Hr Zaman Now

HR Zaman Now D i s r u p t i o n

Disruption dis·rup·tion disˈrəpSH(ə)n/

disturbance or problems that interrupt an event, activity, or process.

The future is Now • Wearable computing • Internet of Things • The age of Consumerism • Augmented reality

Shifts for 2020

Blurring Boundaries

Multisensory Multipliers

• Omnicultural identities • Next gen work • Beyond aging • Shopping Near Far

• Fluid realities: AR – VR • Mobile video explosion

Mobile Command Center

Mobile service Economy

• Application consolidation • Everything Connected

• Convergent commerce • Invisible Diferentiators • Loyalty lock in

VUCA World Volatiliy

Uncertainty

Rate of change

Unclear about the present

Complexity

Ambiguity

Multiple Key Decision Factors

Lack of clarity about meaning of an event

HR Strategy

New Business Model New Challenge

Employee

Engagement

New Culture New Mindset

The Future of HR • HR Must ”be” digital • Continued reinvention of organisational design • Increades focus on engagement, culture and wellbeing • Emergence of employee experience design • Greater use of real-time feedback and analytics • The future of work is here

4 Phases HR Transformation Responsiveness and agility

Effectiveness

Integrated Talent Mgmt

Efficiency Operational HR Personnel Department Control

Business Driven HR

Serve staff, automate

Attract, Develop, Manage Talent

Support Business directly and locally

The cost not necessarily financial Biaya tambahan dibalik karyawan yang tidak efektif

Recruitment

Opportunity Lost

Brain Drain

Morale Degradation

Recruitment selalu menghabiskan banyak energi, biaya & waktu User Needs Talent search

Placement

Recruitment

The best candidates are deciding between multiple offers at once So, make the interview a great experience There is too much noise in the market So, build a strong emloyer brand

Talent Selection

Interview

Short List

There is a shortage of great talent out there So, use data to find the best places to recruit Hiring managers are too picky with what they want So, build relationships with their hiring managers

Karyawan baru perlu belajar dan adaptasi peluang akan terlewatkan ….

“A new employee can take up to two full years to reach the same level of productivity as an existing staff member” ~Josh Bersin~ HR Research Firm. Bersin & Associates

Opportunity Lost

Those who are hijacked usually ‘the brain’ who is looking for new challenge and new opportunity Develop a culture of support • Value continual learning and people’s ability to step in during a crisis; • Recognize and appreciate both the trainer and the trainee.

Create a checklist • Make a list of skills, processes, and anything else that’s important to a specific role; • Use this checklist to guide training and to ensure consistency and repeatability.

Give learners time to transition

Provide the right tools

• Give learners plenty of time to shadow the employee they’re learning from, ask questions, and gain hands-on experience

• Train the trainer; • Give him the necessary tools to teach what he knows

Brain Drain

Test the process • Create simulations that force people to temporarily jump into new roles

Morale Degradation

High turnover rate could generate bad organization culture A bad organization culture could increase turnover

Clarity

Standards

Responsibility

Flexibility

Rewards

Everyone in the organization knows what is expected of them

Challenging but attainable goals are set

Employees are given authority to accomplish tasks

There are no Unnecessary rules, policies, and procedures

Employees are recognized and rewarded for good performance

Team Commitment People are proud to belong to the organization

Next VUCA Vibrant

Unreal

Crazy

Astounding

Our Millenials

Karakter Tempat Kerja Millenial • Kesesuaian Nilai Perusahaan dengan Nilai Pribadi • Kewirausahaan dan Kebebasan yang tinggi • Menjunjung Kreativitas • Menantang • Waktu kerja yang fleksibel

Next VUCA Velocity

Unleash

Speed of generating and implementing New ideas

The Potential Talent

Creativity

Agility

In every aspect and leadership

of New Generation

Data Visualization Image courtesy: Heru Wiryanto

Online test

https://www.argosight.com/blog/2017/12/23/interviewing-for-success-part-2-the-interview

https://www.argosight.com/blog/2017/12/23/interviewing-for-success-part-2-the-interview

Thankyou Every ending is really just a new beginning