Transcript Document
Transforming Global HR Roles for 2020: Connecting Business Strategy, Social Challenge, and Corporate Culture Prof. Randy Chiu © Centre for Human Resources Strategy and Development Hong Kong Baptist University 1 A Model of Organizational Performance Internal Environment External Environment Cultural Factors Outcomes Management Philosophy Organizational Culture: Goals, Values, Beliefs, Norms Leadership Style Human Factors Efficiency Technology Natural Resources Financial Resources Economic Factors Human Resources Management Organizational Climate Technological and Physical Resources Development Participant Satisfaction Regulatory Measures Markets Effectiveness Motivated Behavior and Teamwork Social Responsibility Structure 2 Problems with HR Influence Boardroom vs. Department Profession Art vs. Science HR Challenges Skills Transactional vs. Transformational Perception Enforcers vs. Advocate 3 What do CEOs Think of HR? Do not possess a sufficient working knowledge of what business is all about or of the strategic goals of the organization they serve. Lack leadership ability. Are reactive ♠. Unable to take the lead to establish a vision for change and gain the support necessary to lead the charge ♠. Are fad chasers who want to find solutions to problem in other organizations and then “drop them in place” ♠. 4 What do Line People Think of HR? Not strategically competent ♠. Not in the power center of their organizations. Not able to cultivate employee commitment ♠. Performance appraisal systems are not proper. A cost center. HR Performance cannot be measured ♠. HRM can be outsourced but some HRM functions will still be in place. 5 What do CEOs Want From HR? Committed to the success of the organization Understand overall corporate mission Capable to instill & nurture trust ♠ Recruits/selects high-quality professionals ♠ Up-to-dated legislative/ regulatory issues Contribution of education and development programmes to future requirements of business Develops HR plans linked to business mission & strategy ♠ Works effectively with other line managers ♠ 6 Forces Shaping the Future HR A worldwide shift in demographics ♠ The knowledge economy Globalization and cultural diversity The digital workplace The ubiquity of mobile technology ♠ A culture of connectivity ♠ Corporate social responsibility ♠ 7 Five Work Generations Today Source: Bureau of Labor Statistics Employment Projections 8 Who are the Five Generations? Generation Major Influences Broad Traits Traditionalists Major trait: loyalty World War II, Cold War, Sacrifice, loyalty, Korean War, rise of discipline, respect for suburbs authority Defining Invention Fax machine Baby Boomers Watergate, women’s Major trait: competition rights, Woodstock, FJK assassination Competitive, Personal computer sandwiched generation, hard work, long hours Generation X Major trait: selfreliance MTV, AIDS, Gulf War, 1987 stock market crash, fall of Berlin Wall Eclecticism, selfreliance, free agents, work/life balance, independence Millennials Major trait: immediacy Google, Facebook, 9/11 terrorist attacks, election of Barack Obama Community service, Google and Facebook cyberliteracy, tolerance, diversity, confidence Generation 2020 Major trait: hyperconnectedness Social games, Iraq War, Great Recession Mobility, media savvy, life online starting in preschool, reading books on e-readers Mobile phone iPhone apps 9 Social Environment of Now Generation Knowledge explosion Information overwhelm ♠ Instant gratification Blur values system Life abundant Hedonism ♠ Materialism ♠ 10 C10 Prof. Randy Chiu Cognitive Characteristics of Today Generation Low AQ Low Meta-cognitive skills ♠ Weak vocabulary Numeric inefficiency Communication difficulty ♠ Short attention span ♠ Quick fix mentality 11 C11 Prof. Randy Chiu Psychological Characteristics of Today Generation Self-centered ♠ Emotional Lack of ownership Impatient ♠ Low self-esteem Low self-efficacy ♠ 12 Predictions for the 2020 Workplace (1) 1. 2. 3. 4. 5. 6. 7. Career advancement based on reputational capital Mobile device become office, classroom, concierge Global talent shortage will be acute ♠ Recruiting through social networking sites ♠ Web commuters force companies to reinvent CEOs must know blogging ♠ Corporate curriculum uses video game & simulation♠ 8. Move from outsourcing to crowdsourcing ♠ 13 Predictions for the 2020 Workplace (2) 9. Leaders are elected 10. Lifelong learning will be a business requirement 11. Work-life flexibility replace work-life balance ♠ 12. Use CSR to attract and retain talents ♠ 13. Cultural diversity is a business issue not HR issue 14. The lines among marketing, communication, and learning will blur 15. Social media literacy is required for everyone♠ 16. Permanent full-time employment fades out ♠ 14 Advances in Human Resource Management (1) 1. A new philosophy of action 2. A rapid transformation from staff services to internal consultation ♠ 3. A gradual transfer of functions and decision-making to middle managers 4. A close connection with the company’s VMV ♠ 5. A strong concern with knowledge management and generating intellectual capital 6. An overriding concern with preparing the organization and its employees for the future ♠ 15 Advances in Human Resource Management (2) 7. A strong concern for adding value within the organization 8. A clear and accelerating tendency toward rightsizing 9. Emphasis on a participative & democratic culture ♠ 10. Strong use of motivational tools and personal achievement ♠ 11. Flexibility of HR policies and practices across cultures 12. Literacy in mobile technology ♠ 16 Developing HR as Internal Consulting Organization Internal Consultant 17 Strategic Planner (SP) Business Partner (BP) Roles of HR in an Organization Change Agent (CA) Employee Relations Expert (ER) Administration Experts (AE) 18 Strategic Planning Types of Planning Purpose & Expected Outcomes of Planning Strategic To provide direction, via broad objectives, and to indicate how – the strategies by which – these objectives are to be achieved. Long run To indicate what the firm is to have achieved – its long-run goals – within a specific time period long enough to allow fundamental change in the organization. Tactical To promote the proper deployment of resources thorough organization design, organization culture, budgetary processes, and policies. Medium range To indicate what the firm is to have achieved – its medium-run goals – within a specified time period long enough to allow organizational growth. Operational To promote the efficient use of allocated resources by performing operational planning functions. Short run To indicate what the firm is to have achieved – its shortrun goals – within a specified time period long enough to allow change in production schedules. 19 HR Roles: Competencies Required – When and How to: Strategic Strategic Partner Formulate and analyze strategic business plans Integrate HRM strategies with business needs Promulgate innovation and sustainability Design desirable cultural and leadership traits Business Partner Analyze organizational change needs Advise on acquisitions and mergers Generate knowledge management initiatives Establish CSR initiatives and branding 20 HR Roles: Competencies Required – When and How to: Tactical Change Agents Identify and cultivate relevant cultural attributes Manage cultural changes Administration Experts Capture market trends Cultivate work and team culture Design performance management system Identify talents for succession in global context Employee Relations Expert Maintain sound Implement creative HR organizational climate initiatives Get employees’ buy-in on company policies 21 HR Roles: Competencies Required – When and How to: Operational Administration Experts Enhance effective communication Cope with crises and emergencies Monitor organizational statistics/measurement Evaluate HR effectiveness Utilize human assets and to control costs Employee Relations Expert Negotiate new service agreements with colleagues and other departments Manage relationships with senior line managers Coordinate company activities Relate to government officials 22 The End! Thank you very much. 23