preparing for hr's next frontier

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Preparing for HR ’s Next Frontier @TalentAnarchy @JasonLauritsen Jason Lauritsen jason@talentanarch y.com

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The future of human resources must look different than its past. This is certain. Advances in technology, radical demographics shifts, and globalization have already dramatically impacted the work of human resources. And more big change is coming. In May 2013, a group of forty leaders from both the corporate human resources and consulting ranks, came together for a two-day think tank. Their challenge? To “re-imagine the role of Human Resources.” The result of the project is a compelling vision for the future for HR’s work and four imperatives that HR must meet to successfully navigate this emerging frontier. Join us for this webinar with Jason Lauritsen, CEO of Talent Anarchy and co-facilitator of The Frontier Project, to learn more about how this group imagined HR’s next frontier and how to prepare yourself with the knowledge and skills you will need to lead HR and your organization into the future.

TRANSCRIPT

Page 1: Preparing for HR's Next Frontier

Preparing for HR’s Next Frontier

@TalentAnarchy@JasonLauritsen

Jason [email protected]

Page 2: Preparing for HR's Next Frontier

Who is this Who is this guy?guy?Jason LauritsenJason Lauritsen

CEO, Talent Anarchy

Former HR Executive

Consultant, Leadership Trainer, Keynote Speaker

Co-author of Social Gravity

Page 3: Preparing for HR's Next Frontier

We build cultures that We build cultures that

fuel Innovationfuel Innovation

• Consulting• Training• Facilitation

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Innovation is significant 

positive change. -Scott Berkun

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…a tale of two trends.LI

FESP

AN

HUMANS

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1937

61

…a tale of two trends.LI

FESP

AN

HUMANS

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2012

…a tale of two trends.LI

FESP

AN

1937

61

78

HUMANS

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2012

78

…a tale of two trends.

HUMANS

LIFE

SPAN

1937

61 CORPORATIONS

Page 9: Preparing for HR's Next Frontier

2012

78

…a tale of two trends.

HUMANS

LIFE

SPAN

1937

61 CORPORATIONS

75

Page 10: Preparing for HR's Next Frontier

2012

78

…a tale of two trends.

HUMANS

LIFE

SPAN

1937

61 CORPORATIONS

75

15

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1. Defining Great 2. Vision3. Imperatives4. Preparation

The Next Frontier

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What makes a work experience great?

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Expansion of self is allowed, encouraged, and supported

1

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Element of challengechallenge that forces one to stretch and grow

2

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Sense of freedom and ownership for the work and its result

3

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Emotional connection and sense of meaningmeaning

4

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Connection and camaraderie with others

5

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VisionCreate a powerful

ecosystem; unleash your

people to develop the business.

Let your people go!

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Conquering the Next Frontier

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Conquering the Next Frontier

Business Alignment

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Conquering the Next Frontier

Employee Lifecycle Analytics

Business Alignment

Page 25: Preparing for HR's Next Frontier

Conquering the Next Frontier

Employee Lifecycle Analytics

Work Experience Design

Business Alignment

Page 26: Preparing for HR's Next Frontier

Conquering the Next Frontier

Business Alignment

Employee Lifecycle Analytics

Work Experience Design

Employee Engagement

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Business Alignment

Create integrated strategies, processes, and metrics that anticipate the needs of the organization and enable it to meets its growth, expansion, and profit goals.

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Use internal employee and organizational data plus

meaningful external data to give decision makers insight for

driving and validating action and pursuing competitive advantage.

Employee Lifecycle Analytics

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Work Experience Design

Foster collaboration between people and organizations to provide a more human and productive work experience.

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Engagement as the application of discretionary

effort and resources with mutual interest in each other’s

success.

Employee Engagement

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Preparing for the Preparing for the JourneyJourney

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1.Know the business.

Preparing for the Preparing for the JourneyJourney

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1.Know the business.

2.Master influence and political savvy.

Preparing for the Preparing for the JourneyJourney

Page 34: Preparing for HR's Next Frontier

1.Know the business.

2.Master influence and political savvy.

3.Get smart about data.

Preparing for the Preparing for the JourneyJourney

Page 35: Preparing for HR's Next Frontier

1.Know the business.

2.Master influence and political savvy.

3.Get smart about data.

4.Know the people.

Preparing for the Preparing for the JourneyJourney

Page 36: Preparing for HR's Next Frontier

1.Know the business.

2.Master influence and political savvy.

3.Get smart about data.

4.Know the people.5.Experiment and

take risks.

Preparing for the Preparing for the JourneyJourney

Page 37: Preparing for HR's Next Frontier

1.Know the business.

2.Master influence and political savvy.

3.Get smart about data.

4.Know the people.5.Experiment and

take risks.6.Build your tribe.

Preparing for the Preparing for the JourneyJourney

Page 38: Preparing for HR's Next Frontier

Preparing for the Preparing for the JourneyJourney 1.Know the

business.2.Master influence

and political savvy.3.Get smart about

data.4.Know the people.5.Experiment and

take risks.6.Build your tribe.7.Articulate a vision.

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We are called to be architects of the

future, not its victims.Buckminster Fuller

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Designing the Future of Work

November 11-12, 2013Houston, Texas

Page 41: Preparing for HR's Next Frontier

GET CONNECTEDtalentanarchy.comtwitter.com/TalentAnarchy

Jason [email protected]

402.651.4148twitter.com/jasonlauritsen