The document discusses how the future of work and HR's role is changing. Key changes include the rise of the gig economy, use of algorithms and automation for routine work, a focus on building organizational capabilities rather than hierarchical structures, just-in-time hiring, learning throughout one's career rather than just in school, and measuring soft skills like employee engagement and sentiment through tools like Visier and Yammer. HR will need to rethink areas like hiring, performance management, learning, and organizational structures to adapt to these changes.

1. THE FUTURE OF WORK
AND HR’S PLACE IN THIS FUTURE

2. THE NEW CAR DRIVER

3. THE NEW TRUCK DRIVER

4. THE NEW COURIER BOY

5. THE NEW FRONT DESK

6. Recreational therapists 0.003
Dentists 0.004
Chemical engineers 0.02
Editors 0.06
Economists 0.43
Commercial pilots 0.55
Real estate agents 0.86
Accountants and auditors 0.94
Telemarketers 0.99
Source: “The Future of Employment: How Susceptible are Jobs to Computerization?” by C.Frey and M.Osborne (2013)

7. Will a Robot take your job?

9. THE GIG ECONOMY

10. NETWORKED WORK
50%
Corporate
customers
80%
freelancers

11. JUST-IN-TIME HIRING

12. Work 9-5 Work anytime anywhere
PAST FUTURE
Hoards
information
Shares
information
Climb the
Corporate ladder
Creates
own ladder
Relies on
email
Runs work on
Slack, Asana

13. Algorithms & Automation
take over routine work

14. Automation
Outsourced
Talent that will make all
the difference

15. Still HR finds it
hard to find a
place in the
table…

16. HRHR-A -LO
HR Administration
Manage compensation &
benefits
HR – Leadership and Organization
Focus on building the org. for future -
improving people capabilities, culture,
org. structure, just-in-time capabilities
Source: HBR: It’s time to split HR by Ram Charan

17. RETHINK
HIRING

18. WHO DO YOU HIRE?

19. DISRUPTIVE HEROES
Ability to
Challenge status-quo
RELENTLESS EXPLORERS
Ability to
create new ways
FEARLESS WORKERS
Willingness to
fail forward
Source: http://www.hrtalentmanagement.com/: Future of Work – 2015 -2020 and beyond.

20. RETHINK
PERFORMANCE &
RECOGNITION

21. DEC JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP
Bell curve
Employee morale
Attrition
Never reaches the
earlier level
Dips in anticipation of
the next year
appraisal
And dips even
further

23. The irrelevance of annual performance appraisal
Employees
work in
multiple,
dynamic
teams
over year.

24. Feedback
Performance Review
Problem-finding
Speedback
Preview
Problem-solving

25. 3
Build trust
NURTURE
4
Hold everyone
accountable
WEED
5
Engagement
Profitability
Customer loyalty
HARVEST
STICK IS OUT, CARROT IS IN
2
PLANT
Communicate
openly
1
SEED
Set clear
goals
Source: The Carrot Principle by Adrian Gostick & Chester Elton

26. TRUE MEASURE OF EMPLOYEE SATISFACTION

27. RETHINK
LEARNING

28. K-12
Higher Ed.
Job
Career Ladder
Retirement/ Pension
5-22 23-65 66+
OLD ECONOMY LEARNINGSCHOOLCAREERRETIREMENT
Age

29. NEW ECONOMY LEARNING
Learn
Engagement
LEARNLEVERAGELONGEVITY
Age
Learn Learn Learn Learn
Engagement
Engagement
Engagement
Engagement
5-22 23-65 66+

30. RETHINK
STRUCTURES

31. Know that boss only likes his
own ideas, so align to
whatever he says.
Owns the biggest
team, so believes he’s
more powerful and
more right
Has unique ideas
but others pull
him down.
Owns a smaller team,
so believes in securing
power by aligning
more with the big boss
Wants to move to
the other team,
but knows boss
will not let him
ORGANIZATIONAL HIERARCHYTHE REAL

32. THE ORGANIZATION ON WHEELS

33. Courtesy: Asana

34. RETHINK
MEASUREMENT

35. QUANTIFIED HR
Source: Visier

36. Excited
Amused/Playful
Optimistic/Thankful
Sad
Confused/Annoyed
Neutral/Other
GET NUMBERS BEHIND ‘FLUFFY’ STUFF
Source: Yammer

37. Regardless of what computers achieve,
our greatest advantage lies in what we
humans are most powerfully driven to do:
Empathy
Creativity
Social sensitivity
Storytelling, humor
Building relationship and
Leading