Incentra Insights

Welcome to the Brave New World of HR

Posted by David Chittock on Apr 1, 2016 4:46:20 PM

The New Organization

Recently, Deloitte University Press released its 2016 Global Human Capital Trends

Report with some startling findings. According to their latest survey. Over 92% of

respondents cited the need to totally redesign their organizations as their highest

priority. The “new organization,” as it is called, will need to be built around highly

empowered teams, driven by totally new models of management, and led by a breed of

younger, more globally diverse leaders. So what are the forces driving this demand to

reorganize and redesign institutions around the world?

The Forces of Global Change

Deloitte cites a series of drivers coming together to create disruptive change in the

talent landscape:

Demographic Upheavals -The workforce is both younger and older, as well as

significantly more diverse. Millennials, now more than half the workforce, bring

high expectations for a rewarding, purposeful work experience and dynamic

career progression. Baby Boomers are being challenged to adapt to new roles as

mentors, coaches, and often subordinates to junior colleagues. The global nature

of business demands a focus on inclusion and shared beliefs to tie people


Digital Technology - Technologies such as mobile devices, 3D printing,

sensors, cognitive computing, and the Internet of Things are radically changing

the workplace and the way work is done. Digital communication and social

networking are impacting the ways organizations recruit, manage, motivate, and

support workers. HR is being compelled to embrace a new digital approach to

the performance of its function.

The Rate of Change – The acceleration of technology change has not only

propelled technology innovation forward, but also significantly increased the pace

of change in business as a whole. Rapid business-model innovations from

companies such as Uber and Airbnb are forcing organizations to respond and

reposition themselves quickly to meet new challenges. Businesses have to

become much more agile in order to compete in a highly connected, fast-

changing world.

A New Social Contract – A new paradigm is emerging in the

employer/employee relationship. Gone are the days when a majority of workers

expect to spend their careers moving up the ladder at one company. Today’s

workers anticipate working for a number of companies and employers and are

demanding an enriched experience at every level. They are demanding rapid

career growth, a compelling and flexible workplace, and a sense of mission and

purpose at work. In addition, part time workers are rapidly becoming over 1/3 of

the workforce. Companies are going to have to revamp their HR practices and

cultures to accommodate this growing workforce segment.

Impact on HR

To lead this shift toward a new organization, HR will have to focus on creating a shared,

inclusive workplace and designing a work environment that engages people of diverse

backgrounds, demographics, and cultures. HR will have to take the lead in designing a

new model of leadership that is evolving from that of “chief talent executive” to “chief

employee experience officer.” It will be HR’s role to empower workers to cope with

rapid change, manage a tsunami of information, and work in new collaborative and

innovative teams. HR will have to embrace its new role by upgrading its skills in

behavioral psychology, people analytics, and design thinking. To do this, HR will need

a strong human capital partner who truly gets this “brave new HR world”. Be

assured…we get it!