Future of HR Project Overview & Context H R University of Southern California Presentation only. Not for distribution.

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1 Future of HR Project Overview & Context H R

2 Future of HR : Collective Action, Real Change, Future-Focus and Inclusive Align HR with Value Creation: How HR Helps Organizations Achieve An Enduring Mission Improve the Expectations of HR s Key Constituents Rewire the Work of HR Insure the HR Talent Pipeline: Ample Top Talent for the Re-Mastered HR Role

3 Project 1: Align HR with Value Creation for Organizations that Win

4 Four Potential Future States The Five Forces of Change can be captured in two central themes - - Democratization of Work and new level of Technological Empowerment. These Four Potential Future Scenarios appear below and are described on the next page. Five Forces of Change Two Core Themes Four Potential Future Scenarios Democratization of Work A more highly democratized future is characterized by new employment relationships shorter in duration and more company / individual balanced. A shift toward a more agile and responsive view of work will deliver results by activating purpose-built networks. When these two themes are plotted against one another in a high/low relationship, they suggest Four Potential Future State Scenarios that likely emerge by Technological Empowerment Technology is transforming the way we live and work. Machine learning, 3D printing, mobile, wearables, and algorithmic analytics are some of the many technologies that promise to improve individual empowerment.

5 New Work: Horrible or Wonderful? Horrible Risk shifted to workers Employers stop training Death of the Career Commoditization Rush to lowest cost Worker exploitation Wonderful Transportability On-demand training Boundaryless careers Precise work-worker matching Rewards segmented to match needs Worker Empowerment

6 Unlocking The Lead the Work Code Assignment How Small to Deconstruct? How Widely to Disperse? How Far From Employment to Detach? Organization How Easily To Permeate? How Strongly to Interlink? How Deeply To Collaborate? How Extensively To Flex? Rewards How Small the Time Frame to Shorten? How Specifically to Individualize? How Creatively to Imagine?

7 Assignment: Jet Blue Service Agents Jet Blue focused on restructuring the work of phone agents, creating an infrastructure so the work could be done part-time with stayat-home agents. A workplace perfect for motivated stay-athome Mom s

8 The New Meaning of Organization Our organization is a place containing employees doing work. Our organization is a fixed set of functions that work together to create value. Supply chain Retail stores IT Manufacturing Marketing R&D Our organization organizes work and talent. Our organization is a flexible set of functions, and deciding which ones get done inside the organization is a big part of strategy. Supply chain Manufacturing Retail stores IT Marketing R&D Retail stores R&D

9 Your Work Done by Someone Else s Employees Siemens creates a hearing aid for kids Where is the best talent that understands how to engage children with a product Disney Siemens uses Disney employees to create a hearing-aid comic book EXec EXcel Group LLC

10 The Siemens Disney Kit The Disney Kit. The Disney Kit for younger children includes a cuddly Mickey Mouse and storybook. Reading and playing with Mickey helps younger kids gain confidence in their hearing aids. And to keep their hearing aids in peak condition, the kit also provides all the maintenance essentials parents need, like a battery tester, drying set, listening stethoset and a cleaning tool.

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13 Platforms: UpWork 2 million businesses, 2,500 skills, 10 million freelancers earning > $900 million a year. Revenue > $750 million. Will the best more likely be your employee or a freelancer?

14 Lead the Work and the Future of HR Assignment Deconstruct Disperse Detach Rewarding Developing Separating Planning Engagement Leadership Diversity Performance Culture Attracting & Sourcing Selecting Reward Shorten Individualize Imagine Deploying Organization Permeate Interlink Collaborate Flex

15 What Does Worker Engagement Mean? Appirio is the company that acquired TopCoder Appirio has about 700 employees and was rated a best place to work in the UK Apprio delivers work through over 700,000 community members globally Should Appirio be the best place to work for 700 or 700,000? EXec EXcel Group LLC

16 How Business Practices May Shift From Today to 2025 Fueled by the Five Forces of Change, we anticipate that the specific Drivers for Success related to each Capability will undergo a significantly transformation over the next ten years. While the degree of change will vary based on industry, geography and competitive pressure, some organizations are already facing and addressing these shifts. The following pages provide a description of what these changes may look like. FROM TO FROM TO Business Acumen Strategic Business Leadership Sourcing & Recruiting Talent Relationship Building Data Analysis & Decision Making Change Management Sense Making Agile Leadership Your workforce Linear, fixed, hierarchical jobs Communities of Talent Diverse Array of Personal Experiences FROM Employment Brand TO Employee Experience FROM Rewards Management TO Rewards Personalization Organization Development Employee Engagement Team Collaboration Corporate Social Responsibility FROM Culture Orchestration Community Engagement Community Collaboration Providing Purpose & Meaning in Work TO FROM Managing Performance Position & Org. Mgmt. Learning & Development Dialogue that Aligns & Drives Performance Work-Driven Network Management Community Development & Boundaryless Careers TO Fiduciary Governance Fiduciary Leadership Employee Relations Employee Matters & Legal Compliance HR Technology Management Employee Technology Experience Contact Center Employee Services Page Six

17 The Future of HR Hero leadership Collective leadership Intellectual property Agile co-creativity Employment value proposition Personal value proposition Sameness Segmentation Fatigue Sustainability Persuasion Education 17

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19 HR as Orchestra Conductor EXec EXcel Group LLC

20 THANK YOU The Future of HR, August 2015 Chicago (hosted by Towers Watson) August 25-26, 2015 with John Boudreau (CEO), Ian Ziskin (CEO), and Ravin Jesuthasan (Towers Watson) Guest Speakers: Kaye Foster-Cheek (Boston Consulting Group) Michael Johnson (UPS) Jay Moldenhauer-Salazar (Riot Games) Linda Rogers (esilicon) Mara Swan (Manpower Group) Ellyn Shook (Accenture) John, Ian, and Ravin will share their latest research, stories from companies, and next steps on the Future of HR. They will review cases and examples of what companies and CHRO's are doing today to meet the changing demands of business. This dynamic and interactive Thought Leaders Exchange is meant to bring together CHROs (or the person at your organization responsible for driving HR strategy) and their direct reports to meet the future head-on. Target Audience: The target audience for this program is the CHRO (or HR decision maker driving strategy) and that person's direct reports at your organization. Contact for more info. 20