3. We’re not high-tech; we hire service employees
I just need to write a dress
code policy
My most important role is mitigating risk
I have to make sure the
bathrooms are clean
Is this about social media? I can’t use SM at work.
Listen – I’ve got turnover of 38%; I just need bodies to keep
the place open.
5. Where are we now?
• Demographics (from 1997 to 2012)
▫ Males – decrease: 70% to 38%
▫ Females – increase: 30% to 62%
• Since 2007
▫ HR generalist roles – decrease: 49% to 40%
▫ Specialist roles – increase
Recruiting - increased attention to talent/human
capital
RBL Group – The State of the HR
Profession (2012)
7. Top 3 Challenges for HR Executives:
▫ Retaining and Rewarding the best employees
(59%)
▫ Developing the next generation of corporate
leaders (52%)
▫ Creating a Corporate Culture that attracts the
best employees (36%)
SHRM Research – November 2012
8. What HR Competencies will be most critical?
Top 4 as defined by 33%+ of HR professionals:
▫ Business acumen (42%)
▫ Organizational leadership and navigation
(40%)
▫ Relationship management (37%)
▫ Communication (35%)
SHRM Research – November 2012
9. What bodies of knowledge do HR
professionals rate as being most important:
▫
▫
▫
▫
Strategic business management
Talent management
Change management
Workforce planning and employment
SHRM Research – November 2012
10. The “new” jobs economy
28m people in US work PT
FT jobs have decreased by
240,000
1/5 of all jobs gained since
recession = temp jobs
Staffing agencies employed 2
percent of all non-farm workers
(Q1 2013)
People working via temp
agencies increased 6.7% (Q1
2013)
BLS and ASA
11. • The Impact of
Technology
• Global/Local
• The Way We Work
Now
• Culture
13. Technology
SilkRoad survey
• 43% completely open
• 24% monitor access
• 16% blocked
AND........
75% EEs check SM sites
via mobile more than once
per day
34. Or should we..
• Stop calling it HR?
• Build our own models?
• Enable our people?
HACK HR???
35. Stop
• Reading books and
learning in the old ways
• Thinking recognition is
a program
Start
• Trusting, talking &
listening
• Providing relevant
recognition and rewards
RSClose to 500 survey participants – randomly selected SHRM members
RS
RSEffective Administration was considered a critical sub competency – by only 11% of survey respondents! And knowledge of government and regulatory guidelines didn’t fare much better – cited by only 25% as a critical SUB-competency)
RS part – BB – we need to add some global findings (I stopped googling...)
RS
RSPeoplearent online (my candidates and ees)Wasting timeMoney
BBSocial Economy Not a Knowledge economyRelationships Matter
BBResources Apps and Mobile
RSFlorida - only 35% of residents were born in Florida (#2 least behind Nevada)Comapre to Louisiana – 80%!! (stories of very localized.. Touch on culture)“If you think you don’t have to pay attention to what is going on outside of your own ecosystem, you are mistaken” Recruiting and HR is local everywhereWe have to think global even if we are localYou ARE still competing in a global market even for a local company
BBJob is being replaced with work
BBTalent is everywhereI can work from anywhere at any time in any time zoneIt’s easier to bring the work to the talent than the talent to the work
BB
BBThe war is for other people’s talent (and yours…)Why CAN’T your employee work from Switzerland?
RSBe at your desk...at 8 AM! Rules are rules; can’t bend policy!If they need/want a job.......Tell story of shoe bag manager for cell phonesHR needs to have conversations about we NEED to work rather than stating :this is how we do it…” Spend more time thinking and less time putting out fires. Success isn’t about the reaction – its about the results Worklife balance is to personnel as workflex is to the future of Hr Redeseign your work. HR is not about telling EEs what they can’t do but rather empowering them with what they CAN di Hang our hats on immovable inflexible mantras surrounding policiesll “this is what we do” the all for one mentality
RSRedesiging workWill the talent you need “work” within confines of circa 1990 workplace?
BBJobs and careers are being eroded by projectsPeople marketing themselves as specialists and in niche marketsHow will HR react? How will you hire the extraordinary talent?
BBHow will you recruit the critical talent needed? Put together your team?
RSBlah blah about culture statements.. HR thinking they change/own/drive cultureControl and command is a dated concept
BBYour CEO talks culture, your inmates decide what it really isThere is no bad culture, just bad culture fit
BBThe Brand Ambassador – Community DJ stuff
RSProject teams need a different cultureHR will be all about agile teams and projects
RSWhat we think in HR – what we talk about
BBForget HR – it’s Talent Management(originally we had realize education has failed – fits better up above)
BB(RS chime in..)
Either THIS or some other sort of “tag line”.... (but I kinda like this..)Don’t follow conventional practices