strategies for disrupting hr in times of change...decisions in line with company’s strategy,...
TRANSCRIPT
Strategies for Disrupting HR in
Times of Change
NHRMA 2018
Tacoma, WA
Ceil Tilney
Talent Management Principal
6 September 2018
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
Think About
• How does your organization address
workplace change today?
• Do you know what impact new technologies
and generations will have on how you get
work done?
• What things are you changing in response?
• What things do you wish you could do?
• How do you measure success?
What is it most important to preserve as you
transform to survive in the new world?
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
Agenda
• Four Forces of Workforce Change
• New Models of Leadership
• Implications for Talent Acquisition and High
Potential Development
• Q&A
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NHRMA: Riding the Waves of Change
Shifting Demographics
Greater Individual Choice
Technological Revolution
Shifting Power Dynamics
Forces Driving Workforce Change
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
New Models of Leadership
20th Century Leadership Profile
Leaders have the answers
Chosen for experience, tenure, past
results
Developed as individuals through
assessments, training, coaching
21st Century Leadership Profile
Leaders innovate, collaborate to find new solutions
Chosen for agility, creativity, ability to lead and connect
teams
Developed through culture, context knowledge sharing,
risk taking, exposure to others
- Adapted from Deloitte 2017 Human Capital Trends
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
What New Models Tell Us
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
Implications: Hiring the Best
Traditional Model of the HR Leader New Model of the HR Leader
VP HR – Healthcare Provider
• 8-10 years employment, compensation, organizational planning, organization
development, employee relations, safety, and training & development.
• 3-5 years management experience in healthcare field.
• SHRM-CP or SHRM-SCP, active affiliation with HR networks and organizations.
• Experience managing benefits, compensation, employee engagement, strategic
planning, data analytics.
• Demonstrated ability to represent organization’s human resources needs to the
executive management team and influence leadership and direction.
• Knowledge of Federal and California labor laws
• Experience with ADP Payroll Solutions preferred.
• Computer proficiency in Microsoft Word, Excel, Outlook and PowerPoint
CHRO - Pharmaceutical
• 20+ years successful global experience leading cross-functional HR or business/HR
teams
• Critical thinking (risk, reward, potential outcomes) based on insights & data
• Uses research, networking, experience, and internal/external data to drive
decisions in line with company’s strategy, goals, mission and values
• Experience successfully managing significant change initiatives that drive business
• Sought out for advice and solutions
• Knowledge of significant HR areas of responsibility
• Track record of extremely high integrity, strong execution through diverse teams
• Passion for patients; champion of company values, diversity & inclusion
• Understands how business strategies affect the workplace and culture
• Influence across the company as a member of a senior management team
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
Implications: Succession Planning
Qualities of Future Leaders Considerations
• When in an individual’s career do these
emerge?
• What experiences test someone’s ability to
create engaged teams?
• How do you keep track of innovations?
• What metrics would tell us succession
plans reflect the future more than the past?
• Agility, creativity
• Ability to create highly engaged teams
• Innovative – process, product, resource
management
• Problem-solving ability
• Inclusiveness – comfort with difference
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NHRMA: Riding the Waves of ChangeNHRMA: Riding the Waves of Change
Implications: Staffing in HR
Traditional HRBP New World HRBP
• Demonstrated ability to work within constraints and to challenge the status quo.
• Demonstrated analytical and problem solving skills. Able to analyze data, understand trends and develop recommendations for action.
• Comfortable with ambiguity, deeply complex strategy discussions.
• Effective communicator able to build relationships with senior leaders and a complex set of stakeholders to drive organizational change.
• 8 years HR/OD/OE experience.
• Practical knowledge of compensation
practices, employee relations, diversity,
performance management, and federal and
state employment laws
• Proficiency in Microsoft Office
• Workday HRIS experience.
• Experience in Mergers & Acquisitions.
• PHR, SHRM-CP, or SHRM-SCP credential
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NHRMA: Riding the Waves of Change
The World of
Work RealityCritical Talent Strategy
Rise of Customer
SophisticationSuccess Profiles Individual
Development
Competency
Modeling
Elevates complex skills, agility,
learnability
Technological
RevolutionAssessment for
selection
Assessment for
development
Changes how work gets done,
who does it, who leads it,
leadership competenciesLeadership
Development
Individual
Choice
Career
Development
Changes employee/employer
relationship, align business and
career objectives to drive
engagement and retention
Individual
Development
Leadership
Development
Summary: Right Management POV
Leadership
Development
Assessment of
High Potentials
Changes leadership,
communication, decision making
profiles, role of diversity
Demographic
ShiftsSuccession
Planning
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NHRMA: Riding the Waves of ChangeRight Management: Global Career Experts
Advancement. Leadership. Energy. Performance.
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Thank You
Ceil Tilney
+1 510 387 6557
Right Management