2012 talent management trends in higher education also featuring: leah burns– chief corporate...
TRANSCRIPT
2012 Talent Management Trends in Higher Education
Also featuring:Leah Burns– Chief Corporate Relations Officer – CUPA-HR
Tommy Siragusa – Marketing Manager - PeopleAdmin
Welcome! The program will begin shortly.
Brian Dickens – CUPA-HR Board Member and Texas Southern University Associate Vice President/CHRO
Featuring
“HR Transformation”
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2012 Talent Management Trends
Higher Education HRChallenges
1. Planning for financial sustainability
2. Employee motivation & engagement
3. Better use of technology4. Faculty & staff recruitment
& retention5. Diversity, equity &
inclusion
Today’s topic is HR Transformation
CUPA-HR is higher ed HR.
We serve higher education by providing the knowledge, resources, advocacy and connections to achieve organizational and workforce excellence.
PeopleAdmin + CUPA-HR Partnership
HR Transformation … Didn’t We Do That Already?At some point, every HR leader is either starting, finishing or has recently lived through a functional transformation project!
HR Transformation…what is it and why now?• Many of you are transforming HR on your
campuses • But today, let’s define and explore what we mean
by HR Transformation so that we can really make the transformation a reality for all of higher ed.
• What are the common problems encountered by organizations undertaking transformation and what lessons can be learned?
CUPA-HR has taken this topic as a key focus area for colleges and universities…creating the HR Transformation Expert Council.Some key findings:• Create a culture where every employee takes responsibility for leadership
and success of the college or university.• Create a culture of accountability, consistency and fair play.• Rethink the employment relationship — changing from a cookie cutter
culture to one that more clearly recognizes employees as individuals.• Create a workplace that fully embraces different perspectives, viewpoints
and experiences as drivers to institutional excellence and long-term viability of the organization.
• Implement true succession planning so that our boards of trustees see the talent pipeline higher ed is creating as the primary pipeline for future campus leaders.
“Higher ed HR roles have transitioned during the last 12 years, but they need to continue to transition and transform to meet the ever-changing needs of our campuses — and this means doing a whole lot more than serving as the “health and happiness patrol.”
Andy BrantleyCEO and President
CUPA-HR
A question for each of us, as higher ed HR professionals, to ponder is, “Are we willing to constantly transition and transform our roles to be the leader that our institution needs for us to be?” To help answer this question, let me introduce our featured speaker for this afternoon.
BRIAN DICKENSCUPA-HR Board MemberAssociate Vice President/CHRO Texas Southern University
Brian Dickens is an experienced public speaker featured at events such as the 2012 CUPA-HR Annual Conference and Expo. He also serves as president and CEO of BD Consulting, an HR consulting firm serving various Houston-area entities, including healthcare organizations, city agencies and financial planning companies.
HR Transformation: What Can It Mean on Your Campus?
Presented by: Brian K Dickens, SPHRAssociate Vice President/CHRO Texas Southern University
CUPA-HR At Large Board Member HR Transformation Expert Council – Chair
People Admin “Hear it From A Peer” Webcast SeriesOctober 31, 2012
Session # 14
BOO!Are you scared of change?
Agenda
• Introductions – Key Background HRT Work• Define HR Transformation• Present HR Transformation Resources• Identify HRT Opportunities/Needs on Your Campus • Identify Your HRT Goals and Action Items • Summarize Findings• Observations, Closing Comments
Session # 15
WHAT IS HR TRANSFORMATION?
HR Transformation: Building Human Resources from the Outside In
Session # 17
(2009) Dave Ulrich, Justin Allen, Wayne Brockbank, Jon Younger, Mark Nyman, - RBL Institute
HR Transformation Defined
• HR Transformation is an integrated, aligned, innovative, and business-focused approach to redefining how HR work is done within an organization so that it helps the organization deliver on promises made to customers (faculty, staff, students, administrative leadership, governing board leaders, etc) investors, and other stakeholders.
Researching HR’s Future• Why define HR’s future and possibilities for transformation? • Why now?
For CUPA-HR as a professional Association For relevant HR service delivery in higher education In order to create a collective approach to considering transformative
opportunities driven by:o Affordability - unsustainable financial modelo Accessibilityo Generational and demographic changeso Delivery optionso other
To get ahead of the change curve
HR Transformation Model CUPA-HR’s Transformation Expert Council
© The RBL Group. All rights reserved.
HR Transformation
Model
1Business Context
(why?)
2OUTCOMES
(what?)
3HR
Redesign
(How?)
4HR
Accountability
(who?)
HR Transformation Model
HR Transformation
Model
1Business Context(why?)
2OUTCOMES
(what?)
3HR
Redesign(How?)
4HR
Accountability(who?)
The Business Case: Why?
1. How is HR viewed on your campus?2. How would our stakeholders and
constituents say we are helping them meet their greatest challenges and needs?
HR Transformation Model
HR Transformation
Model
1Business Context(why?)
2OUTCOMES
(what?)
3HR
Redesign(How?)
4HR
Accountability(who?)
HR Transformation• Outcomes: What?• What outcomes are anticipated by examining the
literature and best practices?– HR contributions aligned to organizational strategy– Architecture of climate and culture– Optimization of actions by others – Talent acquisition, retention and growth; sustaining
engagement and commitment – Executive support – Solution finding, problem solving, and conflict resolution
Transformational OpportunitiesExamples: Outcomes What?
• HR contribution aligned to organizational strategy– Line of sight HR initiatives planning– Measurement of initiative impact on institutional success
• Architecture of climate & culture– Level playing field– Support for and expectation of success– Genuine diversity and inclusion– Transparent policy, practice and processes
• Optimizing actions by others– Workforce and succession planning – Selection – performance – growth – Retention
Transformational OpportunitiesExamples: Outcomes What?
• Talent acquisition, retention and growth; sustaining engagement and commitment– Attraction and retention of practice experts – Ensuring “fit” to unique performance groups– Supporting communities of practice/interests– Endorsing self-organizing success
• Executive support – Organizational design– Organizational effectiveness– Confidential consulting
• Solution finding, problem solving, conflict resolution– Creativity; synergistic, not one or the other but both– Integration; fluid, forward looking, orchestral
HR Transformation Model
HR Transformation
Model
1Business Context(why?)
2OUTCOMES
(what?)
3HR
Redesign(How?)
4HR
Accountability(who?)
CUPA-HR Transformation• HR Design: How?
– HR governance – Aligned planning– Mission based partnerships– Supporting stakeholder success– Listening and responding to the “voices”– Organizational design
• RACI [Responsibility, Accountability, Consultation, Information]• Central and imbedded• Centers of expertise• Service Centers• Administration and operations
– Balancing: transaction - compliance – approach - integration– HR Competencies
HR Transformation
Session # 29
Traditional HR Silos
Example Future HR Structure
Source: Deloitte, Inc.
CUPA-HR Transformation• HR Design: How?
Assistive technology, work design and alternative service delivery lighten transactional and compliance loads
Transactions / Compliance / Processes / program / Integration
↑ Standardization
Simplicity Clarity
Process design and re-design Technology Shared Services
OutsourcingHigh performance task forces
Communities of practiceSelf-organizing success groups
••
CUPA-HR Transformation• HR Design: How?
• Copyright © 2006 by Deloitte Touche Tohmatsu. All rights reserved.
3
HR
Infrastructure
HR
Capability HR
Solutions
First Generation HR Transformation
Next Generation HR Transformation
Leading Effective Change ©unknown
HR Transformation Model
HR Transformation
Model
1Business Context(why?)
2OUTCOMES
(what?)
3HR
Redesign(How?)
4HR
Accountability(who?)
CUPA-HR Transformation• HR Accountability: Who?– HR Professional Key Competencies
• Organizational capability– #1 Strategy architect– #2 Culture and change steward– #3 Talent manager and organizational designer
• Systems and Processes– #4 Partner and ally– #5 Operational executor
• Relationships– #6 Credible activist
© The RBL Group. All rights reserved.
6 Key Competencies for HR Success
1. Positioners who understand
2. Activists who build3. Builders who define4. Champions who
initiate5. Innovators and
integrators who look6. Technology
proponents who utilizeSource: 2012 Human Resource Competency Study – Dave Ulrich
“We can empirically show that when HR professionals demonstrate these six
competencies, they are seen as personally effective and they impact business performance” -- Wayne Brockbank
Common Pitfalls (De-railers to Watch Out For)
• Action before rationale.• HR in isolation.• HR in increments. • HR by individual fiat.• Placing HR structure before business strategy.• Efficiency equals transformation.
WHAT IS HR TRANSFORMATION IN HIGHER EDUCATION?
• Nikki Jackson, vice chancellor of human resources for Maricopa Community College District, is a change agent in the truest sense of the word.
• “It was disjointed. It was divisive. It was transactional and compliance driven and not much else. There was no unified voice to govern the function and practice of HR, and there was no understanding of what the role of HR ought to be. The organizational structure was antiquated. The relationship between HR at the district office and HR at the individual colleges was strained at best, volatile at worst.
• “We were swimming in cumbersome, rule-oriented policies that added no value whatsoever. There was no model around consultative guidance, no academic or experiential orientation around how to be a consultant and how to help people get to “yes.” The answer a customer got to any given question on any given day depended almost entirely upon who answered the phone or who replied to the e-mail.”
Your HRT Call to Action…
• How do you build the case for HEHR Transformation change at your campus?
• What is the HEHR transformation vision for your campus?• What skills will you and your staff need for the HEHR
Transformation?• What Incentives will be needed on your campus for HEHR
Transformation?• What are the resources that will be needed on your campus
for HEHR Transformation?• What will the action plan look like for HEHR Transformation?
What’s first on the priority?
Final Thoughts for Consideration…
What realistic initiatives can your campus/organization consider that might assist HR to prepare for the future?
Goals/Initiatives?
Examples:Conference programs focused on critical
competenciesDifferentiate services to recognize difference
in college and university size, complexity and mission
Provision of a tool or template to evaluate readiness
Session # 44
CUPA-HR Annual Conference & Expo 2012 HR Transformation
Pre-Conference Feedback
• Create/Establish HR Transformation Development Tracks:– Strategic Planning– Business Intelligence – HR Competencies– Process Design/Project Management– Consulting Skills– Coaching Skills– Change Management– Innovation & Creativity (HR Focus) – HR Business Acumen
Session # 45
CUPA-HR HR Transformation Toolkit
• CUPA-HR Website http://www.cupahr.org/knowledgecenter/kc_template.aspx?id=8771• A road map:– Knowledge Center > Other Resources > CUPA-
HR Created Toolkits > HR Transformation
Patti Couger CUPA-HR Knowledge Center Content Manager
Continue the Dialog and find out More
Become a CUPA-HR member…http://www.cupahr.org/membership/index.asp Keep up with new developments…www.cupahr.org • The Fall 2012 issue of The Higher Education
Workplace is now available!• CUPA-HR Knowledge Center• HR Transformation Toolkit
What’s Next?
Nov 15th Webcast – “HR Transformation – Diversity, Equity and Inclusion!” featuring Inclusion Award Winner, Rice University
Linda Lulli – CUPA-HR Board Member and Associate Vice President for Human Resources at Bryant University
Elaine Britt – Director of Benefits and Compensation at Rice University
Questions
Session # 49
Thank YouHR Transformation Expert Council
David Blake, Oregon State UniversityRicardo Coronado, Tarrant County College District
Patti Couger, CUPA-HRBrian K. Dickens, Texas Southern UniversityNancy Grassel, Black Hills State University
Jan Graunke, Silver Lake CollegeKelly Jones, Sibson ConsultingLinda Lulli, Bryant University
Barbara Saat, University of RochesterBarbara Butterfield, Sibson Consulting
Session # 50
For You!First 50 to register AND attend
get a copy of this!Everyone gets a copy of this!
Austin, Texas!
Contact us!
Leah Burns – CUPA-HR
Tommy [email protected]
Brian Dickens – Texas Southern [email protected]
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