With significant challenges posed by the shifting economical, technological and societal landscapes, the world of organizations will be transforming at an unprecedented scale and speed. Understanding the scale of the disruption and its impact is critical, but it won’t necessarily help in resolving some of the most pressing issues that land on the HR agenda. Just think about it – thus far we have built a myriad of “interventions” around jobs; employees as “asset-class” have been managed through processes; multiple interventions have been developed to manage the workforce “as a whole” with a flurry of well-intended interventions around efficiency and effectiveness. With the world shifting in front of our eyes we can make a choice – continue to extrapolate the past or make a quantum leap from the world of HR transformations and co-design the future of the workplace – becoming its much needed architects! The challenge is – where to begin, and how. With the old benchmarks and best practices expiring – where can you look for a meaningful reference. What are signposts used to trace a successful path towards future of HR along this fairly unexplored territory?
Welcome to our Masterclass Curriculum. Participants will have a choice to join one of our masterminded streams. The masterclasses will be highly interactive, extremely hands-on and practical half-a-day speed learning events with clear developmental goals to be realised by the audience. Each of the session will have elements of reflection, exchange, demonstration and discussion. They will showcase examples from leading organizations and feature complementary introductions from leading thinkers, practitioners and futurists. Ample time will be provided to navigate through the most promising and trending technology applications adding to the toolkit and workbooks shared throughout each session.
Technological advances make it easier and easier to externalize work, to virtualize work, to unbundle jobs into work and to translate the individual worker in a set of capabilities. Future matching engines will no longer match human being to jobs, but they will connect work with capabilities. This so-called “online talent market” is exploding and will facilitate the transition form on-payroll work to off-payroll work. Already now, more than 50 million US workers are no longer “on payroll” and more than 60% does this by choice. This “online talent market” provides huge opportunities in emerging economies, threatening labour markets in established economies. There are already more than 500 companies offering services in this market, Upwork is leading it with sales in excess of 1 BUSD in 2017. IN this masterclass we will explore this development in depth, how to manage it and what it means for HR.
With the leadership characteristics under scrutiny, parallel to a rise of new organization models, networks, communities, work sharing platforms, teams, the move from goods to service, from products to solutions – the question about leadership has never been so fundamental. What is a leader in the new economy, and how to identify and develop a new generation of leaders?
Learning has been the most vibrant digital space over the recent years and it holds an enormous opportunity with the blend of on-and offline, “AAA”, gaming, MOOC’s, nanodegrees and many other exciting opportunities. In the next few years it is expected that digital learning will leave its infancy behind and moves to adolescence.
Employee Experience (EX), like its sister Customer Experience (CX), has become a new priority, with a path to growth and competitive advantage. EX-Centric organizations outperform the peers. Who are the EX Pioneers and how do they use EX as key to Business Transformation? How to design EX and what does an EX-Centric Transformation roadmap look like? How to reshape, build new thinking and capabilities?
Only 11% of organizations know how to structure themselves for success. What does it take to move from traditional structures to an agile, network based organization? What are the implications on the processes that drive team composition, workflow, engagement, performance, recognition, talent management. How to scale agile pilots to achieve an enterprise wide footprint? How does the shift from jobs to roles happen?
Several companies use gamification principles to change the way they work, using it to increase workplace efficiency, offer training, solve problems, attract and retain top talent. How is AI being used for societal impact, which initiatives are there that use AI to generate change at massive scale. Can AI be used to reach the underprivileged, can AI solve problems of access to schooling? What are design challenges when AI is applied “at scale”