1. Innovative HR for the 21st Century
Presented to S P Jain Institute and Academy of HR Development
Mumbai
13 January, 2012

2. Today’s Agenda The Need for Innovative HR Management
Transformation #1: From Transaction Processor to Strategic Advisor
Transformation #2: From Authority to Collaborator
Transformation #3: From Manager to Leader

3. The Need for Innovative HR Management
Innovative HR Management for the 21st Century
The Need for Innovative HR Management

4. It’s a New World X
What worked in the past may not work in the future.

5. Innovation is Required
What worked in the past WILL NOT work in the future.
Those who do not change will be supplanted by those who adopt and invent new, better practices.

6. Future Work Skills Report: Findings
Six Drivers of Change
Extreme Longevity
Rise of Smart Machines and Systems
Computational World
New Media Ecology
Superstructured Organizations
Globally Connected World
Source: Institute For the Future’s 2011 report on Future Work Skills 2020.

7. Rapid and Massive Changes in HR
Recruitment
Retention
Employee engagement
Grievances
Labor relations
Succession planning
Employee communications
Organizational development
Training and development
Performance management

8. TRANSFORMATION #1: Transaction processor to strategic advisor
Innovative HR Management for the 21st Century
TRANSFORMATION #1: Transaction processor to strategic advisor

9. Insight #1
A computer is faster and more accurate than you, and it has a better memory.

10. Human Resources Transformation
Pitney Bowes, 2003
Online job applications
Online time and pay recording
Online leave management
Online performance reviews
Online employee services
Up-front cost
Long-term savings
COMING SOON TO A COMPANY NEAR YOU!!!!!!!

11. Your mission, should you choose…
You CAN DEVELOP better judgment than a computer.

12. The case of the four new recruits

13. The Case of the Adverse Market
High-Tech Company in NCR, 2011
Production capacity too large for order volume
Manufacturing labor force too large for sales volume
Customers want low price AND fast turnaround (no advance capacity planning)
What should they do?

14. The Case of the Adverse Market, cont.
TRADITIONAL
Employment law
Contract labor management
Labor relations
Direct HR costs
21st CENTURY
Manufacturing economics
Shareholder and stakeholder relations
Corporate strategy

15. TRANSFORMATION #2: authority to Collaborator
Innovative HR Management for the 21st Century
TRANSFORMATION #2: authority to Collaborator

16. Traditional role of HR

17. Traditional HR practitioner

18. INDIA USA Insight #2 Indians are becoming more individualistic
Group

19. Traditional vs. Leading-Edge Innovation
Someone will get an idea
The experts know best
Build, then test
I think it will be successful
Hunches, guesses and assumptions
LEADING-EDGE
Assign people to innovate
The customer knows best
Test, then build
Validate benefits prior to launch
Facts, insights and verification

20. The Democratic Workplace
Relationships are adult-to-adult, not parent-to-child.
Leadership happens at every level of the organization, not just at the top.
You're paid for the value you bring to the organization, not your job title.
Everyone knows to whom and for what they're accountable.
Transparency isn't considered scary.
Formality and polices are avoided in favor of informality and principles.
Humor and having fun is actually encouraged.
You can access real-time financial information about your organization's performance anytime you want.
Change = life, not death.
The employee manual can be summed up in one sentence: "Use common sense!“
You look forward to meetings where you can collaborate and share ideas.
There's a spirit of ownership in every project in which you're involved.
You either helped create or strongly share in the organization's purpose and vision statements.
Incentives aren't used to motivate employees - meaningful work is.
You never have to ask to go to the bathroom.
Your life outside of work is as valued as your life at work.
You receive real-time, ongoing constructive feedback from your co-workers, and you're often publicly acknowledged for excellent work.
Failure is seen as a right-of-passage to success.
Thinking differently and challenging assumptions is encouraged.
Alignment comes from a shared sense of purpose, not automatic agreement.
Your job is one of your favorite places to be.
Source: WorldBlu.com

21. Recommended Reading Leadership Divided by Ron Carucci
The Brookreme Dream
A balanced organization
An honest organization
An empowering organization

22. TRANSFORMATION #3: Manager to Leader
Innovative HR Management for the 21st Century
TRANSFORMATION #3: Manager to Leader

23. Insight #3
53% of Indian MDs/CEOs regard their chief HR officer as a strategic partner and resource!

24. High-Value Human Resources
What value can you add?
High
Leadership
Planning
Training
Support
Communications
Low
Transactions

25. Management vs. Leadership
Getting people who are under your control to do what you want them to do.
LEADERSHIP
Getting people who are under your control to do what you want them to do.

26. Management vs. Leadership
Getting people who are under your control to do what you want them to do.
LEADERSHIP
Getting people who are NOT under your control to do what you want them to do.

27. Leadership Through HRD
TRADITIONAL TRAINING
Check-box
Mandated
Reward travel
Instructor centered
C-Sat survey
21st CENTURY TRAINING
Outcome driven
Self-selected
Location immaterial
Learner centered
Application

28. Leadership Through Recruiting
What are humans uniquely good at (compared to machines)?
How can we produce and create value in an evolving world?
Top Ten Skills for the Future
Sense-Making
Social Intelligence
Novel and Adaptive Thinking
Cross-Cultural Competency
Computation Thinking
New-Media Literacy
Trandisciplinarity
Design Mindset
Cognitive Load Management
Virtual Collaboration
Source: Institute For the Future’s 2011 report on Future Work Skills 2020.

29. Leadership Through Influence
Strategic Advisor => Leader
Walk the Walk before you Talk the Talk

30. Key Take-Aways
HR management is changing in response to rapid and massive environmental changes. Innovation will be required to succeed.
HR transaction processors are headed for obsolescence. Become a Strategic Advisor to build a successful career.
In the future, HR managers won’t make authoritarian decrees. Learn to collaborate to co-create.
To rise to the pinnacle of your organization, go beyond good management. Learn to lead!

31. Thank you the innovation workgroup world-class innovation
Your feedback and enquiries are welcome
David Wittenberg, CEO
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