Notes, queries, questions and reflections from conversations on the future of HR, hosted by Meg Peppin and Doug Shaw at the 2015 CIPD Conference in Manchester.

1. HR
Unscrambled
#CIPD15
Notes, queries, questions and reflections from conversations on the future of HR,
hosted by Meg Peppin and Doug Shaw at the 2015 CIPD Conference in Manchester.

2. Each group were invited to share what
topics were on their mind, and then to
create a question for discussion. These
were the questions:
How can we influence wellness?
How can we drive analytics?
Is engagement just about doing the right thing?
If we started again, would we invent HR?
The following slides contain the essence of the
conversations which flowed from these questions.

3. Wellness
Relationships
Happiness : better performance, productivity
What’s the big driver?
Management : relationships, leadership
Optimum performance curve/point
Start by ASKING the staff
HUMAN resource – support – or drive?
What’s the big driver for wellness?
ALL OF IT.

4. Is Employee Engagement just
about doing the right thing?
Work on developing loyalty
Involve people in activities
Hire people in teams who will get on together
Ask people why they stay!
Don’t be afraid of answers!
People’s motivations are all different – treat
people as individuals
Don’t rely on analytics, speak to understand
Flexible working

5. If HR didn’t exist – would we invent it?
Part 1 Everyone in the
system is
responsible for
nothing
changing
Workplace
stress – why is
nothing
changing?
Does HR
get in the
way?
Defending
old models?
Blank sheet –
look at what’s
needed
When it’s so
obvious, why
does nothing
change?
Identity vs
authenticity
We hire people
who are really
good and then
confine them
with tasks
Uber HR
Where are we
going, and what
do we need to get
there?

6. Would you invent or reinvent
HR? – Part 2
• Outsider perspective vs insider perspective
• Would accountants even ASK this question?
(No!)
• Role has evolved to cover the inadequacies of
others
• If accountants are confident to demand that HR
fill their deficit then (thinking on analytics) why
aren’t HR confident to demand reverse in terms
of their deficit?
• HR practitioners as chameleons!

7. HR Analytics
What questions do we ask?
Understand the context
Right people – right data
Collaboration with data holders
Piece by piece approach

8. Sometimes, when it comes to return on investment,
it feels like we’re expected to do this!

9. Curious and Creative Facilitation
Meg Peppin Doug Shaw
Twitter: @OD_Optimist
Web: www.mppartnership.co.uk
Twitter: @dougshaw1
Web: www.wgalimited.com