1 for the Australian Public Services Commission

2 2 2 Future of Human Resources Macro drivers Intelligent technologies Mobile communications Globally connected Massive job losses Severe talent shortages Hyper-innovation Waste reduction System vulnerabilities Talent Competition for human capital Popular cities win war for talent Asia growth Talent mobility Older workers and retirees Candidate performance Unified talent management strategies Outsourcing Contingent workers Contractor networks Freelancers Operational HR disappears Shared services Transaction heavy jobs outsourced Outsourcing of knowledge work increases Outsourced competition grows Multi-vendor approaches Internal shared services challenged Saas and Cloud-based services dominate Open source, mobile development platforms Leadership Vision, values, strategy Growth in social media Open leadership Continuous horizon scanning Redistribution of resources Minimise cost/maximise service Workforce 2 Death of the office? Worker loyalties reduce Simulated work environments Tech savvy, demanding Gen Y Continuous performance insights Blended workforces Business models Real-time, cloud based technology transformation Creative destruction In-house value creation challenged Self-serve service Virtual tools and meetings New HR performance models New purposes for HR HR teams Data and API decision driven People analytic capabilities Predictive workforce planning Brain science Online training Applicant tracking and recruiting software HR entry-level and professionals displaced Workforce 1 40% of existing jobs lost worldwide by 2020 High-performance cultures Need for data scientists Shortage of critical skills Abundance of outdated skills Requires sensitive re-allocation 70% Millennials by 2025 Only stay 3 years? 4.5 generations

3 3 Intelligent technologies Mobile communications Globally connected 40% of jobs disappear by 2020! But, severe talent shortages! Baby boomers work to 70 Hyper-innovation Global waste reduction in low growth environment System vulnerabilities 3 Image removed

4 4 Great competition for human capital Popular cities win war for talent Asia growth Talent mobility Older workers and retirees Candidate performance Unified talent management strategies 4 Image removed

5 5 Contingent workers Contractor networks Freelancers Operational HR disappears 5 Image removed

6 6 Transaction heavy jobs outsourced Outsourcing of knowledge work increases Outsourced competition grows Multi-vendor approach Internal shared services challenged Saas and Cloud based services dominate Open source software, mobile development platforms 6 Image removed

7 7 Vision, values, strategy Growth in social media Open leadership Continuous horizon scanning Redistribution of resources Minimise costs/maximise service 7 Image removed

8 8 40% of existing jobs will be lost by 2040 worldwide High-performance cultures Need for data scientists Shortage of critical skills Abundance of outdated skills Sensitive re-allocation 75% of Millennials by 2025 Only stay 3 years? 4/5 Generations 8 Image removed

9 9 Death of the office? Worker loyalties reduce Simulated work environments Tech savvy, demanding Gen Y Continuous performance insights Blended workforces 9 Image removed

10 Real-time, cloud-based technology transformation Creative destruction In-house value creation challenged Self-serve service Virtual tools and meetings New HR performance models New Purposes for HR 10

11 Data and API driven decisions People analytic capabilities Predictive workforce and needs planning Brain science Online training Applicant tracking add recruiting software HR entry-level and professionals displaced by software 11 Image removed

12 Develop core competency plan; outsource non core competencies Develop detailed forward resource plan to 2025 Develop internal shared services Develop jobs lost, gained plan Re-develop training programmes to focus on tomorrow’s roles Develop a unified talent management strategy Consider external shared services Survey the stakeholders on the future of HR Develop new purpose, vision, values and strategy for HR Develop social media strategy Establish continuous scanning – HR innovations and risks 12