rohit talwar - hr 2020 - aesc - november 17th 2011

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Rohit Talwar's presentation on the future of HR to the 15th Annual AESC Conference on London.

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  • HR 2020 People Leadership in Turbulent Times and the Impact on

    Senior Executive Recruitment and Representation

    15th Annual AESC Conference - London

    November 17th 2011

    Rohit Talwar CEO - Fast Future Research

    www.fastfuture.com rohit@fastfuture.com Twitter @fastfuture

  • Contents

    Presentation p. 3

    About Fast Future p. 62

    Image Sources p. 70

  • Driving Future Growth

    Business

    Trends

    HR 2020 Core

    Skills

  • Organisations Need to Work on

    3 Horizons in Parallel

    1-12 Months

    Operational

    Excellence

    1-3 Years

    Drive for

    Growth

    3-10 Years

    Creating

    the Future

  • Growth is not Guaranteed

  • Thinking is Back in Fashion

  • Transformational Change?

    Its Only Just Begun

  • The World in 2015

  • Demographic Destinies 2 billion more people in 40 years

    Demographics is Driving Economics

    1998

    448 691

    729

    5231

    4157

    739

    1030

    344

    585

    Source : United Nations 2010 2050

  • Life Redefined Lifespans are Increasing

    Under 50s have 90% chance of living to 100.

    Aubrey de Grey suggests

    we could live to 500 or 1000

    What are the health,

    housing, consumption and

    resource implications?

    What kind of opportunities

    will be created?

  • BCGS 2011 Global Challengers and Emeriti: Origin Countries

    33

    20

    14

    8 6

    5 4

    3 3 2 2

    1 1 1 1 1

    0

    5

    10

    15

    20

    25

    30

    35

    Source: Boston Consulting Group, January 2011

  • Service is the Killer App

  • Tackling Complexity

    Process

    Organisation

    Information / Systems

    Regulatory

    Human

  • Think Like the Customer

    e.g. Open Innovation

  • New Business Thinking

    e.g. Ultra-Quick Construction

  • New Business Models - Auctions

    3088 8791.50 81

  • Access vs. Ownership

  • Telephony Voice

    Messaging

    SIM card

    Phonebook

    Ring Tones

    Security

    Connectivity Cellular

    Up to 14 bands

    WLAN/BT

    GPS

    NFC

    FM

    Data/

    Enterprise 100Mbps

    Email

    IMS

    Browsing

    VPN

    PIM

    Ecommerce

    Payments

    Software Protocols

    Middleware

    Applications

    User Interface

    Minimize fragmentation

    Multimedia Camera 8-16M

    Camcorder

    24M Color Display

    Memory (160GB)

    Multiformat A/V HD Video/TV out

    Games

    (50-100M Tps)

    DRM

    TMT Convergence and Immersion

  • Next Generation Interfaces

  • Haptics / Holograms / Interactive Surfaces

  • Focus on Growth Industries

  • Rising Infrastructure Spending

    CIBC projects up to $35 trillion in public works by 2030 (1)

    Annual spend:

    North America $180Bn

    Europe $205Bn

    Asia $400Bn

    Africa $10Bn

    Green Buildings - $600Bn by 2015

  • Airport Expansion by 2020

    China from ~150 to 244

    India from ~100 to 150

  • Opening Up Education

  • Green Transport Revolution

  • Extending the Experience

  • The Slide@T3

    Changi Airport - Singapore

  • Virtual Grocery Shopping Tesco South Korea

  • 3D Printing

    $1Tn+

  • The Evolving HR Agenda

  • Barriers to HR Effectiveness over

    the next decade

    Lack of

    business and

    strategic

    understanding

    in the HR

    function

    46%

    Failure to

    attract,

    develop, retain

    and reward

    suitable talent

    at all levels

    46%

    Emphasis on

    cost cutting

    over people

    development

    43%

    Corporate

    culture not

    valuing

    talent

    development

    39%

  • Maximising HR's Contribution -

    Critical Roles

    61%

    44%

    37% 35% 34% 31%

    0%

    10%

    20%

    30%

    40%

    50%

    60%

    70%

    Becoming a strategic partner,

    coach and mentor and developing HR

    as a source of competitive advantage

    Acquiring, developing and retaining talent

    Managing change and cultural

    transformation

    Individualisation and personalisation of

    HR services to meet the differing needs

    of leaders, managers and

    employees

    Addressing the demographic

    challenges of a global and multi-

    generational workforce

    Becoming a learning organization

  • Strategic Priorities for HR

    Aligning HR / talent and

    business strategies 73%

    Nurturing engagement /

    commitment 58%

    Developing clear HR

    strategy 51% Developing global model

    for people & skills 49%

  • Leadership and Management

    Development

    Managing, motivating /

    integrating a multi

    generational workforce 58%

    Build management /

    leadership capability to

    manage an increasingly

    global /diverse workforce 57%

    Help management and

    leadership to work in a

    flat structure 49%

  • Supporting Employees

    Maximising individual talent, competence,

    commitment, and contribution 56%

    Building and sustaining employee

    trust and engagement

    Helping employees find a sense of

    purpose and meaning in their work

    43%

    39%

  • Performance Management -

    Maximising Employee Contribution

    Supporting lifelong learning -

    continuous re-skilling 61%

    Implementing real-time learning /

    development solutions 49%

    Improving training / delivery

    effectiveness 40%

  • Operational Delivery Priorities

    Consistent / Auditable

    Process & Policy Execution

    Supporting self-organising and

    self-directed teams

    Cost control Managing business risks

    50% 48%

    41% 41%

  • Organisation Design and Culture

    Facilitating alignment between

    strategy and organizational

    design, culture, values and

    ethics 65%

    Developing organizational

    capacity to respond quickly /

    adapt to change 60%

    Redesigning organizational

    structures to ensure flexibility /

    responsiveness 48%

    Ensuring HR policies can support

    boundaryless org models 42%

  • HR Technology Priorities

    Enabling the workforce to stay

    connected in remote locations Enabling self-service by managers and employees

    Providing up to date employee-

    centred information

    Using social media based communications

    internally to drive engagement / retention

    52% 47%

    40% 38%

  • Outsourcing HR Prime Candidates

    Education, training &

    development 55%

    Compensation & benefits

    administration 51%

    Employee administration 46%

  • Management of the HR Function

    Anticipating key

    trends and

    developments that

    could impact HR and

    talent related issues

    in the organisation

    Building a deep

    understanding of

    business in general

    and of their own

    organisation in

    particular

    Developing HR as an

    effective partner,

    coach and mentor to

    the business

    58% 50% 50%

  • Where are the Opportunities?

    Networks

    Development

    Representation

    Business Models

  • How can Leaders Respond?

  • Lead or Follow?

  • Make Time and Space for Change

  • Be Sticky and Magnetic

  • Create Tolerance of Uncertainty

    Encourage Experimentation

  • Broad Scans and Deep Dives

  • Embrace Networks and

    Associations

  • Encourage Curiosity

  • Conclusions Future Leaders

    Forward Looking

    Experimental

    Tolerant of Uncertainty

  • About Fast Future

  • Fast Future

    Core Services

    Live Events - Speeches, briefings and workshops for executive management and boards of governments, investment funds, development agencies , companies, airlines, airports, hotels, venues, CVBs and associations

    Future Insights - Customised research on emerging trends, future scenarios, technologies and new markets

    Immersion - Deep dives on future trends, market developments, emerging issues and technology advances

    Strategy - Development of strategies and business plans

    Innovation - Creation of business models and innovation plans

    Engagement - Consultancy and workshop facilitation

  • Fast Future Research, consulting, speaking, leadership

    5-20 year horizon - focus on ideas, developments, people, trends and forces shaping the future

    Clients

    ING, ABN Amro, Laing ORourke

    Marks and Spencer

    Airports - Aeroports de Paris / Schiphol Group

    Vancouver Airport Services

    Industry Associations ICCA, ASAE, PCMA, MPI

    Corporates - GE, Nokia, Pepsi, IBM, Intel, Orange, O2, Siemens, Samsung, GSK, SAPE&Y, KPMG,

    Amadeus, Sabre, Travelport, Travelex, ING,

    Santander, Barclays, Citiba

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