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The Future Of HRLaurie Ruettimann
THE FUTURE OF HR
WHO AM I?
I AM ONE OF YOU
Human Resources in 1995
THE CURRENT STATE OF HR
Human Resources Today
The Faux Language of Business
THE FUTURE OF HR
THE FUTURE OF HR
THE FUTURE OF HR:BE CURRENT
BE CURRENT Twitter gets more than 300,000
new users every day. There are currently 110 million
users of Twitter’s services. Twitter receives 180 million
unique visits each month. There are more than 600 million
searches on Twitter every day. Over 60% of Twitter use is
outside the U.S.. More than a third of users access
Twitter via their mobile phone. 25% of active Twitter users
checked the service several times a day, with 2% saying they were extremely active.
The Pew Research Center, a Washington-based think tank, found that 13% of Latino and 18% of African-American adult internet users use Twitter.
THE FUTURE OF HR:BE RELEVANT
BE RELEVANT
Food Stamp Use Up 14% in a Year
USDA Website
BE RELEVANT
Bankruptcy Epidemic & Mortgage Crisis
Impact on Hiring Process
Excessive Medical Expenses
Job Loss Divorce/Separation Access to Capital Impact on Innovation
THE FUTURE OF HR:BE POLITICAL
BE POLITICAL
BE POLITICAL• Health Care Legislation• Unions • Pension Obligations• Tax Reform • Debt/Deficits • Financial Reform • Worker Safety • Health Care Reform • Business Ethics • Foreign Trade Deficits• Infrastructure• Ageism • Sexism • Racism • Homophobia • Religious Intolerance
THE FUTURE OF HR: BE EVIDENCED-BASED
BE EVIDENCED-BASED
Paul Kearns – Evidenced-Based HR
Start with evidence. Prevent rather than detect. Base all learning on evidence. Be prepared to ask what could be career-
limiting questions. Ensure your evidence is specific to your
context. Avoid any expectation of providing proof. Have a line of sight to value creation.
BE EVIDENCED-BASED
Bersin & Associates®
The High-Impact HR Organization: Top 10 Best Practices on the Road to Excellence
Date Published: 1/25/2011
Author: Stacey Harris
Via TLNT
1. Work towards structured governance and business case development.
2. Develop advanced workforce planning capabilities.
3. Implement the “right” HR philosophies.
4. Reduce administrative work for HR.5. Implement flexible HR organization
design.6. Improve employee-facing HR
systems.7. Measure both HR operational and
business metrics.8. Develop internal HR business skills.9. Improve line manager capabilities.10. Outsource HR services strategically.
ONE MORE THING
STOP WORKING ON GARBAGE HR Social Media Policies Recruiting Software Debates Interviewing Methodologies MBTI Sessions Lunch & Learn Programs Experiential Learning Work/Life Balance Debates Open Enrollment Fairs Job Description Audits Soft Leadership Programs Employee Engagement Surveys Employer Branding Townhalls Wellness Programs
REDEFINE THE FUTURE OF HR
