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
Teams as the basic production unit ; Cross-function/border
collaborations [including customers and ; suppliers]

Flat
Increased rapid response & adaptability; Empowered employee;
IT enhanced ; Lean

Resource mngt relies on interdependency and customization

Flexible

Growing diversity of workforce; Greater need for innovation;

Greater volatility [unpatterned-unpredictable dynamics];
Diverse Greater cultural context due to M&A and networking

Global
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
• People need companies
• Machines, capital and
geography are the
competitive advantage
• Better talent makes some
difference
• Jobs are scarce
• Employees are loyal and
jobs are secure
• People accept the standard
package they are offered
The New Reality
Companies need people
Talented people are the
competitive advantage
Better talent makes a huge
difference
Talented people are scarce
People are mobile and their
commitment is short term
People demand much more
 The Old Way The New Way
• HR is responsible for people
management
• We provide good pay and benefits
• Recruiting is like purchasing
• We think development happens in
training programs
• We treat everyone the same, and
like to think that everyone is
equally capable
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
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:

zawahirs@yahoo.com