the three musketeers and the need for role clarity and allegiance to higher educations hcm...

© 2014 Presence of IT – Confidential & Proprietary

The Three Musketeersand the need for role clarity and allegiance to Higher Educations HCM objectives

Rob Scott : Global Lead: HR Strategy & Innovations

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Athos, He seems immune to romantic feeling, though we learn late in the story that this hasn't always been the case. He becomes a father figure to d'Artagnan

IT

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Photograph: Larry Horricks/BBC

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Porthos A man who places particular importance upon physical appearance, refined language, and leisurely hobbies, pursued with the appearance of nonchalance in a cult of Self

HR

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Photograph: Larry Horricks/BBC

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Aramis A deeply religious younger Musketeer, highly focussed on improvement

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3rd Parties

Photograph: Larry Horricks/BBC

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D’Artagnan  The

name which has the meaning of “leader” and who is responsible for introducing the motto “ All for one, and one for all”

CIO

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Photograph: Larry Horricks/BBC

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“All for one and one for all”

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Photograph: Larry Horricks/BBC

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Narrow view of digital transformation.

Automated just about every aspect of its customer experience.

The Digital Impact

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IT vs CIO

IT

IT is a general skill, not a specialist skill,

this is creating many more

stakeholders

CIO

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IT vs CIO

IT

In the era of digitalization, the CIO must help IT focus on

business models, treat colleagues as partners,

and engage external customers.

CIO

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IT vs CIO

IT

More stakeholders across the organization means more risk of diversion. The CIO can help the various stakeholders

come together and figure out a response to

digitalization.

CIO

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IT vs CIO

IT CIO

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The CIO can help determine how IT focus on both maintenance and innovation. The CIO must become the:

• Conductor • Renovator • Innovator• Expert 

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IT vs CIOCIO

Must focus on both doing the right things and doing things right.

IT Must ensure the

capabilities are in place to be a key player in

digital transformation.

IT CIO

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HR

HR

The ArchitectStop owning the people

processes. Instead become the architect. By creating the right context in which

people can be successful, HR will deliver its greatest

contribution.Reference: David Ducheyne hrchitects.net Feb.2014

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HR

HR

The Data-StrategistHR will work on becoming

evidence-based. That entails not only looking for data to

assess HR interventions, but also planning interventions based on available scientific

insights.Reference: David Ducheyne hrchitects.net Feb.2014

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HR

HR

The CoachHR should be aware

of reification of people. In the quest for a spot at the board table we might have lost the contact to people.

HR needs to be(come) more empathic. 

Reference: David Ducheyne hrchitects.net Feb.2014

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HR

HR

Digitally SavvyHR will have to master the

digital know-how: social tools, HRIS, self service, analytics, mobility, and

gamification.

Reference: David Ducheyne hrchitects.net Feb.2014

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3rd Parties

Technical SpecialistAbsorbing the need for

organisations to build their own technical capability for

hardware, software and platforms

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3rd Parties

Knowledge PartnerTaking a more proactive role

in ensuring organisations reach data and digital

optimisation. Providing the right skills at the right time.

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3rd Parties

Owners & MaintainersVendors and outsource partners will own the

platforms and in many cases the software. Their

responsibility has shifted from efficiency optimiser to

accountable partner

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“All for one and one for all”

HR + IT + CIO + 3rd Parties

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Photograph: Larry Horricks/BBC

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