hr operating models - future trends

Andy Spence Glass Bead ConsultingEMRG BPO Conference London June 23rd 2009

Creating the HR Operating Model for the Next Generation

Creating the HR Operating Model for the Next Generation

1. What are the key drivers for Change?

2. What are the key components of a HR Operating Model?

3. Future trends

The future of HR is….

What are the key drivers for Change?

Unprecedented economic change

What are the key drivers for Change?

Some workforce challenges….

What are the key drivers for Change?

Different technology for different generations

Baby BoomersGeneration XGeneration YGeneration Z

What are the key drivers for Change?

Technological and Social enablers

What are the key drivers for Change?

Talent management agenda

The average employee will have 10-14 jobs by the time they’re 38**

1 in 4 employees in a job they’ve been in for less than a year**

More than 1 in 2 in a job they’ve been in for less than 5 years**

**Labour Force Survey, Office for National Statistics. N: 24,000,000

What are the key drivers for Change?

The HR Vendor market and services are evolving

What are the key drivers for Change?

Summary of Key Requirements and Drivers for future HR Operating model

HR OPERATING MODEL

Workforce

Technology

HR Vendor Market

Economy

1. Increased Productivity

2. More responsive Workforce

3. Increased collaboration

4. Worker Mobility enabled by technology

5. Better tools and data

6. Value for Money

Requirements for.....

HR Operating Model

Key Components

TECHNOLOGY EMPLOYEES

HR Strategy

Business Partners

Centres of expertise

Vendor Management

Reporting

Project Management

HR Service Centres

HR Operating Model

Increasing the proportion of HR Strategy delivered

Improving Performance

25%

HR Strategy

5

Transactions70%

% Resources

40%

40%

20%

HR Transformation

Summary of predictions

HR Operating model trends

1. Workforce and economic changes will require HR to allocate more resources to HR Strategy

2. New tools will enable improvements in collaboration, productivity and managing the workforce

3. HR Outsourcing market will restructure to deliver standardised services (helped by Saas)

4. HR as a corporate function will be leaner, with Employees and Managers doing more

5. HR Skills will develop in Change Management, Project Management, Vendor Management and Technology

How do we get there?

Suggested steps…

1. Re‐Define your HR and Workforce strategy

2. Sharpen the HR Operating Model 

3. Reallocate more resources to strategic HR

4. Set‐up a formal Project (with non‐HR sponsors)

5. Lead in providing new business tools to managers

6. Take the Outsourcing decision to the Board (not the other way round)

Let’s continue this discussion…

http://www.GlassBeadConsulting.com/hr-transformer-blog/

Andrew Spence

info@GlassBeadConsulting.com+44 (0) 1273 888 182

http://www.GlassBeadConsulting.com/

Glass Bead Consulting