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A New Blueprint for HR

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Business is changing faster than it ever has before. To effectively support the business, HR needs to change, too. The one-size-fits-all HR mantra no longer works for all organizations. Many organizations need their HR to be far more flexible, with digital deeply embedded in the way it functions. Accenture has identified new, innovative HR operating models that create and sustain more flexible and integrated HR capabilities. Each model is designed to suit different strategies, cultures and types of workforces -- delivering a more flexible and strategically relevant HR.

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A New Blueprint for HR

  1. 1. High performance. Delivered. A New Blueprint for HR accenture
  2. 2. Trends reshaping the future of HR Theme HR in the Digital Age Trends - Digital radically disrupts HR - Social drives the democratization of work Copyright © 2015 Accenture All rights reserved.
  3. 3. Trends reshaping the future of HR Theme Agile HR Trends - HR drives the agile organization - The rise of the extended workforce Copyright © 2015 Accenture All rights reserved.
  4. 4. Trends reshaping the future of HR Theme Global Scale of HR Trends - Reconfiguring the global talent landscape - Tapping skills anywhere, anytime Copyright © 2015 Accenture All rights reserved.
  5. 5. Trends reshaping the future of HR Theme Insight-driven HR Z Z Trends - Talent management meets the science / of human behavior - Navigate risk and privacy in a more complex world Copyright © 2015 Accentu re All rights reserved.
  6. 6. Trends reshaping the future of HR Theme Evolution of Talent & Work Trends - Shattering the boundaries of HR - Managing your people as a workforce of one Copyright © 2015 Accenture All rights reserved.
  7. 7. The next stage: Changing HR organization model Where we are today A single HR model is dominant The Business Partner / Center of Expertise Model Copyright © 2015 Accentu re All rights reserved.
  8. 8. The next stage: Changing HR organization model What We See Happening Variety of models being developed based on business needs Strategy Models tailored according to business dimensions Complexity Size Regulations Workforce Culture Copyright © 2015 Accentu re All rights reserved.
  9. 9. The next stage: Changing HR organization model Emerging Models A variety of HR “archetypes” proliferate Lean HR Model - Large but lean; cost—effective - Little change/ volatility - Homogenous workforce Professional Services Model - Talent powered - Value driven - Project—based HR work Copyright © 2015 Accentu re All rights reserved. Just-in-Time HR Model - Volatile business environments - Highly diverse workforce - Talent powered Federated / Decentralized Model - Fast changing businesses - Emerging markets - Speed more important than scale
  10. 10. Executives believe they must transform enterprise operating models to be more agile Transform enterprise operating models to be more responsive to the changing patterns of demand and supply Improve the understanding of the market/ end consumer Improve the understanding of competitors, partners, suppliers and regulators Increase scenario planning initiatives to improve agility Explore a broader range of partnership models Invest in risk management capabilities Invest in senior leadership development and succession planning Invest in new sources of talent None of the above Base: All respondents (n=1300) Source: Accenture Global Volatility and Agility Survey 2014 Copyright © 2015 Accenture All rights reserved. 1 4°/ o 12°/ o 12°/ o 11°/ o 11°/ o 10°/ o 10°/ o 1% Most implemented within top 3 T‘ Most implemented 10
  11. 11. How effective is your HR model given the business and market trends? Bloated; not lean enough. Insular — no time to learn new things and reach out to the outside Fragmented solutions and COEs that produce conflicted olicies. Doesn’t address the extended workforce. Business partners lack strong business understanding and necessary skills. Talent management is driven from the center but should be embedded in the line for maximum Duplication of work. Not innovafive. Resources locked up in business units; no longer relevant Irrelevant, . Business to a globally integrated partner roles organization. have been more srfizzfts “: ';°3gt: “* HR at all? but not locally relevant. Copyright © 2015 Accenture All rights reserved. 11
  12. 12. Business factors driving new ways of organizing HR Definition Examples of Initiatives Businesses seeking improvements - Cost management which can be measured with . Continuous improvement certainty and operational excellence - Operational excellence Optimization Organizations with heterogeneous - Multinationals with different types employee populations with different of businesses and geographic/ needs and preferences business unit focused initiatives Customer Intimacy - Rapid changes in business models - Rapid growth in emerging markets Organizations facing constant volatility demands constant change in talent management practices Primary Drivers for the HR Organization Agility - Market acquisitions Copyright © 2015 Accenture All rights reserved. 12
  13. 13. New ways of organizing HR New Innovations Commonly Accepted Emerging through Digital Traditional Lean HR BP/ COE Model Model Optimization Federatedl Talent Crowdsourced Decentralized Segmented Model Model Model Customer Intimacy Professional Just-in-Time Services HR Model Model Primary Drivers for the HR Organization Agility Copyright © 2015 Accenture All rights reserved. 13
  14. 14. Some questions to ponder - Disband or drastically change CoE’s and HRBP’s role? - Operate with project—specific, temporary teams from inside or outside the organization? - Integrate with other functions and disciplines? - Bifurcate into two different functions? - Shift Work to employees or others in the business? - Create an open innovation platform? - Use successful, cross—functionaI models? - Redefine SSC as employee services with rest of HR owning the talent agenda? Copyright © 2015 Accenture All rights reserved. 14
  15. 15. Learn more about new HR Operating Models A New Blueprint for HR Join the conversation @AccentureStrat

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