Reframing HR – Changing the game of HR #cipd14

A session with Rita Trehan.

This session is blogged live – so appologies for any spelling errors!

advice given to attendees.. if you are sitting with people you know, before you leave the session introduce yourself to someone you dont know.

Rita has worked for many managers from different countries, and this has enabled her to talk from a place of strength in terms of the value of diversity.

Does HR know where it really wants to be?

—————-

Rita ases if HR is a Career of choice for students…interesting as a previous speaker challenged the concept of careers altogether!

—————-

HR needs to stop thinking about the delivery model we use, and concentrate on changing our mindset.

…nobody cares about what HR does. Business leaders do not think HR adds value. Biz leaders only care about HR when there is a crisis. What they do care about is what we CAN do to add value to the business. we need to stop thinking about furthering the HR function, and focus on furthering the business.

HR brings one thing that no other function can bring… “capacity”, the ability to create capacity. the capacity to help the business understand what it takes to make the progress towards its desired goals and reduce barriers.

we need to change our mindset to something that is business centric rather than function centric. The examples are everywhere, metrics talk about HR processes rather than enabling.

Capacity is about changing our options

Divest>>be absorbed>>Niche player>>Status Quo>>Progressive (new frontier capacity framework)

CEOs are saying that a major problem in their org is a shortage of suitable talent. For the last 10-20 years we have in HR been using the 9box talent grid… but its not working.. so why do we keep using these tools?

The Capacity Framework is a tool to help us think about capacity:

• Vision
• strategy
• solutions
• leadership brand

This is a decisionmaking tool. – vision, having the ability to see the hidden things. the ability to see the future, not what exists curently. The ability to look and see “black swans”

Strategy = what we do that drives value. what are the things that lead us to the vision.

Solutions – incorperating the offers that meet the strategy needs. – find the right solutions to fill the disruption gaps.

HR is not about being a follower

to be an effective professional, we need to go into work prepared to get fired every day. we need to say the right things, and not what people expect

——–

Interesting that Rita is saying to develop an effective HR strategy, we need to not only look in our team, but look at internal clients, stakeholders, top suppliers to the org etc…. but then when talking about the future of HR said to consult with other HR professionals…what about talking to CEOs, stakeholders, and others outside the profession!!!

——————–

We can change the game, but it starts with a change in mindset

look out for:

smac

social media analytics and the cloud

This will change what we do and how we do it.

talk not about what HR data can do, but how we can use all available data.