the future of work and hrs place in this future
TRANSCRIPT
THE FUTURE OF WORK AND HR’S PLACE IN THIS FUTURE EVENT: IMA HR ROUNDTABLE- OCT 2015
Virender Aggarwal CEO Ramco Systems Ltd.
THE NEW CAR DRIVER
THE NEW TRUCK DRIVER
THE NEW COURIER BOY
THE NEW FRONT DESK
Source: “The Future of Employment: How SuscepCble are Jobs to ComputerizaCon?” by C.Frey and M.Osborne (2013)
Recreational therapists 0.003 Dentists 0.004 Chemical engineers 0.02 Editors 0.06 Economists 0.43 Commercial pilots 0.55 Real estate agents 0.86 Accountants and auditors 0.94 Telemarketers 0.99
Source: “The Future of Employment: How SuscepCble are Jobs to ComputerizaCon?” by C.Frey and M.Osborne (2013)
Will a Robot take your job?
Will a Robot take your job?
THE GIG ECONOMY
NETWORKED WORK
50% Corporate customers
80% freelancers
JUST-IN-TIME HIRING
Work 9-5 Work anytime anywhere
PAST FUTURE
Hoards information
Shares information
Climb the Corporate ladder
Creates own ladder
Relies on email
Runs work on Slack, Asana
Algorithms & Automation take over routine work
Automation
Outsourced
Talent that will make all the difference
Still HR finds it hard to find a place in the table…
HR
HR
-A -LO HR Administration Manage compensation &
benefits
HR – Leadership and Organization
Focus on building the org. for future - improving people
capabilities, culture, org. structure, just-in-time capabilities
Source: HBR: It’s Cme to split HR by Ram Charan
RETHINK HIRING
WHO DO YOU HIRE?
DISRUPTIVE HEROES
Ability to
Challenge status-quo
RELENTLESS EXPLORERS
Ability to create new ways
FEARLESS WORKERS
Willingness to fail forward
Source: hSp://www.hrtalentmanagement.com/: Future of Work – 2015 -‐2020 and beyond.
RETHINK PERFORMANCE & RECOGNITION
DEC
JAN
FEB
MAR
APR
MAY
JUN
JUL
AUG
SEP
OCT
NOV
DEC
JAN
FEB
MAR
APR
MAY
JUN
JUL
AUG
SEP
Bell curve
Employee morale
Attrition
Never reaches the earlier level
Dips in anticipation of the next year appraisal And dips even
further
The irrelevance of annual performance appraisal
Employees work in
multiple, dynamic teams over year.
Feedback
Performance Review
Problem-finding
Speedback
Preview
Problem-solving
3
Build trust
NURTURE
4
Hold everyone
accountable
WEED
5
Engagement Profitability Customer
loyalty
HARVEST
STICK IS OUT, CARROT IS IN
2
PLANT Communicate openly
1
SEED Set clear
goals
Source: The Carrot Principle by Adrian GosCck & Chester Elton
TRUE MEASURE OF EMPLOYEE SATISFACTION
RETHINK LEARNING
K-12
Higher Ed.
Job
Career Ladder
Retirement/ Pension
5-22 23-65 66+
OLD ECONOMY LEARNING
SCH
OO
L C
AR
EER
R
ETIR
EM
ENT
Age
NEW ECONOMY LEARNING
Learn
Engagement
LEA
RN
LEV
ERA
GE
LON
GEV
ITY
Age
Learn
Learn
Learn
Learn
Engagement
Engagement
Engagement
Engagement
5-22 23-65 66+
RETHINK STRUCTURES
Know that boss only likes his own ideas, so align to whatever he says
Owns the biggest team, so believes he’s more powerful and more right
Has unique ideas but others pull him down
Owns a smaller team, so believes in securing power by aligning more with the big boss
Wants to move to the other team, but knows boss will not let him go
ORGANIZATIONAL HIERARCHY
THE REAL
THE ORGANIZATION ON WHEELS
Courtesy: Asana
RETHINK MEASUREMENT
Excited Amused/Playful Optimistic/Thankful Sad Confused/Annoyed Neutral/Other
GET NUMBERS BEHIND ‘FLUFFY’ STUFF
Source: Yammer
Regardless of what computers achieve, our greatest advantage lies in what we humans are most powerfully driven to do: Empathy Creativity Social sensitivity Storytelling, humor Building relationship and Leading
