The Disruptive HR Leader
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The document discusses how HR can facilitate a competitive advantage during times of increasing change. It notes that HR's value is often debated and there are complaints about weak business partnering, poor talent recruitment and development, and time-wasting processes. However, human capital is the scarcest resource that can be measured in time, talent, and energy that employees bring. The document advocates that HR must inspire change to remain future-proof and competitive, as industries are increasingly disrupted. It also examines how HR can transform by embracing innovation, using AI to focus on adding real value, and moving from operational roles to initiating strategic actions.
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New business of business leaders talent management, Filios Papastylianou, Oracle - presentation at the SaaS Day conference , 15.10.2014, Warsaw, Poland
Global Human Capital Trends 2014: Engaging the 21st-century workforce
Global Human Capital Trends 2014: Engaging the 21st-century workforce reveals the findings of a global survey of more than 2,500 business and HR leaders from 90+ countries –one of the largest talent management surveys of its kind. The survey results paint a clear picture of the challenges and opportunities organizations face in cultivating the talent needed to grow. These dashboards let you explore some of the primary “whats” (survey results) and “whos” (respondent demographics) in ways most meaningful for you. Click through each one for insights to help guide your human capital agenda for the coming year.
For more information, visit http://www.deloitte.com/hctrends2014/
Human resonance for leaders pap 2015
Leading in the new world of work – Human Resonance
With so many models and approaches – from large firms to business schools to boutiques – it is hard for companies to architect the tailored yet integrated experiences they need.
In our “Human Resonance” approach we offer what is needed.
Next level practice instead of best practice!
In this new world of work, the barriers between work and life are eliminated. The “new world of work” is one that requires a dramatic change in strategies for leadership, talent, and human resources.
A new playbook for new times
Growth, volatility, change, and disruptive technology drive companies to shift their underlying business model. It is time to address this disruption, transforming the leaders from a transaction-execution function into a dominant partner who pushes innovative solutions to managers at all levels. Unless c-level managers embraces this transformation, they will struggle to solve problems at the pace the business demands.
Today’s challenges require a new playbook – one that makes leaders more agile, forward thinking, bolder and more pushy in their solutions. Our goal in this presentation is to give business leaders fresh ideas and perspectives to shape thinking about priorities for 2015. In a growing, changing economy, business challenges abound. Yet few can be addressed successfully without new approaches to solving the people challenges that accompany them— challenges that have grown in importance and complexity.
HCL HCM Brochure
The document summarizes an HCL assessment for improving an organization's HR systems. It describes how traditional ERP HR systems are outdated and do not meet modern needs. HCL offers a next-generation HCM transformation assessment to evaluate an organization's HR systems, processes, and business needs to develop a roadmap and business case for change. The assessment identifies requirements, recommendations, benefits, risks, and a plan. HCL has experience successfully transforming HR for many large organizations.
Execute! - Moving your team from Strategy to Commitment to Action
During this time of the year, most companies start thinking about their strategic planning process and what they need to do around this subject. Strategy is about understanding what has happened this past year and what needs to be achieved during the following year. In effect, it is a determination on what has worked well, and what should be improved upon.
In the past, a lot of the strategy was around a five-year business plan or at the very least it is a multi-year approach. But with the current level of disruption and change, I think five-year strategic plans just doesn't exist anymore. Or even if it does, it's likely meaningless or of little value.
When I speak to CEO's and Directors of companies about strategy, I hear this over and over again. It is not so much about strategy, it is the ability of the team to execute the strategy that is making or breaking a successful year. Often there's a complete inability to get the company to move to full execution of the strategy. We know it's easy to sit in a room and talk strategy and determine priorities. But it's another challenge entirely to execute strategy effectively. From what I hear and see, the biggest failure in executing strategy is the inability to get employees fully committed - committed to the strategy and committed to actioning the strategy. It is the commitment to do what you said you were going to do, and to action it.
HR Must Deliver on TRANSFORMATION
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
deloitte-high-impact-hr-operating-model
The document outlines a new High-Impact HR Operating Model that aims to position HR to play a more strategic role in driving business performance. The model moves HR away from just service delivery and toward advising business leaders, driving culture and talent strategies. It emphasizes coordination within HR and between HR and the business. Key components of the model include business HR resources embedded in business units, communities of expertise providing guidance, and operational services handling transactions. The roles and interactions between these components are designed to make HR more nimble and connected to business priorities and the external environment. Implementing this new model requires changes to HR roles, competencies, technology, and mindsets within both HR and the business.
Improved Business Results Through Innovative Engagement - Initiating innovati...
According to HBR corporate transformations still have a miserable success rate. In fact studies have shown that about 75% of change efforts fail. They fail to either deliver the anticipated benefits or are abandoned altogether.
Flawed implementation or bad execution are often to blame for such failures. However, analysis has shown that misdiagnosis is equally to blame. Often organizations pursue the wrong changes - and in a fast-moving business world it is easy to make wrong choices.
Organizations hardly spend the time and energy to identify and drive alternatives - and even if they make time, it is not necessarily in a collaborative way involving the right stakeholders. It is critical that executive teams figure out not only what to change, but what to change first - and what the priorities are. An innovative engagement process is designed to obtain collaboration the from the entire executive team or stakeholder basis to develop creative ideas, understand the data, set priorities and hold the team accountable for delivery. In addition, it gives leadership the responsibility to provide tools required for delivery.
2024 VISIER_WORKPLACE_TRENDS FINAL (tham khao)
1. Organizations must tie DEI efforts directly to business outcomes in order to truly prioritize them and avoid failure. Embedding diversity initiatives throughout the organization is key to success.
2. Companies that focus on diversity efforts using data financially outperform those that do not. Research shows benefits like boosting creativity and innovation as well as increased profits.
3. When DEI is interwoven with how success is measured and the CDO is given resources and support, initiatives are more likely to achieve lasting impact and change.
ROCKET-BOOST YOUR BUSINESS: HOW HR AGILITY CAN DRIVE BUSINESS GROWTH
QuickHR offers cutting-edge cloud-based technology to both SMEs and MNCs in need of business process automation.
Our end-to-end HR solution covers all aspects of human asset management, workforce management, and is fully compliant with local labor, taxation, and data protection laws.
Building the Future Commercial Acumen of HR March 2016
This document discusses how HR can develop greater commercial acumen. It argues that understanding finances, markets, and how the organization makes money is important for HR to have strategic influence. The document provides examples of how analytics can help HR quantify the impact of programs on key metrics like sales, costs, and turnover. It encourages HR to start measuring outcomes rather than tasks, put financial values on work, and use metrics and data to enhance storytelling. Overall, the document advocates that HR adopt more commercial and evidence-based approaches to demonstrate value in the language of business.
The talent to win
Global megatrends are escalating the war for top talent and reshaping business as we know it. To stay ahead, organizations are innovating at warp speed. The problem is, in most organizations business innovation dramatically outpaces talent innovation. And when your business strategy and talent strategy are out of sync, you can't drive top business performance. By creating talent innovations that accelerate your top business goals and integrating them throughout your entire organization, you will establish talent as a strategic advantage.
Humancapitaltrends 2012
The document discusses how many companies are shifting to globally integrated operating models where the home country is just one of many markets. This trend is being driven by the rise of global customer and talent markets, hyperconnectivity, cost pressures, and increased regulation. As companies make this transition, HR is playing an important role by helping design new global operating models, manage global talent, and lead change efforts across the organization. The shift represents a significant transformation that will require changes to structures, processes, and mindsets.
Employee Engagement Today: The Simply Irresistible Organization
Though culture and engagement are often considered two sides of the same coin, each serves it’s own function. In this webinar Josh Bersin will outline how corporate culture and employee engagement work hand in hand and discuss the importance of actively measuring and monitoring both to drive business success.
ADP ReThink Global HCM 2015: Driving Innovation, Expertise and Insight
The document discusses ADP's investments in insight, expertise, and innovation to help clients address challenges in human capital management. It outlines ADP's expansions in managed services, global compliance services, and recruitment process outsourcing. It also discusses partnerships with SuccessFactors and the creation of ADP innovation labs and a marketplace to deliver new solutions and insights through analytics. The goal is to help clients elevate their impact and strategically address talent management challenges on a global scale.
Retooling HR To Keep Up With The Pace Of Change In Business
This webcast replay will explore important trends, as highlighted in Deloitte’s Global Human Capital Trends 2015 Report, impacting Human Resources organizations today and how Cloud technology can be used to enable transformation. The Webcast will draw on examples from client case studies and the approach being adopted internally by Oracle.
In this webinar you will:
Hear expert viewpoints on the top trends highlighted in Deloitte’s Global Human Capital Trends 2015 report.
Gain insights into important talent trends and how they are impacting the business of HR and Talent Management.
Learn best practices on how leading HR organizations have retooled to keep pace with the rapid changes in business.
Walk away with real examples of how a cloud solution can benefit your organization, including Ms. Dodson’s story about Oracle’s internal transition to the Cloud.
Improved Business Results Through Innovative Engagement - Initiating innovati...
According to HBR corporate transformations still have a miserable success rate. In fact studies have shown that about 75% of change efforts fail. They fail to either deliver the anticipated benefits or are abandoned altogether.
Flawed implementation or bad execution are often to blame for such failures. However, analysis has shown that misdiagnosis is equally to blame. Often organizations pursue the wrong changes - and in a fast-moving business world it is easy to make wrong choices.
Organizations hardly spend the time and energy to identify and drive alternatives - and even if they make time, it is not necessarily in a collaborative way involving the right stakeholders. It is critical that executive teams figure out not only what to change, but what to change first - and what the priorities are. An innovative engagement process is designed to obtain collaboration the from the entire executive team or stakeholder basis to develop creative ideas, understand the data, set priorities and hold the team accountable for delivery. In addition, it gives leadership the responsibility to provide tools required for delivery.
Future Starts Now - Global cons journey
Global HR transformation strategies must focus on developing capabilities that enable business strategies by supporting growth, globalization, talent management, and managing risks and costs. HR functions should establish capabilities that are business-driven, scalable, repeatable, and standardized to effectively support companies as they navigate changing market forces and pursue growth opportunities. Looking ahead, HR must adapt by delivering more than just efficient operations - it must develop forward-thinking capabilities that allow businesses to leverage HR's strengths in their strategic planning.
Building Organizational Resiliency and New Business Models in Uncertain Times
Organizations across industries are developing new business models to respond to the challenges of COVID-19 and build business resiliency. View how Panera Bread is setting the standard for retail and hospitality companies in this webinar replay.
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The New Business of Business Leaders: Talent Management, Filios Papastylianou...
The New Business of Business Leaders: Talent Management, Filios Papastylianou...
Global Human Capital Trends 2014: Engaging the 21st-century workforce
Global Human Capital Trends 2014: Engaging the 21st-century workforce
Execute! - Moving your team from Strategy to Commitment to Action
Execute! - Moving your team from Strategy to Commitment to Action
Improved Business Results Through Innovative Engagement - Initiating innovati...
Improved Business Results Through Innovative Engagement - Initiating innovati...
ROCKET-BOOST YOUR BUSINESS: HOW HR AGILITY CAN DRIVE BUSINESS GROWTH
ROCKET-BOOST YOUR BUSINESS: HOW HR AGILITY CAN DRIVE BUSINESS GROWTH
Building the Future Commercial Acumen of HR March 2016
Building the Future Commercial Acumen of HR March 2016
Employee Engagement Today: The Simply Irresistible Organization
Employee Engagement Today: The Simply Irresistible Organization
ADP ReThink Global HCM 2015: Driving Innovation, Expertise and Insight
ADP ReThink Global HCM 2015: Driving Innovation, Expertise and Insight
Retooling HR To Keep Up With The Pace Of Change In Business
Retooling HR To Keep Up With The Pace Of Change In Business
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Improved Business Results Through Innovative Engagement - Initiating innovati...
Building Organizational Resiliency and New Business Models in Uncertain Times
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In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
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在线办理(Murdoch毕业证书)莫道克大学毕业证电子版成绩单一模一样
学校原件一模一样【微信：741003700 】《(Murdoch毕业证书)莫道克大学毕业证电子版成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证、文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
20240608 QFM019 Engineering Leadership Reading List May 2024
Everything I found interesting about Engineering Leadership in May 2024
Strategic Org Design with Org Topologies™
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
All the Small Things - XP2024 Bolzano/Bozen
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Enriching engagement with ethical review processes
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Addiction to Winning Across Diverse Populations.pdf
A anaysis dedicated to identify the addiction on winniing by diverse population
原版制作(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单一模一样
学校原件一模一样【微信：741003700 】《(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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The Disruptive HR Leader
- 1. THE DISRUPTIVE HR LEADER HOW HR FACILITATES A COMPETITIVE ADVANTAGE IN TIMES OF INCREASING CHANGE
- 2. THE BURNING PLATFORM 2 HR’s value and efficacy is a favorite topic of debate in business. Complaints about HR include things from weak, reactive business partnering to poor talent recruitment and development, from time-wasting processes to incomprehensible communications. Human capital, not financial capital, is today’s scarcest resource. It can be measured in three ways: • Time. The hours that employees put into their jobs • Talent. The skills, capabilities, and ingenuity they bring to their work • Energy. The level of engagement, passion, and focus they apply to their work Eric Garton – Harvard Business Review. January, 2017 © A van der Walt
- 3. © A van der Walt 3
- 4. 4 ARE YOU delivering transformation through culture and accountability? WHAT STOPS YOU from providing a competitive advantage? How DO YOU support your organization with its change efforts? DO YOU inspire and engage your customers and your teams? The impact of HR at a global level is valued in the billions of dollars. Leaders must inspire their teams to be future-proof in disruptive industries, and HR can serve as just such a catalyst. © A van der Walt
- 5. 5 HUMAN RESOURCES REALITIES © A van der Walt
- 6. 6 01 Often not valued for the role required 03 Creator of bureaucracy 05 Administrator of processes and policies – often in a Shared Services environment 02 Caught up in “silly jobs” 04 Implementation of AI and Cognitive Technology © A van der Walt
- 7. 7 06 Compliance – holder of the mirror 08 Responsible for the Talent Lifecycle and HR cycle plan 10 Required to contribute to the bottom line 07 Operational – day to day 09 Processes for Individual, Teams, Organization Development © A van der Walt
- 8. 8 BUILDING BLOCKS FOR COMPETITIVENESS © A van der Walt
- 9. 9 RESULTS ACCOUNTABILITYCOMPETENCE © A van der Walt Ingredients of a highly effective HR Team
- 10. 10 IN ORDER TO GROW – CHANGE IS REQUIRED © A van der Walt
- 11. 11 THERE ARE TWO REASONS WHY PEOPLE CHANGE They either See the LIGHT Feel the HEATOr © A van der Walt
- 12. 12
- 13. 13
- 14. 14© A van der Walt • AI is not the future of the workplace, it is the present • It is happening all around us • AI will transform key dimensions of HR, such as HR Operations, Talent Acquisition, and Talent Development
- 15. 15 SPACE FACILITATIONINNOVATION © A van der Walt AI and cognitive technologies releases HR professionals to add real value
- 16. 16© A van der Walt • It was a struggle a few years ago, to simply get a seat at the table. To have a say, to co- create strategy and to be part of the business. • Today’s HR is about going beyond a seat at the table. It is beyond setting strategy – it is about initiating actions to future proof the business and the HR function
- 17. Know the business Strategic deployment Effectiveness and development How we choose to work Competitive Advantage Individuals& Teams © A van der Walt 17 HIGH IMPACT AREAS WHERE HR SHOULD FACILITATE ORGANIZATIONAL TRANSFORMATION5
- 18. 18 TRANSFORMATION IN HR BEGINS WITH ITS’ LEADERS – LEADERS WILL CREATE THE PULL © A van der Walt
- 19. 19© A van der Walt TRADITIONAL STRATEGIC INNOVATIVE TIPPING POINT Organizational PullOrganizational Push
- 20. 20 INNOVATING HR – A COMPETITIVE ADVANTAGE ✓ More influence & creativity © A van der Walt ✓ Greater connection to the industry ✓ Contribute to delivering the bottom line ✓ Valued as a Professional
- 21. 21 BUILDING A COMPETITIVE HR TEAM IS MOVING FROM A SEAT ON THE PLANE TO BEING THE PILOT © A van der Walt
- 22. 22© A van der Walt STRATEGIC PARTNER INNOVATOR BUSINESS PARTNER OPERATIONAL AGILE VALUE ADD COMPLIANCE CYCLE PLAN ROUTINE PRESCRIPTIVE ADMINISTRATOR BUREAUCRACY 100 80 50 30 20 0 % COMPETITIVE ADVANTAGEACTIONLEVEL
- 23. KNOW YOURSELF The impact of HR at a global level is valued in the billions of dollars © A van der Walt Leadership in HR is a choice, it means ready to be uncomfortable Innovation starts with HR 1 2 3 Improved business results through competitive HR 23
- 24. ANTON VANDER WALT LEADERSHIP EXPERT To get in touch with me to help your leaders and teams you can contact me at anton@antonvanderwalt.com ph. +971 54440 9153 or +61 424 376 496 www.antonvanderwalt.com ABOUT THE AUTHOR 24