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The Role of HR: Driving

Organizational Transformation
Presented By:
Julius E. Rhodes, SPHR
Founder and Principal - mpr group
“We’re small but we’re BIG on you!” TM
www.mprgroup.info - jrhodes@mprgroup.info
@jerhodes42 773-548-8037

jrhodes@mprgroup.info
@jerhodes42
© mprgroup 2016
773-548-8037
Areas of Focus

Welcome And Introductions


The Continuing Evolution and Perceptions of the HR Role
Kotter’s 8 Step Change Model
Driving Organizational Transformation
Overcoming Obstacles Action Planning
Questions and Answers

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
Words To Remember

“The best leader is one whose existence is


barely known. Then, when the work is done,
the people can say; We did it ourselves.”

Lao Tzu
Your Role And Your Profession
Must Have A Multiplier Effect
On Your Organization
And
It’s Leadership.

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
“Process Is Everything.”

Ancient Egyptian
Book Of The Dead

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
A Model of Organizational Performance
Internal Environment

External Environment Management Outcomes


Philosophy

Cultural Factors Organizational


Leadership Culture: Goals,
Style Values, Beliefs,
Human Factors Norms Effectiveness

Technology Efficiency

Natural Resources Financial Human Organizational Development


Resources Resources Climate
Management
Economic Factors Engagement

Regulatory Social
Measures Responsibility
Technological Motivated
and Physical Behavior and
Markets Resources Teamwork

Structure
Forces Shaping the Future HR
A Worldwide Shift in Demographics
The Knowledge Economy
Globalization and Cultural Diversity
The Ubiquity of Mobile Technology
A Culture of Connectivity
Recognition of the Whole Person (Flexibility in Work/Life Issues)
Corporate Social Responsibility (CSR)
Five Generations at Work Today

Source: Bureau of Labor Statistics Employment Projections


HR Areas of Concern
Profession Influence
Art Sr. Leadership
vs. vs.
Science Department
HR Challenges
Opportunities
Skills Perception
Transactional Enforcers
vs. vs.
Transformational Advocate
Senior Leadership Perceptions of HR
Reactive
Unable to Lead the Charge to Establish A
Vision for Change and Gain Needed Support
Fad Chasers Looking for ‘Plug and Play’
Solutions
Frontline Perceptions of HR
Not Strategic
Not In The Power Center of the Organization
Not Able To Cultivate Employee Engagement
and Commitment
Performance Cannot Be Adequately
Measured and Compensated
HRM Can Be Outsourced
What Senior Leaders Want From HR
 Committed to the Success of the Organization and Overall
Mission
 Capable of Instilling and Nurturing Trust
 Recruits/Selects High-Quality Professionals
 Up-to-Date Legislative and Regulatory Issues Awareness
and Response
 Professional Development Opportunities That Meet Current
and Future Business Needs
 Develop HR Plans Linked to Business Mission and Strategy
 Work Effectively With Other Business Leaders and
Department
jrhodes@mprgroup.info
@jerhodes42
773-548-8037
Predictions for the Future Workplace
 Mobile Device Become Office, Classroom,
Concierge
 Global Talent Shortage Will Be Acute
 Recruiting Through Social Networking Sites
 Web Commuters Force Workplace Reinvention
 Senior Leaders Comfortable With Utilizing Social
Media
 Professional Development Curriculum Using Video
Games And Simulations
Predictions for the Future Workplace
 Lifelong Learning Will Be A Business Requirement
 Work-life Flexibility Replaces Work-life Balance
 Use CSR to Attract and Retain Talents
 Cultural Diversity, Inclusion and Identity As A
Business Issue Not an HR Issue
 Social Media Literacy Is Required For Everyone
 Permanent Full-time Employment Fades Out

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
Kotter’s 8 Step Change Model
Build a
Create
guiding
urgency
team

Make Create a
change vision for
stick change

Don’t let Remove obstacles /


up communicate

Create
short- Empower
term action
wins
KOTTER’S 8 STEP Change Model
STEP 1 - CREATE URGENCY
Helping others see the need for change and
the importance of acting quickly (responsiveness)

STEP 2 - BUILD A GUIDING TEAM


Ensuring there’s a powerful group, with the appropriate leadership
skills, credibility and authority to guide the change process
(influence and collaboration)
KOTTER’S 8 Step Change Model

STEP 3 - CREATE A VISION FOR CHANGE


Creating a picture of the future & how it will be different from the
past (mental real estate)

STEP 4 - COMMUNICATE THE CHANGE VISION


Ensuring everyone understands and accepts the vision (buy-in)
KOTTER’S 8 Step Change Model

STEP 5 - REMOVE OBSTACLES


Removing the barriers to making change successful (set the course)

STEP 6 - CREATE ‘SHORT TERM WINS’


Create clear, visible success stories early in the process (celebrate
and share successes)
KOTTER’S 8 Step Change Model
STEP 7 - CONSOLIDATE GAINS and PRODUCE MORE
CHANGE – DON’T LET UP
Recognize more change opportunities following the ‘quick wins’ to
take full advantage of the momentum for change (build on success)

STEP 8 - ANCHOR THE NEW APPROACHES IN THE


CULTURE
Ensure the new ways of behaving are recognized and rewarded to
embed the change into the organizational culture (implement daily)
“In Order To Achieve Something
You’ve Never Accomplished, You Must
Be Willing To Employ Methods Never
Before Attempted.”

Sir Francis Bacon


jrhodes@mprgroup.info
@jerhodes42
773-548-8037
HR and The Future – What’s In Store?
Where Are We Now?
Where Do We Want To Be In The Future?
What Path Is Best For Us?
How and When Can We Implement Embedded
HR?

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
Requirements for Driving Transformation
 Strategic Partner
Translate business strategy into action allowing HR to become part
of the business team
 Administrative Expert
HR professionals must be able to re-engineer HR activities through
the use of technology and process improvements
 Employee/Organizational Champion
HR must be able to relate to, meet and balance the needs of
diverse constituents
 Change Agent
HR must develop problem-solving communication and influence
skills and be comfortable managing, adapting to, communicating
and executing change strategies.
jrhodes@mprgroup.info
@jerhodes42
773-548-8037
The Path We Need To Embrace
 Recognizing/Acknowledge The Value Of People In All
Business Processes
 Seeing That All Concerned Appreciate The HR Implications
Of Their Proposals
 Achieving A Close Match Between Organizational
Objectives And Objectives Of The HR Function
 Designing A Culture, Climate And Organizational Processes
Conducive To Optimal Performance Of Staff
 Identifying The Firm’s Distinctive Competencies And The
Types Of People That Match These Competencies.
 Assessing Performance Requirements
 Reviewing Levels Of Commitment
jrhodes@mprgroup.info
@jerhodes42
773-548-8037
Embedded HR

Maximizing Cost/Benefit Scenarios


Increasing Customer Service (Internally and
Externally)
Social Responsibility
Organizational Effectiveness

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
‘Overcoming Obstacles’ Action Plan
GOAL/DRIVING FORCE: OBSTACLE/RESTRAINING FORCE:

AVAILABLE RESOURCES: NEEDED RESOURCES:

ACTION STEP: RESULT:

jrhodes@mprgroup.info
@jerhodes42
773-548-8037
4 Required Operating Domains
Mission - Create value for diverse constituent
groups, create a shared and agreed upon vision,
lead innovation and change
People – Foster/promote diverse teams, collaborate
and build inclusive relationships, coach and develop
others
Self – Adapt, act with courage and confidence and
communicate effectively
Execute - Achieve results, solves problems and align
culture
jrhodes@mprgroup.info
@jerhodes42
773-548-8037
Strategies for Success
 Relationships are Key
 Understand the Paradox of Power
 The Greatest Need Any Individual Has Is To Be
Recognize
 Change Is Not AN Option – It Is A Requirement
 Dream Big Dreams And Share Them With People As
It Helps You To Follow Through
 Don’t Give Up – Hard Work And Working Smarter Is
Essential
 Be Courageous
 Enjoy The Journey And Have Fun
jrhodes@mprgroup.info
@jerhodes42
773-548-8037
LET’S TALK
THANK-YOU
Julius E. Rhodes, SPHR
Founder and Principal

Helping Our Clients Invest In Their People For 20 Years 1995 - 2015
“We’re small but we’re BIG on You!” TM
1031 E. 45th Street
Chicago, Illinois 60653
jrhodes@mprgroup.info
@jerhodes42
773-548-8037

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