The New World of Work: Fresh Strategies for the Workplace
+ 2018
20 + countries 10,000 + minutes 12,000 + people
“We’re on the cusp of the Fourth Industrial Revolution , or Industry 4.0. It’s quite different than the three Industrial Revolutions that preceded it… steam and water power, electricity and assembly lines, and computerization ... because it will even challenge our ideas about what it means to be human ”
4IR : The next machine revolution Giving us more space to care for human, The rise of machine learning, algorithms community and planetary needs, whilst and artificial intelligence, and the advent competing against competitive, of blockchain and sustainable energy economically driven, industrialised models sources… gives rise to a more automated world of work. of operating. Work that could be automated 47% Nature of work we currently do likely to be automated in the next 20 years. (Oxford University study) 65% of children now entering primary schools, will hold jobs that currently don’t exist World Economic Forum 2018 The future is being written before our very eyes. How do we participate in the connected future of work?
Skills in the future of work
4IR: The Fourth Industrial Revolution
What’s the Future of Work? Automated Digitised Miniaturised
Spread, Kyoto 219m Lettuces per year
30% more efficient; 0 pesticides; advanced, lower-cost LED lighting
Rethink Robotics: Baxter - $25k, multi purpose assembler, packer, line worker
Industrial Perception Inc: 3D vision, spatial awareness supply chain robot
Ocado Warehouse: Grid-based, designed for bots, vertical storage, 2x products
Kura Sushi Bars, Japan: Robotic sushi chef and automated conveyor system
Suitable Technologies: Beam - virtual meeting/event attendance robots
Narrative Science - Stats Monkey + Quill : Artificial Intelligence Sports Reporting
Rio Tinto: 10 metre driverless trucks, 500 extra hours, 2 emp’s 900 km away
What’s the Future of Work? Automated Digitised Miniaturised
What’s the Future of Work? Autonomous Aligned Agile
What’s the Future of Work? Autonomous Aligned Agile
What’s the Future of Work? Creative Craftful Caring
What’s the Future of Work? Creative Craftful Caring
What’s the Future of Work? Portfolios Platforms Projects
What’s the Future of Work? Portfolios Platforms Projects
What’s the Future of Work? Design Innovation Learning
What’s the Future of Work? Design Innovation Learning
Shaping the Organisation of the Future Over 80%* of companies report re-structuring of functional hierarchies. Jared Marketing Dave Tina Customer Data UX Broch Perry Engineering Risk & Compliance Today’s high -performing businesses increase their agility and speed to market by re-organising their employees into networks of small teams. Source: Deloitte Human Capital Trends, 2017
The New World of Work: Fresh Strategies for HR
HR DELIVERY MODEL 1997 >> NOW Shared Services Centre of Excellence Business Partners Centralised, technology- HR experts with specialist HR experts with specialist HR professionals working enabled HR service delivery knowledge who deliver knowledge who deliver closely with business leaders excellence. leading edge strategy and leading edge strategy and to improve business Sometimes outsourced solutions solutions outcomes through human capital solutions
CIPD/Management Innovation Exchange - HR Hackathon 2013 - ENEMIES OF ADAPTABILITY HIERARCHY FEAR DECISION BIAS HABIT INFLEXIBLE CENTRALIZATION BUSINESS RIGID STRUCTURES SKILLS DEFICIT PRACTICES SHORT-TERM INSUFFICIENT A PAUCITY OF LACK OF DIVERSITY THINKING EXPERIMENTATION PURPOSE http://www.mixhackathon.org/hackathon/contribution/12-enemies-organizational-adaptability
CIPD/MiX- HR Hackathon 2013 - DESIGN PRINCIPLES OF ADAPTABLE ORGANISATIONS EXPERIMENTATION TRANSPARENCY AUTONOMY & LEARNING & OPENNESS & TRUST PURPOSE DIVERSITY FLEXIBILITY & MEANING NATURAL LEADERSHIP CREATIVITY PEER COLLABORATION & MERITOCRACY http://www.mixhackathon.org/hackathon/contribution/sprint-13-synthesis-design-principles-adaptable-organizations
Four Zones Model for Transformational HR HR People & Organisation Transformation is a space to create the future for people and the work they do HR People Strategy & HR People Performance & Partnerships exists to build Development e xists to create the relationships with people and circumstances for people to do intelligence about people their best work HR People & Programme Support exists to orchestrate harmony across people, the organisation and processes
Mapping existing HR deliverables Future Experience HR People Performance & Development Change Research HR People Strategy & Partnerships programmes People Strategy Future Skills Talent Development OD Coaching People & Business Intelligence CHRO/ Business HRD Analysts Leadership Employee Development Client Learner Experience Employer L&D Experience Experience Brand Talent Acquisition Employee Relations Reward Recruitment Project and Scrum team Programmes and Management campaigns Colleague (HR) Experience
HR for the era of agile, connected, collaborative working Agile by design : Creative by demand: 1 3 Adaptive systems that sense and adjust to Innovation as usual in a world of new, the needs of their people and the people complex and opportunity rich solutions, to they serve in the world the needs and problems of the 21st century world of work Digital by default: Fair by decree: 2 4 Utilising the best digital tools, Just, equitable and inclusive ways to work, infrastructure and connectivity to be more live and earn our place in the world. Doing effective in creating value for their people good beyond profit and in service of and the world humanity and our ecology
Up to 8 energised people ● End-to-end product build ● responsibility Commissioned by a Product ● Owner Self-selected as a norm ● Self-directed ● Supported by a Squad Coach ● Disassemble on completion ● Agile by Design - Squad Working in HR
Squad Working: Principles High Self-Managed Managed “I’m given guidance on what to do, “I’m told what to do and why I do it.” and I decide how to do it.” Alignment Directed by management Directed by self Scrutinised Unmanaged “I’m told what to do without compromise.” “I do what I want.” Enforced by management Determined by self Autonomy Low High
Squad Working: Sprints Timetable Kickoff Meeting Mandate/Idea Setup Product Assemble Squad Initial Product workstream Agree on Squad Coach Story and Backlog Set Sprint timeline Sprint 1 Sprint 2 Sprint Review Sprint Review Squad Stand Up Squad Stand Up Sprint 4 Sprint 3 Sprint Review Implementation Squad Stand Up Squad Stand Up Overall Retrospective Review
Squad Working: The Product Canvas Name Goal(s) Metrics Users - Primary Target Big picture features Details Users - Secondary Target
Design Thinking 1 Empathise : What do we know about the people we’re designing for? Look at the world through their eyes and sense and feel how they are being in the world. Characterise them, personify them - behaviours, traits and attitudes in general, not just specifically about our “product”
Using an Empathy Map...
Design Thinking 2 Define : What issues and problems are those people experiencing that we can help them overcome? Compile information about their experiences and needs and the situation/problem /opportunity; to provide more clarity and insight for us.
Using the
Design Thinking 3 Ideate : How can we be bold, inventive and solve those problems and create opportunities for them? A long-list of new, adapted or speculative ideas that we can validate later but for now, the identification of as many options as we can create.
Hackathons: Crowd Sourced Innovation ● Process-lite, outcome creation ● Moves thinking beyond previous dares ● Inclusive, levelling and participative ● Pacy, energising and purposeful ● HACKATHONS: SAVING THE WORLD FROM MEDIOCRE WORKSHOPS
HR for the era of agile, connected, collaborative working Agile by design : Creative by demand: 1 3 Adaptive systems that sense and adjust to Innovation as usual in a world of new, the needs of their people and the people complex and opportunity rich solutions, to they serve in the world the needs and problems of the 21st century world of work Digital by default: Fair by decree: 2 4 Utilising the best digital tools, Just, equitable and inclusive ways to work, infrastructure and connectivity to be more live and earn our place in the world. Doing effective in creating value for their people good beyond profit and in service of and the world humanity and our ecology
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