Ppma conference april15

1. A Collaborative Advantage:
HR and People Management leading
towards a better future
Peter Cheese and Perry Timms

2. A new set of ‘norms’
Economy
Value
Work
Workplace
Workforce
Networked, Collaborative, Flexible
Formal Organization and Informal Social System
Structures
More volatile and less predictable
Continued shift toward Intangibles
Increasingly
Increasingly
Increasingly
Increasingly
More diverse, more demandingIncreasingly

3. The Challenge…
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4. ‘Rethinking’ the workforce relationship
Voice Empowerment Recognition
Support Playing to strengths
Meaning Purpose
Well-being Energy! The extra mile Passion
Alignment Collaboration Shared values Commitment
Trust

5. • Source
• Attract
• Select
• Orient
•Train
•Develop
•Reward
•Move through the
Organization
Welcome to our Company
Orientation begins here
So are our People Management
practices good enough?
Where are your biggest challenges today?
Where will they be tomorrow?

6. Need for a strategic response
‘Content is king, but context is kingdom’
Business Strategy
Human Capital Strategy
HR Strategy
DrivesEnables
Enables Drives
• Business priorities
• Business needs
• Talent and skills
• Leadership
• Organisation and operating model
• Culture
• HR capabilities
• HR structure and operating model
• Practices, policies & processes

7. • Most business leaders believe
that analytics is vital to
identifying current and future
skill gaps
• But only 15% believe HR is
providing insightful analytics
(KPMG survey 2013)
• Must be a key focus and
requires HR to work closely with
Finance and IT * - A zettabyte – 1 followed by 21 zeros
Too much data, not enough information
But not everything that can be counted counts…
Volume, velocity, variety

8. Getting back to our roots…
Understanding human and organisational behaviour
Neuroscience
Positive Psychology
Behavioural Economics
Systems thinking
Values and ethics
….

9. From control to enablement
The worst enemy of life, freedom and common decencies is total anarchy……
their second worst enemy is total efficiency
Aldous Huxley

10. HR a key enabler, but developing managers is
critical

11. Implications for the future of HR
• Becoming more strategic – understanding the changing context
• Understanding and articulating value – more analytical, more
commercial, more business oriented
• More tech savvy – embracing and using technology
• Stronger on the science as well as the art of HR – human and
organisational behaviour
• Efficient and effective – less process centric, more value driven
• More diverse – less siloed
• More professional – qualifications, CPD, standards
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