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Exponential HR Summary

Core Content

Exponential HR represents a transformative shift in the human resources function, moving beyond traditional operating models to focus on driving tangible work outcomes. It emphasizes adaptability, agility, architecting, and augmentation to meet the rapidly evolving needs of enterprises, their workforce, and the broader business environment.

Main Viewpoints

• HR is evolving: The function has transitioned from being a support role to a strategic partner and trusted adviser, but the future demands a more radical transformation.
• Digital transformation is essential: HR must adopt a digital mindset, integrating technology to enhance the workforce experience and align with customer-centric values.
• Work outcomes matter: Traditional HR metrics like time to fill positions are becoming obsolete. The focus is now on outcomes such as time to productivity and workforce capability growth.
• Adaptable Organizations: These are essential for thriving in a disrupted world, characterized by resilience, flexibility, and a network-based structure.
• Agile HR Teams: They prioritize experimentation, collaboration, and rapid decision-making, using tools and processes that reflect the speed of modern business.
• Architecting HR Solutions: Involves designing holistic, human-centered experiences through cross-disciplinary collaboration and digital platforms.
• Augmented HR Professionals: Leverage technology and external partners to enhance efficiency and effectiveness, focusing on insight and service rather than routine tasks.

Key Information

The Future of HR

• The traditional HR operating model is inadequate for the future.
• HR must shift from being a supportive function to a strategic leader in shaping the enterprise's future.
• The function is expected to evolve into roles that are more fluid, agile, and outcome-focused.

Exponential HR Characteristics

• Adaptable: Organizations must be flexible and responsive to change, operating within an ecosystem that learns and pivots.
• Agile: HR teams must experiment, learn quickly, and deliver solutions iteratively and collaboratively.
• Architecting: Focuses on creating end-to-end, human-centered solutions that are measurable and sustainable.
• Augmented: Utilizes technology and external partners to enhance the workforce experience and drive value.

New HR Operating Models

• The classic "three-legged stool" model is being replaced by more integrated and cross-functional approaches.
• HR teams are forming flexpools of professionals who can be rapidly assembled to address specific business needs.
• Superjobs are emerging, combining multiple traditional roles into more strategic and solution-oriented positions.

Exponential HR Superjobs

1. Workforce Experience Architect

   • Orchestrates collaborative efforts to develop and curate the workforce experience.
   • New capabilities: HR customer-driven, influencer, organizational navigator, decision-maker, relationship curator, creative thinker, coach.

2. Solution Architect

   • Creates end-to-end solutions that meet workforce and enterprise needs.
   • New capabilities: Innovation leader, digital advocate, design thinker, agile strategist, relationship manager, storyteller, business outcome-focused, inclusive facilitator.

3. Product Manager

   • Integrates HR functional areas into cohesive, customer-focused products.
   • New capabilities: Dynamic innovator, data-driven, integrated thinker, value creator, customer-focused, performance-oriented, scalable.

Case Studies

• Financial Services Giant: Transitioned to an Adaptable Organization model by forming networked teams (squads, tribes, chapters) to enhance flexibility and responsiveness.
• Global Consumer Products Company: Established "Fast-to-Action" (F2A) teams to accelerate execution of critical business priorities, leading to significant savings and project completion.
• Global Retailer: Augmented HR with virtual assistants and RPA, enabling more strategic use of HR professionals and unlocking additional capacity through automation.

Conclusion

Exponential HR is not just an evolution of the HR function but a revolution that redefines its role in the enterprise. It requires a fundamental shift in mindset, operations, and capabilities to ensure HR can drive meaningful outcomes in a fast-paced, digitally transformed world. The future of HR lies in being adaptable, agile, architecting, and augmented, with new roles and operating models emerging to support this transformation.