The role of the HR leader is constantly evolving. In order to stay at the forefront of that evolution, it is critical that the CHRO understand how to speak the language of the business and act as a true strategic partner to the C-suite, board of directors and stakeholders. Furthermore, they should be prepared to teach their HR teams how to do the same. Having the right business acumen allows the HR leaders the ability to create change and contribute to the future success of the organization. In this session, Ian Ziskin, President of EXec EXcel Group LLC and former CHRO of Northrop Grumman, highlights how an HR leader can work to elevate his or her skill set in order to make a lasting impact on the business.

1. Workplace-Shifting
Trends
HR Development
Needs
Future of HR
The Skills it Takes to Elevate HR
Presented by Ian Ziskin
May 2013
Discussion

2. Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion
Workplace-Shifting Trends

3. Globalization
Organizational Trends
Employee Trends
 Organizational complexity
 Hyper-connected
 Scalability
 Social business leadership trust gap
 Project economy
 Talent pressures
 Need for autonomy, mastery and purpose
 No longer expect employment for life
 Work-life integration
 Easy, self-serve; consumerization of IT
 Collaborative environment
Key work, workplace, and workforce trends
3
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

4. Higher expectations of employees:
Autonomy, Purpose, and Mastery
One of the top three reasons people leave organizations is the
lack of challenging and meaningful development opportunities.
(HCI, 2011)
Source: Gallup
8%
17%
20%
2%
31%
22%
Flexibility/sc
heduling
Management/ge
neral work
environment
Pay/benefits
Career
advancement/promot
ional opportunities
Lack of
fit to job
Job security
4
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

5. From a boss
1. Will help me navigate my career path
2. Will give me straight feedback
3. Will mentor and coach me
4. Will sponsor me for formal development programs
5. Is comfortable with flexible schedules
From their next organization
1. Will develop my skills for the future
2. Has strong values
3. Offers customizable options in my benefits and
reward package
4. Allows me to blend work with the rest of my life
5. Offers a clear career path
Millennials will be the majority of our
workforce - So what matters to them?
5
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

6. Focus on the employee
6
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

7. Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion
HR Development Needs

8. 8
What HR Leaders Do Gap Solid Strength
Human Capital Strategy
Leadership & Talent Development
Change Leadership
Advice & Partnership
Driving Performance
Board Relationships
HR Excellence
Future of HR
HR leadership development checklist
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

9. 9
HR leader development
• Understanding the HR leader role
• Integrating human capital strategy
• Being a business partner/advisor
• Developing talent
• Driving performance
• Building HR excellence
• Other…
• Start-up
• Turn-around/fix-it
• High growth
• MA&D
• Cross
business/function/industr
• Reorganization
• Global
• New boss
• New leadership
• Other…
• Board of Directors
• CEO
• Senior leadership team
• HR leadership team
• Leaders & high potentials
• Workforce
• Professional associations
• Community & media
• Other…
©2011 Exec Excel Group LLC
©2011 University of Southern California
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

10. Human Capital Strategy Framework
• Do we have the
right talent?
• Can we acquire
and retain
them?
• Are they
engaged?
• Have we identified
our key leaders?
• Do they know our
expectations?
• Are we assessing and
developing them to
meet these
expectations?
• Do we know
what drives
performance in
this business?
• Do we measure
and reward key
performance
accountabilities?
• Do we have an
HR function that
is capable of
delivering on the
Human Capital
Strategy?
• Do we have the
organization design,
systems, processes
and policies that
reinforce
objectives?
Identify 2-3 actions
10
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

11. 11
The Talenterprise™
Processes
• Assignments/Moves
• Succession Planning
• Leaders Teaching
Leaders
• Corporate Assets
• Diversity & Inclusion
Tools
• Competency Models
• 360 Feedback
• Coaching/Mentoring
• Signature
Development
Program(s)
• Segmentation
Culture
• Clear Expectations
About Behavior &
Results
• Leaders Know the
Talent
• Candid Feedback
• Accountability
Includes
Discipline/Removal
• Leaders are Talent
Agents
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

12. 12
Lessons learned about gaps
Executive Compensation & Talent
Board of Directors
CEO/Senior Leader “Coaching”
Courage/Pushback
External Perspective
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

13. Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion
Future of HR

14. 14
1. What are the “black holes” in HR – things
we’ve been talking about for years, but never
seem to resolve?”
2. Where are the “white spaces” in HR – things
we’ve yet to talk about or address, but would
make a big difference?
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

15. The Future of HR
Hero leadership Collective leadership
Fatigue Sustainability
Sameness Segmentation
Intellectual property Agile co-creativity
Persuasion Education
Employment value
proposition
Personal value
proposition
15
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

16. “…but, “Only 6% of HR
organizations reported being
involved in the creation of
strategic sustainability
programs.” – SHRM
“57% of respondents say
their companies have
integrated sustainability
into strategic planning.”
– McKinsey
“If Facebook users
constituted a country, they
would be the world’s 3rd
largest, behind China and
India.”
– (Source Unknown)
“65% of American adults
sleep with their cell
phones.”
– (Source Unknown)
“Netflix paid out a $1 million
prize to a team of outside
researchers who developed a
movie recommendation
algorithm.”
- (Source Unknown)
“Only 6% of employees
agreed that their
company’s human
resources practices were
highly relevant to them.”
– Accenture
“40% of profits of firms
that comprise the S&P 500
Index are from overseas”
– US News (2011)
“By 2025, 75% of the
workforce will be Gen Y,
vs. only 7% today.”
– Professors Alec Levenson and
George Benson
“By 2015, more than 60%
of organizations that
manage innovation
processes will gamify
those processes” – Gartner, Inc.
“Big Data is expected to
generate $3.7 trillion in
products and services, and
generate 4.4 million new
jobs by 2015”
– Gartner, Inc.
The Future of HR: A Deeper Dive
Open
Innovation
16
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

17. 17
Implications for HR leaders
Reaching Out…Infuse Talent from Outside HR
Venturing Out…Influence Beyond Function, Company, and
Geographic Boundaries
Seeking Out…Find and Surface Unpopular Truths
Breaking Out…Lead Transformational Change and Actions
Workplace-Shifting
Trends
HR Development
Needs
Future of HR Discussion

18. Discussion
Discussion
Workplace-Shifting
Trends
HR Development
Needs
Future of HR

19. What one HR-related trend represents the
biggest enabler or obstacle to your
organization’s global business performance?
What one HR-related action would make the
biggest difference in improving your
organization’s global business performance?
Discussion
19
Workplace-Shifting
Trends
HR Development
Needs
Future of HR

20. Thank you
Stay in touch
Ian Ziskin
Email: iziskin@exexgroup.com
Twitter: @IanZiskin