1 Presentation name Learning and Development: Digitisation | Wednesday, 15 May 2019 | Slide No. 1Nedbank Limited Reg No 1951/000009/06. Authorised financial services and registered credit provider (NCRCP16).

Strategic Human Resource Management

Prof. Abdulla Kader0829010225

• DBA• Lecturer Seminar Doctoral Programmes UKZN• Senior Faculty member MANCOSA doctoral programme• Lecturer of Strategy at UKZN / Research Methodology/ Strategic Change Management• Lecturer Entrepreneurship UKZN• Supervisor Doctoral and MBA • Research Fellow UKZN• Senior Research Associate University of Johannesburg• Senior Manager Leadership and Development Nedbank• Professor Novosbrisk State University of law and Economics.• Presented at International Conferences• Publications

4 Presentation name© The Insights Group Ltd, 2009-2014. All rights reserved.

Today is about connections

When you feel psychological and social safety, Your brain is switched on, You use your prefrontal cortex, Which means you can learn, think and innovate, and This is the only way to progress in life

Meaning

Helps you manage your mood, If your mood is stable your mind is open to think, and Your will produce SERATONIN (necessary for your mental progression)

Knowing who you are

When you feel like you have a place at home, at work and in society, you feel as though you fit in,

This allows you to release a hormone called DOPAMINE, You need this as a basic foundation for mental health

Belonging

When you greet, hug, shake hands, smile and show empathy, You release OXYTOCIN, You need this hormone as a basis for mental health

Bonding

8 Presentation name

DIGITAL IS HERE! Industrial revolutions

Source: Fourth Industrial Revolution: Current Practices, Challenges, and Opportunities research-articleAntonella Petrillo1∗, Fabio De Felice2, Raffaele Cioffi1 and Federico Zomparelli2

11

Digital capability building

Spark a mindset shiftCrystal clear on thereal impact of digital for you

Create ripple effect

Light some (agile) fires – start small and scale

Senior Leadership

Leaders & Managers

Functional Specialists

The rest of theorganisation

Confidence and capability begins with leadership mind-set

Confidence to frame ‘digital’ in context of strategyCustomer-centric thinking

Raise general awareness and set context for all

Make data available / expect decisions to be supported

Digitally native tools and techniques

12

Leadership competencies Personal attributes

Capability can be readily developed through training, coaching, and skill practice.

Capability reflects a deeply ingrained habit, or style, and is not easily developed.

Leadership Capabilities when building digital capability

Future Work Now

ConnectivityUnderstanding the connections to form a more holistic view of opportunities, challenges, and/or problems and the best ways to leverage people and ideas

Hyper-collaborationWorking cooperatively with a diverse community of others in person, or virtually, to build consensus and take collective action to achieve common goals.

EmpathyEstablishing and sustaining relationships by identifying, understanding, appreciating, valuing, and sharing the feelings of others

Leading Virtual TeamsUsing appropriate technologies and interpersonal styles to form, develop, guide, and motivate remote, dispersed, or physically separated teams to attain successful outcomes and business objectives

Intellectual CuriosityVoracious desire to invest time and energy in constant learning

Cultural CuriosityGathering information and seeking out experiences to learn more about people from other cultures and backgrounds

360° ThinkingIdentifying and understanding problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information from multiple sources

IntegrationAssembling and combining information from local sources to form a well-rounded understanding of complex problems or situations that includes both a short-term and long-term perspective

AdaptabilityMaintaining effectiveness when experiencing major changes in work responsibilities or the environment

AlignmentUsing effective communication, involvement, and persuasion behaviors to help teams, groups, and organizations synchronize their purpose

InspirationMotivating increased employee energy and effort by communicating a compelling view of the organization’s, or team’s, purpose.

Digital AcumenDemonstrating a sophisticated understanding of technology-centered opportunities, challenges and consequences

DeterminationAssuming responsibility for difficult tasks/assignments that contain a high degree of complexity, ambiguity, and uncertainty

Ease of developme

ntHigh Low

Challenge Conventional Models

The 2020+ workplace• Uncertainty and Disruption.• Don’t know what will happen next - unpredictable.• Conventional wisdom is challenged.• Business models overturned.• New business models emerging.• Disruption is planned. If disruption is better planned, then disruption will

win.• Group of talented people – plan disruption.• Exploit weaknesses – new business.• Current business models uncompetitive and not sustainable - threatened

HR Trends• HR as Strategic Partner and Talent Management• HR Governance & King IV – combined assurance• HR Risk Management• New role to impact ethics in organisations• HR contribution to CSR and socio-economic situation – sustainability• Building high performance cultures• HR Technology and Social Media• HR standards and metrics – integrated reporting• HR Competency models – professionalism

The future of HR?

Two radical changes in HR

We need to re-imagine what we do

Labour Market Scenarios 2030

Where is HR going globally?• Compliance vs Flexibility• Career vs outsourcing• State intervention – working hours• Employee wellness• ISO – global HR standards• Workforce development• New retirement models• From workplaces to workspaces

Let us create the future of work

Feminine Gender here are the points . No one but the creator understands their internal logic When computers communicate with each other they

speak in code language only they and experts understands.

Every mistake you make is stored on hard drive for later retervial.

As soon you commit to one you find yourself using half your pay check accessorising them.

In order to get their attention you have to turn them on.

They have a lot of data but still cannot think for themselves

Suppose to help you solve problem but half the time they are the problem.

As soon you commit to one you realise if you have waited a little longer you could have got a better model

25 Presentation name | Wednesday, 15 May 2019 | Slide No. 25

Cross Functional SkillsAbilities Fundamental Skills

Cognitive

• Cognitive flexibility• Creativity• Logical reasoning• Problem sensitivity• Mathematical

reasoning• Visualisation

Physical • Physical Strength• Dexterity and

recisionMental• Happiness• Energy

Content Skills

• Active learning• Oral expression• Written expression• Reading comprehension• Basic digital literacy

Process

• Active listening• Critical thinking• Self- monitoring• Monitoring• Transdisciplinarity

Social Skills

• Collaborating (5 basic)• Emotional intelligence• Influencing• Service Orientation• Sharing• Change Management

Management

• Managing financial results

• Managing material resources

• Managing people• Managing time

Technical Skills

• Equipment maintenance and repair

• Equipment operational control

• Quality control• Slide 4

LeadershipServant Leadership:• Whole leadership• Business acumen• Technical ability• Relationship building• Global acumenDigital Leadership:• Balance growth & risk• Create virtuous circle of

customer engagement• Rethink products and business

models• Innovate

• Robotics• Application

Development• Design Thinking• User Interface Design

(UI) • User Experience

Design (UX)• Social Media

Customer Services• Digital Innovation• Cyber/Digital

Security• Data Security• Data

Architecture/Engineering

• Data Security• Data Storage• Data Management• Data Mining• Data Analytics• Agile• Coding

Digital Skills

Skills of the Future

What’s Influencing Job changes

Rewriting the rules for the digital age

What is really happening

The organization of the futureArriving now

The organization of the future: Old rules vs. new rules

Careers and learningReal time, all the time

Careers and learning: Old rules vs. new rules

Talent acquisitionEnter the cognitive recruiter

The employee experienceCulture, engagement, and beyond

Human Capital Trends

52 Presentation name Learning and Development: Digitisation | Wednesday, 15 May 2019 | Slide No. 52Nedbank Limited Reg No 1951/000009/06. Authorised financial services and registered credit provider (NCRCP16).

Skills of the Future