TRANSFORMATIONAL Author - Transformational HR

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1 TRANSFORMATIONAL Author - Transformational HR Chartered MCIPD & #23 HR Most Influential Thinker 2017 Chief Energy Officer - People & Transformational HR Ltd Certified WorldBlu Freedom at Work Consultant + Coach Fellow: the RSA and Visiting Fellow: Sheffield Hallam University Adjunct Faculty: Ashridge Executive Education - Hult Business School Associate: The Work Foundation

2 TRANSFORMATIONAL HR Why transforming HR, will transform your business, your employer brand, and your future.

3 Transforming the future of your workplace #Future of work Creator of the 7 Dimensions of the Future of Work keynote / workshop I am a TEDx,International CPD-accredited speaker on our emerging future. #HR re-worked HR metamorphosis for a transforming world of work I speak, write and consult on a new HR proposition, fit for 21st Century work. #Democracy at work New structures & organisational flow to create a great place to work I am the world s only certified WorldBlu Consultant + Coach. #Hackathons for work To innovate & reimagine work using inclusive / open ideas-jams I am the CIPD/MiX Guide for the Hacking HR Programme. #Social Technologies and work Connect, share and learn using social media and collaborative tools I am Social Media & HR Adviser to the CIPD.

4 Recent Clients

5 Perry Timms international keynote speaking coverage countries 6,500 minutes 9,000 people The Future of Work and Next Stage Organisations Alternative and Progressive HR & learning design, models and practices Democracy and Freedom at Work and the advent of Employee Experience Social and digital technologies impacting on our learning and working lives

6 Transformational HR is...

7 Transformational HR is... Designing a better experience of work AND enabling high performance working Engineering for a balanced workplace that is humane AND productive Creating more just organisations; doing good AND with sustainable economics Helping leaders show warmth and empathy AND be inspiring stewards of success Being agile, responsive, liberating AND a reliable, effective & confident group of professionals, supporting the organisation s people and their goals.

8 >> HR HISTORY HR FUTURE

9 HR DELIVERY MODEL 1997 >> NOW Shared Services Centre of Excellence Business Partners Centralised, technology-enabled HR service delivery excellence. Sometimes outsourced HR experts with specialist knowledge who deliver leading edge strategy and solutions HR professionals working closely with business leaders to improve business outcomes through human capital solutions

10 CIPD/Management Innovation Exchange - HR Hackathon ENEMIES OF ADAPTABILITY HIERARCHY FEAR DECISION BIAS HABIT CENTRALIZATION INFLEXIBLE BUSINESS PRACTICES RIGID STRUCTURES SKILLS DEFICIT SHORT-TERM THINKING INSUFFICIENT EXPERIMENTATION LACK OF DIVERSITY A PAUCITY OF PURPOSE

11 CIPD/MiX- HR Hackathon DESIGN PRINCIPLES OF ADAPTABLE ORGANISATIONS EXPERIMENTATION & LEARNING TRANSPARENCY & OPENNESS AUTONOMY & TRUST PURPOSE & MEANING DIVERSITY FLEXIBILITY CREATIVITY PEER COLLABORATION NATURAL LEADERSHIP & MERITOCRACY

12 Exponential Organisations: A Business Model for the connected era From To Top-down, hierarchical Autonomous, socialised net-working Financial performance Transformative purpose Sequential thinking, processes Internal R&D / Policy making Experimentation, iteration, creativity Community and crowd, innovation as usual Strategic planning and risk aversion Emergent, experimental, purpose-led Hard-wired workforce Flexible, on-demand, lifestyle workers Assets and ownership Leveraged utilities, communal sharing

13 2017: Time to transform the HR brand

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16 TRANSFORMATIONAL HR: 3 ASPECTS

17 SELF COLLECTIVE SYSTEM TRANSFORM: ME; WE; IT

18 TRANSFORM: Transforming Self:ME The first point of transformation Know Self: Who are you? What brings you to life? Show High Self Worth Know Systems Understand the world that you and others operate in Use Design and Sensing Know Skills: Know what you and others have & how to use those skills Be the Analyst Know Others: How do you show warmth? Empathy? Relatedness? Be the Relationship Exemplar Know Need: Get what others want from you and your work Be a Critical Thinker Know Energy: Understanding yours, others & systems energy to direct focus and application Use Social Intelligence

19 Transforming Self: a T-model for more science in HR PRACTICES What the rest of the professional world sees Recruitment & Selection: Pay & Benefits: Diversity & Inclusion: Employment Law: Mediation: Well-being: Discipline & Grievance: Learning & Development; Organisation Design; Coaching & Consulting: Culture & Values SCIENCES & DISCIPLINES What HR professionals are practicing and are skilled in to drive more progressive versions of the surface-level practices Psychology: Sociology: Anthropology: Philosophy: Behavioural Science & Behavioural Economics: Neuroscience: Linguistics: Agility: Design: Innovation: Learning: Performance: Metrics: Data Analytics: Modelling & Scenario-making: Governance & Ethics: Self-Awareness and Social Intelligence: Creativity & Art: Sensemaking: Networking

20 Transformational HR: We - Partnership Level HR practitioners working and learning in pairs & squads Togetherness2 Impact2 Joining forces with others in a shared belief and philosophy Working in pairs to enhance the impact of our transformational work Innovation2 Learning2 Sharing ideas and co-creating new ways and ideas to transform our work Gifting each other with what we each know to transform our knowledge and skills Confidence2 Enhancing how we feel about our contributions to solving problems and transforming

21 External Vigilance Socio-Political Macro Economic Market Trends Societal Citizenship Contextual Intelligence People Insight Performance Data Scenario Learning Algorithmic Analytics Conscious Leadership Participatory Activism Elimination of Interference Stewarding a Just Organisation Transformational HR Strategic / Systems level Systems, Models Maps, Networks Community Management Digital Experience Innovation Design Artistry Organisational Psychology Work Philosophy Team Dynamics People Development Application of Science Wellness & Energy Power of Purpose

22 AN HR METAMORPHOSIS FOR A TRANSFORMING WORLD OF WORK

23 The Four Zones Model for Transformational HR HR People & Organisation Transformation HR People Strategy & Partnerships T-HR HR People Performance & Development HR People & Programme Support

24 Four-Zone Model - The Elements > > > > The philosophy - what is the thinking and short defining purpose for this element The mission - what is the zone intended to do (in statement format) for greater clarity The vision - how we might describe this zone to others who aren t familiar with it. The narrative - bringing the zone further to life.

25 HR People & Programme Support HR People Strategy & Partnerships > exists to orchestrate harmony across people, the organisation and processes > exists to build relationships with people and intelligence about people > will deliver secure, swift and specialised support to recruitment, > will work closely with people at all levels across the organisation, developing a greater understanding of their work and needs. Through collaborative working and the gathering of intelligence on what matters to people, provide insight on how HR can make ever greater differences to personal fulfillment and collective success. joining, development and leaving alongside support for transformational projects and initiatives. > acts as project scrum masters and supercharged administrators for essential processes that power the HR proposition supporting the organisation s strategic goals, and creating a superior colleague experience. > will use their relationship strength and insight-led approaches to inform the most acutely tuned strategy for the betterment of people and the organisation. HR People Performance & Development HR People & Organisation Transformation > exists to create the circumstances for people to do their best work > is a space to create the future for people and the work they do > will work closely with people at all levels across the organisation, > will work through a series of projects that create fundamental shifts in understanding the best ways to help people do great work that is individually fulfilling and effective for the organisation whilst providing critical development pathways and sense of personal and professional growth. the nature of work processes and structures, whilst building supporting and enabling activities that help people through business transformation > brings science, art and energy to the continuing advancement of people s skills, behaviours and their applied endeavours at work. > is the go-to place for innovative thinking and doing that designs systems and processes to transform ways of working for future organisational and individual success

26 HR People & Organisational Transformation HR People Strategy & Partnerships Change Mapping existing HR deliverables Research programmes People Strategy Future Skills Talent Development OD People & Business Intelligence Client Experience Coaching CHRO/ HRD Employer Brand Employee Experience Business Analysts Leadership Development L&D Talent Acquisition Employee Relations Reward Project and Scrum team Management Recruitment Programmes and campaigns Colleague (HR) Experience HR People & Programme Support Learner Experience HR People Performance & Development Future Experience

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31 Putting it all together

32 A revised HR Proposition and Model Transforming Self: Assessing your transformational quotient Extreme HR - Pairs & Squads for Working and Learning The Four Zones Model for Transformational HR Disruptive Innovation & HR Hackathons bringing the new energy of change and transformation Using social and collaborative tools and platforms Creating a set of new HR Value Proposition Canvases and Building a new HR Business Model

33 A revised HR Proposition and Model Agile HR - the concept HR work as agile projects Learning the agile stages Story Backlogs Resources Product definitions / management Sprints Burndown Charts Scrums Plan; do; review; assess cycle UX Design in HR projects Minimum Viable Product (MVP) Design Thinking Putting into action: case studies and real projects

34 AN HR METAMORPHOSIS FOR A TRANSFORMING WORLD OF WORK

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36 Transformational HR AN HR METAMORPHOSIS, FOR A TRANSFORMING WORLD OF perry@pthr.co.uk pthr.co.uk Medium.com/@PerryTimms