Changing career paths, changing expectations. Martyn Melvin. Oxen Park 2011

Transcription

1 Changing career paths, changing expectations By Martyn Melvin

2 Changing face of the HR Profession Changing career paths Changing expectations of HR Personal view and a combination of previous and current research and experience. Provide some ideas and discussion and stimulus for thought. Happy to take questions if I hear them- as we go or at the end Two brief discussions breaks.

3 introduction Oxen Park is 5 years old and was formed to provide a forum for senior HR Leaders and works in the areas of HR research, HR consultancy and designing and delivering unique development programmes for future HR Leaders. My own background is as an HR Director from 1990 to 2007 working internationally in the drinks, electronics, biotechnology sectors before joining Purple House Executive ( ) working in recruiting HR talent and executive coaching. Now working independently as an executive coach and as an associate at Oxen Park. Fellow of the CIPD, Fellow ILM, MA in HRM, qualified exec coach, chair of the Swindon and West Wilts CIPD branch from

4 Career Paths in HR Impact of flatter structures means there is little opportunity to build on previous experience Ulrich model requires very different skill sets, difficult to easily move from one branch to the next within HR to gain experience. Shared service, Corporate role, Specialist, HR Business Partner, little evidence of inter-changeability Although most HR people are still employed in a single HR team. Equals no set career path, with less chance to build skills incrementally in the Ulrich model HR function.

5 Career Paths in HR Traditional route, gradually bolting on more responsibility each year, adding breadth and depth. Additional areas gradually added and adsorbed, allowing for gradual growth. In my case my career in HR was as follows:- Breadth function, division, company, two companies, European, multinational international group of companies Depth- recruitment, I.R, training and development, remuneration, HR strategy, non HR functions, corporate management team, international management team.

6 CIPD Research into HR careers What will give you best chance of the reaching the top? Only the following were found to be significant in predicting those reaching the top. Being a generalist rather specialist Having a degree Being older! Having worked in a number of organisations Had significant career steps

7 What other factors apply? Personal attributes not just what you know but how you apply it Personal drive Ambitious and seeking opportunities to learn from peers and colleagues Opportunity to take responsibility for projects early in your career For top jobs- strategic thinking and influencing skills Luck!

8 Who gets to the top quickest? Multi sector experience Multinational experience Worked outside HR Qualified Project management experience Change management able to cope with ambiguity

9 Discuss Discussion/question. What is the best advice. you have ever had about your career? can we create our top ten tips?

10 How to improve your contribution and hence career prospects Maintain your own development plan, don t leave it to others. Understand your business better and in greater depth Continually ask questions of yourself, your function and the company to seek ways to add value Seek out career & development opportunities Don t blindly apply best practice Keep learning about yourself and HR get a coach or mentor. Be geographical mobile if you can.

11 Skills needed to be truly effective Identify and develop leaders Equip Management with people skills Talent Manager Nurture your HR talent Develop Human Capital Personally Effective High level of EQ Develop your own skills around being flexible, creative and yet pragmatic

12 Skills needed to be a successful HR BP Business Credibility Visible Proactive Cut out Non Value Adding Work High Touch High Tech

13 What are employers looking for in HR talent? Actual example for 2011 below. I am really looking for a CV that shows me how a candidate has challenged the business in their organisational design and resource allocation, some commercial awareness on saving X thousands pounds by pushing through HR agendas, took the HR lead on a major organisational project or showed the ability to challenge and drive the HR agenda through their business unit.note the key phrases challenged the business commercial awareness HR lead on a major organisational project..drive the HR agenda

14 Influences on an HR career Out sourcing of traditional in-house HR work will continue and grow- creating different opportunities with more specialised roles Key areas of out sourcing- recruitment, training, reward, pensions. To develop your HR career look at CIPD advice look at the professional map and see how you are measuring up CIPD advice from research was for HR people to Be more curious What does that mean?

15 What is the latest thinking in HR? Cipd- insight led function, next generation HR Business savvy Organisational savvy Context savvy Where is your function of the continuum of.. Reactive HR function? Good process led department? Insight driven?

16 Or do you see your HR function as.. HR the masters of talent HR the keepers of the culture? HR Growth partners?

17 Do these terms mean anything to you? Are they relevant or just more buzz words. Discuss for a few minutes with a couple of others around you and see if there is a common view?

18 What is expected from top HR people in 2012? Add value Keep control of costs Focus on customer needs, and aligning HR to the real business issues Help grow the business Bring in and nurture talent Be a sounding board Understand the business, talk the language of your business Sharpen the saw- don t forget your development

19 What should we doing in 2012? Employee Engagement still important Talent development of processes and pipeline Managing change Develop a coaching culture Develop leaders that can transform the business Improve performance management Develop effective reward strategies Question: are you working towards these?

20 Who can help you improve your career prospects? who should manage your career your boss, the learning and development department,your partner, your coach, your mentor? Or is it you?

21 Thank you listening and taking part. Martyn Melvin