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Lessons from Hollywood: HR and Pop Culture

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Lessons from Hollywood: HR and Pop Culture

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Strategic HR leaders are accustomed to conducting environmental scans of both the internal and the external environment – looking for and interpreting trends and changes in the general business environment, industry practices and developments, technological advancement, demographics, economic changes, and the legal and regulatory environment. We know this is necessary in order to participate as contributing partners in the strategic planning for our organizations, but ... as an HR professional are you considering how “Hollywood” can provide early signs of what’s on the horizon? In this session we take a look at how pop culture, celebrities, and “Hollywood” shape the world of work, influence organizational change, and impact the entire human resources agenda. Paying attention to changes and trends in the pop culture landscape allows HR leaders to take advantage of opportunities while preparing for the threats that may influence their current or future plans.

• Objective 1- When the ‘fringe’ becomes mainstream, how does that impact HR? What can we learn from pop culture; the ideas, perspectives, attitudes, images and other phenomena especially as influenced by mass media?
• Objective 2 – How do we utilize the PESTEL (political, economic, social, technological, environmental and legal) framework to analyze and monitor the macro environmental factors that impact our organizations?
• Objective 3 – What are takeaways for HR in terms of the evolving world of work, the changing view of the family and gender roles, and what can we learn from the “everyone is a star” syndrome?

Strategic HR leaders are accustomed to conducting environmental scans of both the internal and the external environment – looking for and interpreting trends and changes in the general business environment, industry practices and developments, technological advancement, demographics, economic changes, and the legal and regulatory environment. We know this is necessary in order to participate as contributing partners in the strategic planning for our organizations, but ... as an HR professional are you considering how “Hollywood” can provide early signs of what’s on the horizon? In this session we take a look at how pop culture, celebrities, and “Hollywood” shape the world of work, influence organizational change, and impact the entire human resources agenda. Paying attention to changes and trends in the pop culture landscape allows HR leaders to take advantage of opportunities while preparing for the threats that may influence their current or future plans.

• Objective 1- When the ‘fringe’ becomes mainstream, how does that impact HR? What can we learn from pop culture; the ideas, perspectives, attitudes, images and other phenomena especially as influenced by mass media?
• Objective 2 – How do we utilize the PESTEL (political, economic, social, technological, environmental and legal) framework to analyze and monitor the macro environmental factors that impact our organizations?
• Objective 3 – What are takeaways for HR in terms of the evolving world of work, the changing view of the family and gender roles, and what can we learn from the “everyone is a star” syndrome?

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Lessons from Hollywood: HR and Pop Culture

  1. 1. >> 0 >> 1 >> 2 >> 3 >> 4 >> Lessons from Hollywood HR and Pop Culture @RobinSchooling #OHSHRM15
  2. 2. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  3. 3. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  4. 4. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  5. 5. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  6. 6. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  7. 7. >> 0 >> 1 >> 2 >> 3 >> 4 >> HRCI –Business Management & Strategy (02) “Interpret information from external sources related to the general business environment, industry practices and developments, technological advances, economic environment, labor force, and the legal and regulatory environment, in order to contribute to the development of the organization’s strategic plan.”
  8. 8. >> 0 >> 1 >> 2 >> 3 >> 4 >> SHRM –Functional Area #15 Business & HR Strategy Behavioral competencies •  Business Acumen •  Critical Evaluation •  Leadership & Navigation •  Consultation •  Communication •  Relationship Management
  9. 9. >> 0 >> 1 >> 2 >> 3 >> 4 >> Political PESTEL Technological Environmental Economic Legal Social
  10. 10. >> 0 >> 1 >> 2 >> 3 >> 4 >> and HR!
  11. 11. >> 0 >> 1 >> 2 >> 3 >> 4 >> “...the entirety of ideas, perspectives, attitudes, images and other phenomena that are within the mainstream of a given culture especially Western culture of the early to mid 20th century and the emerging global mainstream of the late 20th and early 21st century. Heavily influenced by mass media, this collection of ideas permeates the everyday lives of the society.” Wikipedia
  12. 12. >> 0 >> 1 >> 2 >> 3 >> 4 >> television
  13. 13. >> 0 >> 1 >> 2 >> 3 >> 4 >> art & design
  14. 14. >> 0 >> 1 >> 2 >> 3 >> 4 >> news (people & places)
  15. 15. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  16. 16. >> 0 >> 1 >> 2 >> 3 >> 4 >> The Hollywood Model
  17. 17. >> 0 >> 1 >> 2 >> 3 >> 4 >> The Studio System
  18. 18. >> 0 >> 1 >> 2 >> 3 >> 4 >> Photo by Sian McArthur
  19. 19. >> 0 >> 1 >> 2 >> 3 >> 4 >> The Hollywood Model adapted from “What Hollywood Can Teach Us About the Future of Work” Adam Davidson, New York Times Magazine, May 2015
  20. 20. >> 0 >> 1 >> 2 >> 3 >> 4 >> The Hollywood Model •  A “project” or “need” is identified •  A team of people with complimentary skills is assembled •  The team joins together; then disbands •  Benefit for business - adaptable and cost efficient •  Benefit for employees with in-demand skills
  21. 21. >> 0 >> 1 >> 2 >> 3 >> 4 >> Start Up Teams Building of Apps Construction Projects when do we see this? long-term open-ended jobs short-term project-based teams vs.
  22. 22. >> 0 >> 1 >> 2 >> 3 >> 4 >> Lesson for HR a new way of work requires a new way for HR
  23. 23. >> 0 >> 1 >> 2 >> 3 >> 4 >> On Being Discovered
  24. 24. >> 0 >> 1 >> 2 >> 3 >> 4 >> the audition
  25. 25. >> 0 >> 1 >> 2 >> 3 >> 4 >> the casting call
  26. 26. >> 0 >> 1 >> 2 >> 3 >> 4 >> the Biebs
  27. 27. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  28. 28. >> 0 >> 1 >> 2 >> 3 >> 4 >> Olivia Benson (circa 2000) #LessonsFromSVU "The Internet is like a gigantic tape recorder that just runs 24 hours a day"
  29. 29. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  30. 30. >> 0 >> 1 >> 2 >> 3 >> 4 >> ...but also get this we get this...
  31. 31. >> 0 >> 1 >> 2 >> 3 >> 4 >> Lesson for HR it’s time to find your ‘talent’ in a new way
  32. 32. >> 0 >> 1 >> 2 >> 3 >> 4 >> The Ladies and The Olds
  33. 33. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  34. 34. >> 0 >> 1 >> 2 >> 3 >> 4 >> Women’s work
  35. 35. >> 0 >> 1 >> 2 >> 3 >> 4 >> New York Times, May 12 2015 “On Tuesday the American Civil Liberties Union asked state and federal agencies to investigate the hiring practices of major Hollywood studios, networks and talent agencies for what the organization described as rampant and intentional gender discrimination in recruiting and hiring female directors.”
  36. 36. >> 0 >> 1 >> 2 >> 3 >> 4 >> “The A.C.L.U. has detailed statistical and anecdotal evidence of systemic “overt sex stereotyping and implicit bias” in letters sent to the California Department of Fair Employment and Housing and the Labor Department’s Office of Federal Contract Compliance Programs.” thewrap.com, May 2015
  37. 37. >> 0 >> 1 >> 2 >> 3 >> 4 >> “I Was Told 37 Is ‘Too Old’ for a 55-Year-Old Love Interest” Maggie Gyllenhaal
  38. 38. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  39. 39. >> 0 >> 1 >> 2 >> 3 >> 4 >> what’s the matter with kids today? Joan Crawford “Our Dancing Daughters” 1928
  40. 40. >> 0 >> 1 >> 2 >> 3 >> 4 >> “Rebel Without a Cause” 1955
  41. 41. >> 0 >> 1 >> 2 >> 3 >> 4 >> “your cultural references confuse me”
  42. 42. >> 0 >> 1 >> 2 >> 3 >> 4 >> Your references are hopelessly out of date May 23, 2005
  43. 43. >> 0 >> 1 >> 2 >> 3 >> 4 >> Lesson for HR gender and generations do not present obstacles; they provide opportunities
  44. 44. >> 0 >> 1 >> 2 >> 3 >> 4 >> It’s a Family Affair
  45. 45. >> 0 >> 1 >> 2 >> 3 >> 4 >> Michael: That's my family, Kay. It's not me.
  46. 46. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  47. 47. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  48. 48. >> 0 >> 1 >> 2 >> 3 >> 4 >> Roc 1991
  49. 49. >> 0 >> 1 >> 2 >> 3 >> 4 >> “A former Ford Motor Co. engineer says in a lawsuit that the automaker violated his religious freedom when it fired him for posting an anti-gay comment on the company website. A year ago, Banks commented on a Ford intranet article celebrating the 20th anniversary of GLOBE, a group fostering an inclusive workplace for gay, lesbian, bisexual and transgender employees, saying Ford has no place promoting sodomy or “immoral sexual conduct” and should be “thoroughly ashamed.” Banks claimed the article was an assault on his religious beliefs.” Huffington Post, 7/13/2015
  50. 50. >> 0 >> 1 >> 2 >> 3 >> 4 >> Lesson for HR don’t merely ask “can we?”... ask “should we?”
  51. 51. >> 0 >> 1 >> 2 >> 3 >> 4 >> Everyone’s a STAR!
  52. 52. >> 0 >> 1 >> 2 >> 3 >> 4 >>
  53. 53. >> 0 >> 1 >> 2 >> 3 >> 4 >> pass the microphone...
  54. 54. >> 0 >> 1 >> 2 >> 3 >> 4 >> Lesson for HR
  55. 55. >> 0 >> 1 >> 2 >> 3 >> 4 >> Rock Star SUPERSTAR Blake Nelson, 2006
  56. 56. >> 0 >> 1 >> 2 >> 3 >> 4 >> @RobinSchooling robinschooling.com

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