Download - 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
[email protected]+44 (0) 1273 888 182
http://www.GlassBeadConsulting.com/
Glass Bead Consulting