The f future o of work k - A s systemi mic view t to o op - PowerPoint PPT Presentation

The f future o of work k - A s systemi mic view t to o op optimise r resou ources Paula Leach Global Chief People Officer FDM Group

Th The e future of e of wor ork Technological Advancement Flexibility 1. Growing need for a truly flexible workforce 1. Automation to continue at a faster pace 2. Continuing improvements in communications 2. Reskilling/redeployment/redundancy of those whose skills become redundant 3. Improvements in data storage and handling will enhance use of Big Data 3. Recruiting for agility, flexibility, willingness to change/ learn new skills, flexibility of contractual 4. Emerging technology will be widely adopted, arrangements including at work People Management Societal 1. Skills to manage teams on different types of 1. Globalisation to continue – enhancing power of contracts (maybe non-humans) large corporations 2. Intergenerational Differences (attitudes / 2. Uncertainty – social and political forecasting more aspirations) – inconclusive difficult 3. Development of skills in creativity and innovation 3. Gig economy and different employment contract arrangements may divide society 4. Faster pace of work / change = wellbeing focus

Evol olution of of wor ork plac aces Knowledge Holistic Processing Relational Processing skills Low ? Human relational skills Human relational skills Human relational skills Human relational skills Medium High Low High Processing skills Processing skills High Processing skills High Medium Time

Anot other way t to l o look ook at the e evol olution of of wor ork p plac aces es for or h human ans High Skills Low Time

So So … How d do w o we op e optimise se Prod oduct ctivity i y in this Rel elation onal phas ase?

The Human Employee Experience Investment Continuum PROACTIVE REACTIVE

The Human Employee Experience Investment Continuum PROACTIVE REACTIVE e.g. Grievances, Complains and Tribunals; e.g. Communication; Trust; Rest; Tailored benefits; fair and transparent Low Engagement scores; Transactional enquiries; Mental Ill Health and sickness reward; growth opportunity; feeling absence; EAP services; heard

The Human Employee Experience Investment Continuum PROACTIVE REACTIVE

The Human Employee Experience Investment Continuum PROACTIVE REACTIVE

The Human Employee Experience Investment Continuum PROACTIVE REACTIVE

The Human Employee Experience Investment Continuum Multiplier effect for the individual: TIME ….. LOST ADVOCACY ….. STRESS IMPACT PROACTIVE REACTIVE

The Human Employee Experience Investment Continuum Is this the best value place for HR / People Professionals to be? Opportunity Cost? PROACTIVE REACTIVE e.g. Grievances, Complains and Tribunals; e.g. Communication; Trust; Rest; Tailored benefits; fair and transparent Low Engagement scores; Transactional enquiries; Mental Ill Health and sickness reward; growth opportunity; feeling absence; EAP services; heard

St Strategi egic W c Wor orkforce pl ce planning g – Thi hinking a and nd Plannin ing S Systemic ically lly LEVER # 4 5 Lenses defining your future state RETAINING LEVER # 1 (Keeping valued skills and FTE / Headcount / Budget characteristics) Diversity Representation RESOURCING Geography (Bringing people in) LEVER # 3 Skills Wellbeing EXITING (People leaving) LEVER # 2 GROWING (Building and changing those you have)

In Sum Summary – a new Mani nifes esto f o for or L Lea eader dership in the he Rel elational a age e of of wor orking g …. 1. Set Direction – Create Clarity 2. Get out of the way