Published on November 8, 2013
HR’s Turning Point: Are You Staying in Place or Moving Forward? Bill Boorman Robin Schooling, SPHR #HRFL13
Who We Are
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.
Critical time for HR
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)
Challenges facing HR over the next 10 years
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
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
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
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
• The Impact of Technology • Global/Local • The Way We Work Now • Culture
The Impact of Technology
Technology SilkRoad survey • 43% completely open • 24% monitor access • 16% blocked AND........ 75% EEs check SM sites via mobile more than once per day
Technology Meet people where they are... ...or where you need them to be.
Global/Local We’re all connected. Disconnect when you choose to disconnect.
The Way We Work Now
The Way We Work Now HR says “if we start making exceptions it’s a slippery slope...”
The Way We Work Now...
The Way We Work Now
The Way We Work Now
Culture “We support a culture of communication, collaboration and innovation. People are our most important asset!”
Culture Who determines your culture?
Culture HR must be agile
So we... Organization ▫ Build organizational capabilities ▫ Lead change ▫ Integrate HR practices into business effectiveness Individual ▫ Build credibility ▫ Build relationships
Or should we.. • Stop calling it HR? • Build our own models? • Enable our people? HACK HR???
Stop • Reading books and learning in the old ways • Thinking recognition is a program Start • Trusting, talking & listening • Providing relevant recognition and rewards
Playing it Safe is Dangerous
HR’s Turning Point: Are You Staying in Place or Moving Forward? Bill Boorman Robin Schooling, SPHR
Perhaps an even starker illustration of the fading impact of those earlier labor-oriented turning points in HR ... turning point. That's HR's ...
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