'Digital LED BY HR' series Build awareness - Build ... · Digital LD B H series Build awareness - Build capability - Build sponsorship 2 The business issue The HR function is caught

'Digital LED BY HR' seriesBuild awareness - Build capability - Build sponsorship

'Digital LED BY HR' series | Build awareness - Build capability - Build sponsorship

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The business issueThe HR function is caught right in the middle of unprecedented changes – changes in business, the workforce and the external environment. Many of these disruptions are related to digital, not just technology – and often involves a very different way of operating HR!

HR teams need to start asking three fundamental and profound questions as they define their respective agendas in the quest for ongoing relevance:

The Digital LED BY HR series

THE DIGITAL JOURNEYFrom DOING to BEING DIGITAL

HR & FUTURE OF WORKHow the digital world of work is changing HR

DIGITAL LEADERSAssess and develop leaders’ digital readiness

REWIRING FOR DIGITALInfusing digital DNA into your organisational DNA

DIGITAL TALENT ECOSYSTEMAttract, nurture and grow talent in the digital era

LEADER-LED TRANSFORMATIONExecutive Labs

DIGITAL CULTUREShape, build, and sustain a digital culture

HIGH IMPACT DIGITAL HRThe future HR operating model

DIGITAL, AGILE TECHNIQUESPrototyping, hackathons, agile methods, etc.

EMPLOYEE EXPERIENCEDigital, human-centered and experience -driven design in HR

ACCELERATED LEADERSHIP PIPELINE Develop leaders in an agile organisation

DYNAMIC CHANGEManage change in a digital era DIGITAL HR PLATFORMS

Tools and use cases

CROWDSOURCINGUse cases in the enterprise space

THE FUTURE OF HR ANALYTICSEmbedding analytics in all areas of HR

DIGITAL MINDSETThe digital approach to managing, organising, and leading change

DIGITAL HRReimagining HR and the Employee Experience in a digital world

DIGITAL LEADERSHIPRethinking leaders’ role & their development in the digital era

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How is digital disrupting HR today and what does the future look like?

How can HR take the lead and serve as a role model to the rest of the organisation to thrive in a continuously disruptive environment?

Where to start, and how to take others along on the journey?

This activation series will guide you in this journey, through three overarching themes.

There are no simple and straight forward answers to these questions. The key is for HR to be proactive, set up small experiments, learn and pivot continuously in order to embrace digital disruption and keep up with the constantly moving needle!

'Digital LED BY HR' series | Build awareness - Build capability - Build sponsorship

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Rewriting the rules for the digital age2017 Global Human Capital TrendsThe newest edition of the marquee workforce study – Deloitte's Human Capital Trends – surfaces and reinforces some secular trends which will undoubtedly change forever the way organisations are run, organised and structured. These secular changes create new rules for business and HR; they can no longer operate according to old paradigms. They must now embrace new ways of thinking about their companies, their talent, and their role in global social issues. Most of these new rules are driven by, and accelerated by the digital revolution. Outlined here are the Top 10 Global Human Capital Trends:

The organization of the future:Arriving nowAs organizations become more digital, they face a growing imperative to redesign themselves to move faster, adapt more quickly, learn rapidly, and embrace dynamic career demands. Leading organizations are moving past the design phase to actively build this new organization.

Careers and learning:Real time, all the timeAs companies build the organization of the future, continuous learning is critical for business success. The new rules call for a learning and development organization that can deliver learning that is always on and always available over a range of mobile platforms.

Talent acquisition:Enter the cognitive recruiterRecruiting is becoming a digital experience as candidates come to expect convenience and mobile contact. Savvy recruiters will embrace new talent acquisition technologies to forge psychological and emotional connections with candidates and constantly strengthen the employment brand.

The employee experience:Culture, engagement, and beyondRather than focus narrowly on employee engagement and culture, organizations are developing an integrated focus on the entire employee experience. A new marketplace of pulse feedback tools, wellness and fitness apps, and integrated employee self-service tools is helping.

Performance management:Play a winning handAcross all industries and geographies, companies are reevaluating every aspect of their performance management programs, from goal setting and evaluation to incentives and rewards. They are aligning these changes to business strategy and the ongoing transformation of work.

The future of work:The augmented workforceAutomation, cognitive computing, and crowds are paradigm-shifting forces reshaping the workforce. Organizations must experiment and implement cognitive tools, focus on retraining people to use these tools, and rethink the role of people as more and more work becomes automated.

Leadership disrupted:Pushing the boundariesIn 2015, we termed leadership the “perennial issue” that never seems to go away. This year we see a radical shift. Today, as never before, organizations do not just need more strong leaders, they need a completely different kind of leader—younger, more agile, and “digital-ready.”

Digital HR:Platforms, people, and workHR leaders are being pushed to take on a larger role in helping to drive the organization to “be digital,” not just “do digital.” As digital management practices and agile organization design become central to business thinking, HR is focusing on people, work, and platforms.

People analytics:Recalculating the routeNo longer is analytics about finding interesting information and flagging it for managers: It is now becoming a business function focused on using data to understand every part of a business operation, and embedding analytics into real-time apps and the way we work.

Diversity and inclusion:The reality gapFairness, equity, and inclusion are now CEO level issues, but continue to be frustrating and challenging. Training and education are not working well enough. The new rules focus on experiential learning, process change, data-driven tools, transparency, and accountability.

Get started on your Digital LED BY HR journey by reviewing the above trends in more detail:Watch the Deloitte Human Capital Trends 2017 video and explore the report to learn more.

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Contact us:Pushp Deep GuptaExecutive DirectorHuman Capital ConsultingDeloitte Southeast [email protected]

Take this Digital LED BY HR journey with us.Stay tuned for the first destination in the series:The DIGITAL JOURNEY – from DOING to BEING DIGITAL!