2. The Changing Role of an HR Practitioner in a Disrupted World of Work
Presented by
Dr Jerry Gule
# Strategic HR Conference 2018
Avani Gaborone Resort & Casino
23 – 24 May 2018

4. In 2018 we are witnessing seismic changes in the workforce, the workplace and the technologies used in the world of work
The 2018 Deloitte Global Human Capital Trends Report, May 2018

5. Do you want to be part of the revolution or to be consumed by it
Grant Freeland, Head of People, Organizations Practice, Boston Consulting Group,

6. The 4IR is already upon us
Speed is the new business currency
By Lynn Rogers, Bank of Montreal, HBR April 2018
Here is a link to the research:

7. ‘We have smart machines, but we also need smart people’
Richard Jolly,
Adjunct Professor of Organisational Behaviour- London Business School.

8. Unprecedented happenings underway
Great time to be alive
Unprecedented happenings underway
HR is hard and doable
Business is disrupted
Therefore HR is disrupted

9. Fast Facts AI Africa.com
50% of companies expect their traditional business models to be obsolete in 2020
90% of businesses say digital is forcing them to reassess job titles and team structures
By % of the world’s youth will be African
80% of workers in Sub-Saharan Africa are in vulnerable jobs
Africa’s population of approximately 1.1bn (2014) 640m live without access to electricity and/or unreliable supply
There are 960m mobile subscriptions across Africa (80%) (2017)

10. 5 KEY POINTS

11. True HR practice is HARD
KEY POINT 1
True HR practice is HARD
See Dave Ulrich
Future/Strategic
Strategist
Change Agent
Processes
People
Admin Expert
Employee Champion
Day to Day Ops Focus
D. Ulrich, HR Champions, 1997

12. Sub-Point 1
Are HR Practitioners Professionals?
Professional Markers
Defined outcomes
A shared body of knowledge
Essential competencies
Ethical standards enforced
Clear division of roles

13. KEY POINT 2
HR’s Change Readiness is unclear
Technology is fundamentally changing HR work
Employee self services
Leave administration and management
Performance management “sprints”
Data mining capabilities

14. 21st Century Employability Skills
Adaptability
Analysis / Solution mindset
Collaboration
Communication
Digital fluency
Entrepreneurial mindset
Empathy
Resilience
Self Awareness
Social / Diversity Awareness
New World of Work, 2017

15. KEY POINT 3
Unlearning
Learning new skills
Process analysis
Process mapping

16. KEY POINT 4
Master anticipation
New world of work
Incessant demands – develop coping skills
Requires resilience – time to care: self & others
Thinking inclusivity - move to “We” thinking instead of “Me”
Being courageous – take a stand on issues

17. KEY POINT 5
Change has always been constant its now rapid
Be alive to your job requirements
Be “woke” to your family’s basic needs
Be alive to your community’s (neighbours’) presence
Be engaged, engaging & authentic

18. CONCLUSION
HR/work will continue but will evolve
The impact of AI (4IR) will be deep. Organizations need to have it embedded in strategy
Humans will survive and master the 4IR/AI
HR practitioners need to know how being professional looks like.

19. THANK YOU