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HR Professional Impact
Louisa Baczor
HR Professional Impact Louisa Baczor The world of work is changing - - PowerPoint PPT Presentation
HR Professional Impact Louisa Baczor The world of work is changing - - PowerPoint PPT Presentation
HR Professional Impact Louisa Baczor The world of work is changing What are the key changes affecting your organisation? Work can and should be a force for good 37% of organisations have seen an increase in stress-related absence over the
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What are the key changes affecting your organisation?
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Work can and should be a force for good
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37% of organisations have seen an increase in stress-related absence over the last year
cipd.co.uk/healthandwellbeing2018
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Total FTSE 100 CEO pay increased by 11% between 2016 and 2017
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Putting the people profession at the heart of change
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Do the long-term interests of people,
- rganisations and society justify sacrifices
in the short-term?
70% said it would be the right thing to do in theory. But only 23% always apply this principle in practice.
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Think of a time when you’ve faced a dilemma in your work. What did you do?
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What happens when values collide?
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How empowered do you feel to challenge decisions made by senior leaders?
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What helps people practitioners to uphold strong professional values in their careers?
The People Profession in 2018
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Factors influencing ability to demonstrate professional behaviour
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Values on how employees should be treated
88% 62% 61% 49% 26% 62% 44% 41% 49% 47%
Employees should be given the
- pportunity to
develop in the
- rganisation
Employees should participate in workplace decisions Employees should share the financial success of the
- rganisation
Employees should accept that the
- rganisation cannot
guarantee security
- f employment
Employees should accept the employment deal that is offered to them
The 'People Profession' Your organisation
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Most important indicators of own performance
44% 43% 13% 30% 42% 28% 26% 15% 58% Create economic value through
- rganisational effectiveness (e.g.
financial outcomes and
- rganisational performance)
Contribute to people's well-being (e.g. happiness, fairness, and health) Contribute to societal benefit (e.g.
- utcomes for communities and the
economy) 1 2 3
cipd.co.uk/people-profession-survey
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How performance is evaluated in the
- rganisation
63% 25% 12% 20% 51% 30% 18% 24% 58% Create economic value through
- rganisational effectiveness (e.g.
financial outcomes and
- rganisational performance)
Contribute to people's well-being (e.g. happiness, fairness, and health) Contribute to societal benefit (e.g.
- utcomes for communities and the
economy) 1 2 3
cipd.co.uk/people-profession-survey
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Ethical climate in organisation
31% 28% 54% 55% Managers in my organisation often engage in behaviours that I consider to be unethical In order to succeed in my organisation, it is often necessary to compromise one's ethics Agree Disagree Don't know
cipd.co.uk/people-profession-survey
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Credibility of team/department
23% 54% 57% 58% The HR/people department is NOT given
- pportunity to contribute meaningfully
to my organisation's needs The HR/people department is respected in my organisation The HR/people department is taken seriously in my organisation The HR/people department is given
- pportunity to add value to my
- rganisation
% Agree
cipd.co.uk/people-profession-survey
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Professional courage
11% 12% 8% 28% 32% 38% 35% 36% 40% Accepted the tasks given because I felt I had to do what I was asked Challenged the purpose of what I was asked to do and proposed alternative ways that I could contribute Accepted the tasks given, but found new and different ways to carry them
- ut
Always Often Sometimes
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- 13% have gone
against managers’ decisions if they violated ethical standards.
2 in 5 practitioners have stated their views about an ethical issue to a manager in the past year
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Over 6 in 10 say their job gives them the
- pportunity to fully express themselves as a
professional
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Nearly 3 in 10 feel there’s a conflict between what their organisation expects of them and their professional beliefs
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Sources of evidence used in decision-making
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Evidence-based practice
cipd.co.uk/peopleanalytics
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Recommendations for people professionals
Invest in CPD Build confidence to challenge Be more evidence- based
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The new Profession Map
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Peopleprofession.cipd.org
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