2012 Talent Management Trends in Higher Education Also featuring: Leah Burns– Chief Corporate Relations Officer – CUPA-HR Tommy Siragusa – Marketing Manager.

2012 Talent Management Trends in Higher Education

Also featuring:Leah Burns– Chief Corporate Relations Officer – CUPA-HR

Tommy Siragusa – Marketing Manager - PeopleAdmin

Welcome! The program will begin shortly.

Brian Dickens – CUPA-HR Board Member and Texas Southern University Associate Vice President/CHRO

Featuring

“HR Transformation”

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4

2012 Talent Management Trends

Higher Education HRChallenges

1. Planning for financial sustainability

2. Employee motivation & engagement

3. Better use of technology4. Faculty & staff recruitment

& retention5. Diversity, equity &

inclusion

Today’s topic is HR Transformation

CUPA-HR is higher ed HR.

We serve higher education by providing the knowledge, resources, advocacy and connections to achieve organizational and workforce excellence.

PeopleAdmin + CUPA-HR Partnership

HR Transformation … Didn’t We Do That Already?At some point, every HR leader is either starting, finishing or has recently lived through a functional transformation project!

HR Transformation…what is it and why now?• Many of you are transforming HR on your

campuses • But today, let’s define and explore what we mean

by HR Transformation so that we can really make the transformation a reality for all of higher ed.

• What are the common problems encountered by organizations undertaking transformation and what lessons can be learned?

CUPA-HR has taken this topic as a key focus area for colleges and universities…creating the HR Transformation Expert Council.Some key findings:• Create a culture where every employee takes responsibility for leadership

and success of the college or university.• Create a culture of accountability, consistency and fair play.• Rethink the employment relationship — changing from a cookie cutter

culture to one that more clearly recognizes employees as individuals.• Create a workplace that fully embraces different perspectives, viewpoints

and experiences as drivers to institutional excellence and long-term viability of the organization.

• Implement true succession planning so that our boards of trustees see the talent pipeline higher ed is creating as the primary pipeline for future campus leaders.

“Higher ed HR roles have transitioned during the last 12 years, but they need to continue to transition and transform to meet the ever-changing needs of our campuses — and this means doing a whole lot more than serving as the “health and happiness patrol.”

Andy BrantleyCEO and President

CUPA-HR

A question for each of us, as higher ed HR professionals, to ponder is, “Are we willing to constantly transition and transform our roles to be the leader that our institution needs for us to be?” To help answer this question, let me introduce our featured speaker for this afternoon.

BRIAN DICKENSCUPA-HR Board MemberAssociate Vice President/CHRO Texas Southern University

Brian Dickens is an experienced public speaker featured at events such as the 2012 CUPA-HR Annual Conference and Expo. He also serves as president and CEO of BD Consulting, an HR consulting firm serving various Houston-area entities, including healthcare organizations, city agencies and financial planning companies.

HR Transformation: What Can It Mean on Your Campus?

Presented by: Brian K Dickens, SPHRAssociate Vice President/CHRO Texas Southern University

CUPA-HR At Large Board Member HR Transformation Expert Council – Chair

People Admin “Hear it From A Peer” Webcast SeriesOctober 31, 2012

Session # 14

BOO!Are you scared of change?

Agenda

• Introductions – Key Background HRT Work• Define HR Transformation• Present HR Transformation Resources• Identify HRT Opportunities/Needs on Your Campus • Identify Your HRT Goals and Action Items • Summarize Findings• Observations, Closing Comments

Session # 15

WHAT IS HR TRANSFORMATION?

HR Transformation: Building Human Resources from the Outside In

Session # 17

(2009) Dave Ulrich, Justin Allen, Wayne Brockbank, Jon Younger, Mark Nyman, - RBL Institute

HR Transformation Defined

• HR Transformation is an integrated, aligned, innovative, and business-focused approach to redefining how HR work is done within an organization so that it helps the organization deliver on promises made to customers (faculty, staff, students, administrative leadership, governing board leaders, etc) investors, and other stakeholders.

Researching HR’s Future• Why define HR’s future and possibilities for transformation? • Why now?

For CUPA-HR as a professional Association For relevant HR service delivery in higher education In order to create a collective approach to considering transformative

opportunities driven by:o Affordability - unsustainable financial modelo Accessibilityo Generational and demographic changeso Delivery optionso other

To get ahead of the change curve

HR Transformation Model CUPA-HR’s Transformation Expert Council

© The RBL Group. All rights reserved.

HR Transformation

Model

1Business Context

(why?)

2OUTCOMES

(what?)

3HR

Redesign

(How?)

4HR

Accountability

(who?)

HR Transformation Model

HR Transformation

Model

1Business Context(why?)

2OUTCOMES

(what?)

3HR

Redesign(How?)

4HR

Accountability(who?)

The Business Case: Why?

1. How is HR viewed on your campus?2. How would our stakeholders and

constituents say we are helping them meet their greatest challenges and needs?

HR Transformation Model

HR Transformation

Model

1Business Context(why?)

2OUTCOMES

(what?)

3HR

Redesign(How?)

4HR

Accountability(who?)

HR Transformation• Outcomes: What?• What outcomes are anticipated by examining the

literature and best practices?– HR contributions aligned to organizational strategy– Architecture of climate and culture– Optimization of actions by others – Talent acquisition, retention and growth; sustaining

engagement and commitment – Executive support – Solution finding, problem solving, and conflict resolution

Transformational OpportunitiesExamples: Outcomes What?

• HR contribution aligned to organizational strategy– Line of sight HR initiatives planning– Measurement of initiative impact on institutional success

• Architecture of climate & culture– Level playing field– Support for and expectation of success– Genuine diversity and inclusion– Transparent policy, practice and processes

• Optimizing actions by others– Workforce and succession planning – Selection – performance – growth – Retention

Transformational OpportunitiesExamples: Outcomes What?

• Talent acquisition, retention and growth; sustaining engagement and commitment– Attraction and retention of practice experts – Ensuring “fit” to unique performance groups– Supporting communities of practice/interests– Endorsing self-organizing success

• Executive support – Organizational design– Organizational effectiveness– Confidential consulting

• Solution finding, problem solving, conflict resolution– Creativity; synergistic, not one or the other but both– Integration; fluid, forward looking, orchestral

HR Transformation Model

HR Transformation

Model

1Business Context(why?)

2OUTCOMES

(what?)

3HR

Redesign(How?)

4HR

Accountability(who?)

CUPA-HR Transformation• HR Design: How?

– HR governance – Aligned planning– Mission based partnerships– Supporting stakeholder success– Listening and responding to the “voices”– Organizational design

• RACI [Responsibility, Accountability, Consultation, Information]• Central and imbedded• Centers of expertise• Service Centers• Administration and operations

– Balancing: transaction - compliance – approach - integration– HR Competencies

HR Transformation

Session # 29

Traditional HR Silos

Example Future HR Structure

Source: Deloitte, Inc.

CUPA-HR Transformation• HR Design: How?

Assistive technology, work design and alternative service delivery lighten transactional and compliance loads

Transactions / Compliance / Processes / program / Integration

↑ Standardization

Simplicity Clarity

Process design and re-design Technology Shared Services

OutsourcingHigh performance task forces

Communities of practiceSelf-organizing success groups

••

CUPA-HR Transformation• HR Design: How?

• Copyright © 2006 by Deloitte Touche Tohmatsu. All rights reserved.

3

HR

Infrastructure

HR

Capability HR

Solutions

First Generation HR Transformation

Next Generation HR Transformation

Leading Effective Change ©unknown

HR Transformation Model

HR Transformation

Model

1Business Context(why?)

2OUTCOMES

(what?)

3HR

Redesign(How?)

4HR

Accountability(who?)

CUPA-HR Transformation• HR Accountability: Who?– HR Professional Key Competencies

• Organizational capability– #1 Strategy architect– #2 Culture and change steward– #3 Talent manager and organizational designer

• Systems and Processes– #4 Partner and ally– #5 Operational executor

• Relationships– #6 Credible activist

© The RBL Group. All rights reserved.

6 Key Competencies for HR Success

1. Positioners who understand

2. Activists who build3. Builders who define4. Champions who

initiate5. Innovators and

integrators who look6. Technology

proponents who utilizeSource: 2012 Human Resource Competency Study – Dave Ulrich

“We can empirically show that when HR professionals demonstrate these six

competencies, they are seen as personally effective and they impact business performance” -- Wayne Brockbank

Common Pitfalls (De-railers to Watch Out For)

• Action before rationale.• HR in isolation.• HR in increments. • HR by individual fiat.• Placing HR structure before business strategy.• Efficiency equals transformation.

WHAT IS HR TRANSFORMATION IN HIGHER EDUCATION?

• Nikki Jackson, vice chancellor of human resources for Maricopa Community College District, is a change agent in the truest sense of the word.

• “It was disjointed. It was divisive. It was transactional and compliance driven and not much else. There was no unified voice to govern the function and practice of HR, and there was no understanding of what the role of HR ought to be. The organizational structure was antiquated. The relationship between HR at the district office and HR at the individual colleges was strained at best, volatile at worst.

• “We were swimming in cumbersome, rule-oriented policies that added no value whatsoever. There was no model around consultative guidance, no academic or experiential orientation around how to be a consultant and how to help people get to “yes.” The answer a customer got to any given question on any given day depended almost entirely upon who answered the phone or who replied to the e-mail.”

Your HRT Call to Action…

• How do you build the case for HEHR Transformation change at your campus?

• What is the HEHR transformation vision for your campus?• What skills will you and your staff need for the HEHR

Transformation?• What Incentives will be needed on your campus for HEHR

Transformation?• What are the resources that will be needed on your campus

for HEHR Transformation?• What will the action plan look like for HEHR Transformation?

What’s first on the priority?

Final Thoughts for Consideration…

What realistic initiatives can your campus/organization consider that might assist HR to prepare for the future?

Goals/Initiatives?

Examples:Conference programs focused on critical

competenciesDifferentiate services to recognize difference

in college and university size, complexity and mission

Provision of a tool or template to evaluate readiness

Session # 44

CUPA-HR Annual Conference & Expo 2012 HR Transformation

Pre-Conference Feedback

• Create/Establish HR Transformation Development Tracks:– Strategic Planning– Business Intelligence – HR Competencies– Process Design/Project Management– Consulting Skills– Coaching Skills– Change Management– Innovation & Creativity (HR Focus) – HR Business Acumen

Session # 45

CUPA-HR HR Transformation Toolkit

• CUPA-HR Website http://www.cupahr.org/knowledgecenter/kc_template.aspx?id=8771• A road map:– Knowledge Center > Other Resources > CUPA-

HR Created Toolkits > HR Transformation

Patti Couger CUPA-HR Knowledge Center Content Manager

[email protected]

Continue the Dialog and find out More

Become a CUPA-HR member…http://www.cupahr.org/membership/index.asp Keep up with new developments…www.cupahr.org • The Fall 2012 issue of The Higher Education

Workplace is now available!• CUPA-HR Knowledge Center• HR Transformation Toolkit

What’s Next?

Nov 15th Webcast – “HR Transformation – Diversity, Equity and Inclusion!” featuring Inclusion Award Winner, Rice University

Linda Lulli – CUPA-HR Board Member and Associate Vice President for Human Resources at Bryant University

Elaine Britt – Director of Benefits and Compensation at Rice University

Questions

Session # 49

Thank YouHR Transformation Expert Council

David Blake, Oregon State UniversityRicardo Coronado, Tarrant County College District

Patti Couger, CUPA-HRBrian K. Dickens, Texas Southern UniversityNancy Grassel, Black Hills State University

Jan Graunke, Silver Lake CollegeKelly Jones, Sibson ConsultingLinda Lulli, Bryant University

Barbara Saat, University of RochesterBarbara Butterfield, Sibson Consulting

Session # 50

For You!First 50 to register AND attend

get a copy of this!Everyone gets a copy of this!

Austin, Texas!

Contact us!

Leah Burns – CUPA-HR

Tommy [email protected]

[email protected]

[email protected]

Brian Dickens – Texas Southern [email protected]

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