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Global Human Capital
Trends 2016
The new
organization:
Different by
design
November 2016
Human Capital Trends 2016 Survey
One of the largest-ever HR and Talent studies
21%
Individual
Contributor
53%
Mid-Level
26...
Global Human Capital Trends 2016
Organizational design:
The rise of teams
Culture: Shape culture,
drive strategy
Design th...
Percent rating trend important
Importance of Human Capital trends to business
Organizational design
Leadership
Culture
Eng...
Organizational design
The rise of teams
say the trend
is “very important”
or “important”92%
of large companies
are organiz...
Organizational design
A network of teams
A
C D E
B
How things were
B
A
DCF
GHow things
“are” E
Shared values and culture
T...
Key takeaways
A fundamental shift is ahead of us
 More than ever, HR has the opportunity to influence the future of the
o...
A time of change and disruption
2016 and beyond will be a
disruptive time, as new models of
management, open feedback, new...
2016 Global Human Capital Trends
The new organization: Different by design
www.deloitte.com/hctrends
@DeloitteTalent
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The New Organization—Different by Design

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In response to fast-moving global markets and digital disruption, companies are rethinking the traditional org chart. Watch the webinar “The New Organization—Different by Design” to hear leading HR executives from Argyle Executive Forum, Deloitte, and Workday discuss the importance of adapting to disruption and restructuring for the future.

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The New Organization—Different by Design

  1. 1. Global Human Capital Trends 2016 The new organization: Different by design November 2016
  2. 2. Human Capital Trends 2016 Survey One of the largest-ever HR and Talent studies 21% Individual Contributor 53% Mid-Level 26% C-Suite 68% HR 32% Non-HR Large Org 24% Medium Org 29% Small Org 48% 45% 19% 35% Americas EMEA APAC over7,000responses answer from 130countries 54countries with more than 30responses
  3. 3. Global Human Capital Trends 2016 Organizational design: The rise of teams Culture: Shape culture, drive strategy Design thinking: Crafting the employee experience Digital HR: Revolution, not evolution HR: Growing momentum toward a new mandate People analytics: Gaining speed Learning: Employees take charge Engagement: Always on Leadership awakened: Generations, teams, science The gig economy: Distraction or disruption?
  4. 4. Percent rating trend important Importance of Human Capital trends to business Organizational design Leadership Culture Engagement 92% 89% 86% 85% Learning Design thinking Skills of HR organization People analytics Digital HR Workforce management 77% 74% 71% 84% 79% 78% % very important 2016 56% 57% 54% 48% 44% 39% 36% 36% 32% 28% % very important 2015 … 50% 50% 39% … 39% 29% … …
  5. 5. Organizational design The rise of teams say the trend is “very important” or “important”92% of large companies are organized functionally today 25%Only Shift from top- down hierarchy to a network of teams to deliver results faster are reorganizing or plan to this year feel expert at building cross-functional teams believe their companies are very ready to effectively redesign their organizations understand the way their people work together in networks 21% 14% 12% 83% What does this mean for HR?  The workforce composition will need to consistently be evaluated as the organization models evolve; HR needs to have a good handle on what the workforce looks like and the options to modify over time (i.e., more contingents, leverage the crowd, robotics, etc.)  HR technology solutions need to be able to care for team-based processes & data (this not how many core systems are set up today)  HR programs, learning, career paths and rewards structures need to be modified to reflect a team-based structure  HR needs to consider how to align to the new structure to effectively support the organization
  6. 6. Organizational design A network of teams A C D E B How things were B A DCF GHow things “are” E Shared values and culture Transparent goals and projects Free flow of information and feedback People rewarded for their skills and abilities, not position How things work
  7. 7. Key takeaways A fundamental shift is ahead of us  More than ever, HR has the opportunity to influence the future of the organization…whether it’s the employee experience, organization structure or workforce composition, HR issues have become business issues  Collaboration is a key new skill set that is required for success in the future organization…building this competency should be a top priority for HR  Data is power…HR needs to ensure that data is an input and an output to every process and interaction with the workforce  Technology and innovation shouldn’t be reserved for the ‘core’ HR solution…an innovation mindset should be embedded into every process and functional area  Change will not be driven at the organization level alone…to effect real change, HR must consider driving adoption at the team and individual levels  Continuous improvement is foundational to capitalize on these trends…an agile HR environment that is connected to the external environment is paramount
  8. 8. A time of change and disruption 2016 and beyond will be a disruptive time, as new models of management, open feedback, new HR platforms, and organization design take center stage for the human capital agenda The digital world of work has disrupted the way we operate, enabling an "always-on" organization, focused on culture, engagement, open communication, and feedback HR leaders are responding rapidly, focused on analytics, design thinking, employee-driven learning, and digital HR A new breed of leaders is emerging: Younger, more connected, more agile, always learning, developed through science A new organization a has emerged, a "network of teams," forcing companies to reorganize, redesign roles and rewards, redefine careers, and change the role of management Enabling this organization, talent focus is focusing on the employee experience, influenced by design thinking, the app economy, and transparency
  9. 9. 2016 Global Human Capital Trends The new organization: Different by design www.deloitte.com/hctrends @DeloitteTalent

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