SLIDE 1
The Inside Gig
Edie L. Goldberg, Ph.D. HRPS CHRO Circle 02/04/2020
CHRO Circle Virtual Discussion February 2020 Facilitor: Edie L. - - PowerPoint PPT Presentation
CHRO Circle Virtual Discussion February 2020 Facilitor: Edie L. - - PowerPoint PPT Presentation
CHRO Circle Virtual Discussion February 2020 Facilitor: Edie L. Goldberg, Ph.D. The Inside Gig Edie L. Goldberg, Ph.D. HRPS CHRO Circle 02/04/2020 The Need to Continuously Learn and Grow 5 years 8 of 10 93 % 1 of 3 42 % Half-Life of
SLIDE 2
SLIDE 3
The Need to Continuously Learn and Grow
The Inside Gig 3Agree Using Skills Well Managers View Learning as Important Would Stay Longer Half-Life of Skills Likely to Leave if Not Learning
42% 93% 1 of 3 8 of 10 5 years
SLIDE 4
The reason why it is so difficult for existing firms to capitalize on disruptive innovations is that their
processes and their business model
that make them good at the existing business actually makes then bad at competing for the disruption.
- Clayton Christensen
SLIDE 5
The Rise of the new Talent Operating Model
SLIDE 6
Breaking down the traditional operating model
The Inside Gig 6STRATEGY & VALUES OPERATING MODEL EXECUTION
Structure Governance Accountabilities Ways of Working People Processes Technology
Capabilities
HR leads these workstreams for the company
SLIDE 7
Breaking down the traditional operating model
The Inside Gig 7STRATEGY & VALUES OPERATING MODEL EXECUTION
Structure Governance Accountabilities Ways of Working People Processes Technology
Capabilities
HR leads these workstreams for the company
SLIDE 8
The New Talent Operating Model
The Inside Gig 8Growth mindset culture Team-based Goal setting Crowd-Sourced Feedback Personalized Rewards Project-based work Talent-sharing Self-directed, micro-learning Skill Communities Agile Organization Design Skill Inventory Management
SLIDE 9
Discussion Questions
1. Does the idea of the need to change
- ur Talent Operating Model Resonate
with you? Why/why not? 2. What intrigues you about the concept
- f creating the Inside Gig in your
company? 3. What scares you about the idea? 4. What operating model shifts have you been working on to adapt to the changing needs of your organization and its employees? 5. What lessons learned or big wins can you share with others?
SLIDE 10