14. Reimagine Performance Management
>>> SmarterTools for Enabling Performance
Happening @
Once a Year Continual and Digital
General Specific to Projects / Events
Manager All Stakeholders (360o )
Prescription Nudging
Counselling Direction Setting
Equity Fairness
Evaluation Enabling
The new Assessment Process

15. Reimagine Motivation
>>> Cognitive Biases that
Shape Our Decisions

16. Reimagine Motivation
>>> Moving beyond Theory X and TheoryY
… must be central to
achieving Behavioral Changes
and Motivation
Any System of Rewards /
Incentives must take care of
the Biases..

17. Reimagine Competencies for the Future
>>> Essential in a Crowd-Sourced World…
Behavioral Sciences
DIGITALStatistical
Understanding
Numerical
Intelligence
Data
Analytics
Continuous
Learning

18. Reimagine the Talent Eco-System
>>> Managing Beyond Boundaries
• New Business Models : Franchises, Adjacencies,
Service Marketplace
• Higher Accountability but lesser direct involvement
• Robust Management Processes for Outsourced
HR Services
• Higher role in elongated value chain of
Organization
• Innovate & Influence by appealing to stake holder
interest

19. Reimagine Organization Culture
• Learning continuously
• Collaborating innately
• Communicating and Sharing proactively.
• Networking effectively
• Leading with Courage
• Taking time to Listen and Support
• Being open to new Ideas and Changes
• Accepting Feedbacks and Failures
• Trusting oneself and people around
• Walking-the-talk and being exemplary
>>> Building an Open and Engaging Culture

20. Reimagine Employees as Customers
Happening @
>>> Digitalizing each stage of Employee Journey

21. astonishing rise in data volumes,
computational power and
connectivity,
the emergence of analytics
and business-intelligence
capabilities
new forms of human-machine
interaction such as touch
interfaces, augmented-reality
systems and Gamification
Mobile Devices
becoming ubiquitous and an
extension of Self
1
2
3
5
Leverage the Digital Disruptions
Ever growing influence of
Social Networks as the
preferred mode of
communication, sharing and
expressing Opinions
4
and Cloud Computing
blurring boundaries and
redefining Connected &
FlexibleWorking
6

22. Reimagine Future Jobs with AI / ML
>>>AI is Here and Now …
• Enhance Candidate Outreach and
Assessment
• Improve Screening and Reduce Bias
• Streamline Employee Onboarding
• ImproveWorkplace Learning
• Reduce Errors and Improve
Compliance
• Reveal new insights onTalent
• Increase adoption of Metrics and
Analytics

23. Exponential
Pattern of
Technology
Change
Social and
Organizational
Reconfiguration
People in a
digitally
Connected
World
Transformation
in theTalent
Eco-System
Human and
Machine
Collaboration
Future is full of Challenges and Opportunities …
Are we prepared ?
• Accelerated Rate of
Changes
• Shrinking Windows of
Opportunities
• Need for Agility
• Demographic Upheaval
• Multidimensional
Diversity and Inclusion
• Decentralized and
Differentiated
Operating Models
• Digital Talent
Management
• Focus on Intrinsic Skills
and Learning Ability
• People Analytics as a
Core Process
• Blurring Company
Boundaries
• Emergence of the <<
Gig Economy>>
• New Types of
Employment Contracts
• Automation of White-
Collar work
• Driving Culture Change
• Preparing for the
Future of Work

24. To manage the present, what is important is
What we know …
To manage the future, what is important is
What we do not know…
Chance favors the Prepared mind ….
Challenges and Opportunities for Human Resources, SG
India IT Conference, 4th August, Colombo
24 /
- Nassim NicholasTaleb :The Black Swan

25. ThankYou