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International Congress and Convention Association #ICCAWorld iccaworld.org

Solutions to the HR Challenges that Will Make or Break Your Business.

55th ICCA Congress



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55th ICCA Congress



• It is a great pleasure to be here. Terima Kasih.• Thanks to Martin, Rebecca and everyone for

being so welcoming.• My focus today is understanding the

challenges and opportunities facing the HR profession and then addressing specific challenges for ICCA members.

• Based on my book “Fearless HR—Driving Business Results.”

Introduction

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• This session will also be practical and, hopefully, fun.

• So lets set the stage hearing from you. • From your seats, let me hear one word that

describes how others think about HR.• Be candid.

Getting Started

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HR’s Uneven Past

• A Profession in its Second Century.• An Administrative Legacy.• An Overhead Function.• A Cavalcade of Names.• An Easy Target.• A Lead Time Behind.• Poorly Synchronized Talent Supply Chain.• Crisis of Confidence and Self-Fulfilling Prophesies.

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The Evolution of HR

Polite

Police Partner

Player

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Reactive

Order Taker

People Focused

Tactician

Local

Theory

Problem Finder

Staff Support

Retention

Proactive

Planner

Business Focused

Strategist

Global

Results

Solutions Provider

Partner

Engagement7

(FedEx, 2012)

From Bricklayer to Architect

International Congress and Convention Association #ICCAWorld iccaworld.org 8

The Fearless HR Story


• Volatility.• Innovation.• Global Reach and Seamless Operation.• Changing Customer Expectations.• Changing Employee Expectations.• The Total Workforce and the Gig Economy.• A Truly Connected World.• Multiple Bottom Lines.• Plus….

Big Picture: Business Challenges

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• How do you address these business challenges? • In your groups, first introduce yourselves and

then share ideas how your services help business leaders address these challenges.

• Are there innovative techniques/approaches that can be used to strengthen connections and improve the exchange of value.

• Lets take ten minutes and then hear some ideas from the full group.

Addressing BusinessChallenges

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• Make or Break Your Business.• People are at the heart of the value provided.• The Human Capital Value Chain.– Attracting – Hiring– Engaging– Developing– Recognizing– Retaining

ICCA Business Challenges

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• Building Talent Brand and Reach to Create a Talent Supply Engine.

• The Employee Value Proposition: Knowing who you are.

• Tool 1: Comparing EVPs.• Building Visibility through Social Media.– Find the right neighbourhoods.

• Referrals.– Everyone becomes a recruiter.– Leveraging success.

Attracting Talent

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Comparing EVPs

Companies Reasonsd to Join

Our company 1.2.3.

Competitor 1 1.2.3.

Competitor 2 1.2.3.

Competitor 3 1.2.3.

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• Focus on candidate experience.• Look for cultural fit and key soft skills such as

resilience, curiosity and learning agility.• Conduct two or three interviews using

behavioural interviewing questions.• Ask candidates to make a presentation.• Provide the offer in person.• Welcoming activities before start date.• Assign a buddy.

Hiring Talent

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• Getting people in the door is part of the battle.• The extent to which people are committed to

the organization and what they do.• Leading indicator of productivity and turnover.• If people are disengaged, they quit and go, or

quit and stay.• How do we build a culture and context in which

talent can flourish?

Engaging Talent

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• There are a number of actions to improve employee engagement, ranging from better communications, transparency, developmental opportunities, community service, network building events and even fun activities.

• What do you do in your organizations that build commitment and strengthen collaboration?

• Lets take 12 minutes to share ideas with your colleagues.

Engaging Actions

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• Community projects.• Regular town hall sessions.• Team events.• FedEx Days.• Employee councils.• Random cups of coffee.• Flexibility.• Pop up offices.

Examples of Engaging Actions

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• Job-Career-Calling. We all want to believe in something greater than ourselves.

• “We are never tired when we see far enough.”• The difference between “conducting global

events” and linking people and insights to improve companies and communities.

• The why behind the what.• Line of sight to the triple bottom line.• What is your purpose? Does it excite people?

The Importance of Purpose

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• Key motivator for many employees. • The single greatest security we have as

professionals.• Tours of Duty Conversations. We each expect:– I will help the company adapt and be successful.– The company will help me become more skilled and

employable.• The Development Portfolio.• Mentors, coaches and cross-functional teams.• Colleagues as a Developmental Resource. Iwe

Developing Talent

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The Development Portfolio

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The Three Performance Zones for Workplace Learning (Tichy, 2008)

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Building Intentional Networks

Person Areas of Expertise

ONA Role Areas of Interest

Common Experiences

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• Frequent informal touchpoints (five to seven days).

• Handwritten note of appreciation.• Colleague recognitions.• Work anniversaries.• Living the company values award.• Celebrate client successes with everyone.• Team goals and recognition.

Recognizing Talent

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• The by-product of everything else.• Reverse engineer from the three biggest

reasons people leave:– Poor boss.– Work isn’t meaningful and not recognized for

accomplishments.– No opportunity to grow and develop.

• Early warning systems and listening posts.

Retaining Talent

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• “Businesses don’t create value, people do.” Ram Charan, 2015.

• Its about improving the workplace so the workforce can be more effective.

• Build an “opt-in” organization. Experiment and try things.

• Last request: What are two or three ideas that you are going to try out?

Concluding Remarks

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Engaged employees stay longer

Retention of

employees drives customer

satisfaction

Satisfiedcustomersare loyaland stay

Customer retention drives

profitability

Profits drive

shareholdervalue

For FedEx, 1% gain in customer loyalty yields $100 million in additional revenue:

What drives customer loyalty?

The Human Capital Value Chain

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The Fearless HR website

www.fearlesshr.com

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http://www.fearlesshr.com/


55th ICCA Congress


ga16 | kuching | solutions to the hr challenges that will make or break your business

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