New Age Organization-paradigm Shift

New Age Organization Paradigm Shift

Paradigm Shift in Business Scenario • • • • •

Competition is Global Competencies are Global Technology and Finance will become lesser Issues Speed gives competitive advantage Global Outsourcing

The New Organization Networked

Flat

Flexible

Diverse

Global

Teams as the basic production unit ; Cross-function/border collaborations [including customers and ; suppliers] Increased rapid response & adaptability; Empowered employee; IT enhanced ; Lean Resource mngt relies on interdependency and customization Growing diversity of workforce; Greater need for innovation; Greater volatility [unpatterned-unpredictable dynamics]; Greater cultural context due to M&A and networking Globalization of markets driven by increased similarity of living; high capability-low cost locations, gaining ; capabilities through cross-border learning

The New World of Work • Peoples’ roles change - from controlled to empowered • Job preparation changes - from training to education • Focus of performance measures and compensation shifts - from activities to results • Advancement criteria change - from protective to productive • Managers change - from supervisors to coaches • Organization structures change - from hierarchical to flat • Executives change - from scorekeepers to leaders

What the Industry Wants • • • • • • • •

Cultural Fit Adherence to Organizational Values Team Playing People Management Skills Leadership qualities Organizational Commitment/Loyalty Creativity and Innovation “T-Shaped” Managers

What New Age Worker Wants • • • • • •

Appreciated/Recognized Well Informed Ongoing Feedback Freedom to work Opportunity to Learn and grow Great Places to Work

Current HR Trends: Workplace of the Future • TRADITIONAL HR – Jobs designed for individual work – HR systems designed based on assumption of workforce homogeneity – Standardized work sites & schedules set by company • FUTURE TRENDS – Jobs designed for teamwork – HR systems designed based on assumption of heterogeneity (sex, age, ethnicity, country) – Flexiplace (work may be done at home, at the customer & employees have greater control over when & where it is done)

The Old Reality

The New Reality

• People need companies • Machines, capital and geography are the competitive advantage

Companies need people

• Better talent makes some difference

Better talent makes a huge difference

• Jobs are scarce

Talented people are scarce

• Employees are loyal and jobs are secure

People are mobile and their commitment is short term

• People accept the standard package they are offered

People demand much more

Talented people are the competitive advantage

The Old Way The New Way •

HR is responsible for people management

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We provide good pay and benefits

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Recruiting is like purchasing

All managers, starting with the CEO, are accountable for strengthening their talent pool We shape our company, our jobs, even our strategy to appeal to talented people Recruiting is like marketing

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We think development happens in training programs We treat everyone the same, and like to think that everyone is equally capable

We fuel development primarily through stretch jobs, coaching, and mentoring We affirm all our people, but invest differentially in our A, B, and C players

Thanks a Zillion You can hit me at: [email protected]