The New (Social) HR

2. Great to be with You!

3. About me - Jon Ingham
• UK based, consulting globally
• Ex chemical engineer and IT consultant
• First HR role as HRD with EY in UK then CIS
• Author of Strategic Human Capital
Management:Creating Value through People
• Blogger at Strategic-HCM.blogspot.com
• Tweeting as @joningham

4. Future of HR = Best Fit

5. Need to Focus on Outcomes
• Focusing on outcomes vs activities
• Makes HR more strategic and more credible
• Also provides basis for accountability
• Focusing on outcomes vs just business results
• Helps create better alignment
• Provides clarity in organisational capabilities
and basis for creating value

6. Creating Value through Outcomes
• Driving and accelerating business strategy
• Creating opportunity for the future
• Maximising the potential of people
• Taking advantage of exceptional opportunities
• Producing truly wonderful solutions
• Focussing HR/OD on business strategy
• Creating capability to perform now
• Ensuring effectiveness and alignment
• Administering HR operations
• Ensuring efficiency e.g.
through outsourcing
Personnel
Human
Resources
Human Capital
Management
Create
value
Add
value
Value for
money
© Jon Ingham, 2015

7. Most Critical Outcomes are Social
• Human to social capital ie the value of
connections, relationships and conversations
• Dave Ulrich highest performing teams vs highest
performing individuals
• CEB - increase in collaborative work from 20 to
50% and importance of network performance
• Neuroscience research on the social brain

8. Most Critical Outcomes are Social
http://www.slideshare.net/EdelmanInsights/2015-edelman-trust-barometer-global-results

9. Most Critical Outcomes are Social
In your organisation, what makes greatest difference
to business performance:
• The quality of individual employees (human
capital)?
• The way individuals work together in teams,
networks and communities (social capital)?

10. Most Critical Outcomes are Social
What promotion of your HR activities contribute to
increasing social capital (teams) vs human capital
(individuals)?

11. The New HR = Human Relationships
John Mackay, Whole Food Stores on love:
"Love is not something that is commonly explored
in business. But it's time for love to come out of
the closet. It's a wave that's going to grow. For
competitive advantage..."

12. Eg Recruitment
• Each year, Goldman Sachs invests over 100,000 hours
in conversations with prospective employees
• About 5,000 applicants speak to 10 members of the
firm
• About 2,500 speak to 30 members
(Old data but supported by personal experience and VP
interview reviews on Glassdoor)

13. Eg Performance Management
Team debriefs at EY
• Post it notes on the team (+ > -)
• Stuck up on flips – 6-8 team competencies
• Pairs feedback on team and discuss
• Post it notes on other individuals (+ > -)
• Stuck on flips – individuals
• Individuals feedback on themselves (they
own disclosure)

14. Eg Reward
CEO to average worker comp ratio (Australia):
• Actual - 93
• Ideal - 8.3
• Average compensation CEO $4,183,419
• Average compensation worker $44,983
• Worker at the ideal ratio $502,012
https://hbr.org/2014/09/ceos-get-paid-too-much-according-to-pretty-much-everyone-in-the-world/

15. Also eg Workplace Design
http://www.onofficemagazine.com/architecture/item/3711-hassell-creates-medibank-hq-in-melbourne

16. Also eg Social Networking
https://hbr.org/2015/04/why-no-one-uses-the-corporate-social-network

17. Social Recognition systems

18. Other Social Apps

19. Measurement Tools
influence
analyst leader
Performance rating

20. Other Requirements
• Not about being a business person first (get the
rest of the business talking the language of
people vs just having HR talk the language of
business)
• Needs skills in psychology, sociology,
anthropology, organisation development,
workplace design, digital technologies, design
thinking etc

21. Other Requirements
• The art of HR:
• HR Anthropologists as well as Architects (Dave
Ulrich)
• "A more emotionally rich and intuitive
approach which can also guide decisions about
people."

22. Benefits of New HR Approach
• Social not just human capital
• Often provides better human capital too
• And does so more efficiently and effectively
• Plus anchors approach in the culture of the
organisation

23. Adopting the New HR Approach
• Identify the type of social capital / the kind of
connections, relationships and conversations you
want to develop
• Review and innovate your most important HR
activities to generate the required outcomes
• Examine your HR function's capabilities required
to deliver these activities

24. For Connection / Relationship /
Conversation
info@joningham.com
www.joningham.com / www.joningham.com/advice
strategic-hcm.blogspot.com
linkedin.com/in/joningham
twitter.com/joningham
+44 7904 185134