DIGITALLY-POWERED
HR
Across ASEAN, business consolidation is bringing people together in large, highly matrixed organizations. It is a trend accompanied by a laser focus on value. In this environment, HR transformation is the expected norm. The pressure is now on for HR to evolve from cost center to value creator—from support service to integrated business partner.
Based on Accenture’s experience in HR transformation projects across industries and “Workforce of the Future” studies, we have set about answering “so what’s next?”—offering a practical view of future HR by focusing on the three emerging HR roles that, we believe, will be essential from now on:
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Social Integrator
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Talent Intelligence Advocate
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(Evolved) Strategic HR Business Partner
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3 EMERGING SOCIO-DIGITAL
HR ROLES
Social and digital forces are converging to shape the workplace of the future—and the intersection between them is the crucible in which best-practice new HR approaches and capabilities are being forged:
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3 EMERGING SOCIO-DIGITAL
HR ROLES
1. SOCIAL INTEGRATOR
Traditional HR roles will evolve into the “Social Integrator,” with attributes including: social listener, integration accelerator, Diversity & Inclusion (D&I) champion and mentor. KEY CAPABILITIES:
HARNESSING EMPLOYEE SENTIMENTS ACROSS ONLINE PLATFORMSHIGH-TOUCH OUTREACH/HYPER-PERSONALIZATION"PLUG AND PLAY" APPROACH TO WORKFORCE INTERACTIONMINING EMPLOYEE DATA TO UNDERSTAND SEGMENTATION/LIFE PRIORITIES, ETC. -
3 EMERGING SOCIO-DIGITAL
HR ROLES
2. TALENT INTELLIGENCE ADVOCATE
Replacing traditional talent sourcing and recruitment activities, the Talent Intelligence Advocate (TIA) will play a key role in a competitive marketplace: acting as the employer brand ambassador, identifying hard-to-find talent and attracting it into the business by supplying a high-touch pre-boarding experience. KEY CAPABILITIES:
HIGH-VALUE RELATIONSHIP BUILDING WITH IN-DEMAND TALENTMASTERING ANALYTICS CAPABILITIES FOR STRATEGIC PROACTIVE SOURCING OF CANDIDATESPINPOINTING IN-DEMAND DIGITAL TALENTBUILDING AND SUSTAINING RELATIONSHIP CAPITAL WITH CANDIDATES -
3 EMERGING SOCIO-DIGITAL
HR ROLES
3. (EVOLVED) STRATEGIC HR BUSINESS PARTNER
Post-HR transformation, new operating models in combined organizations demand more strategic HR roles—performed by evolved HR business partners. Using digital tools to collaborate and communicate across geographies, these key individuals will be trusted advisors to business leaders. KEY CAPABILITIES:
BROAD BUSINESS PERSPECTIVE AND STRATEGIC MINDSETDIGITAL SKILLS TO COMMUNICATE AND COLLABORATE ACROSS GEOGRAPHIESEVOLVED FROM HEADCOUNT-DRIVEN TO OUTCOME-FOCUSEDSPANNING EMERGENCY RESPONDER, COACH, OPERATOR AND STRATEGIC PARTNER ROLES
EVOLVING INTO THE
NEW HR
HR leaders are now operating in a new world. The convergence of new operating models, digital technologies and enhanced employee expectations calls for new capabilities, new skills and new mindsets. As a launch pad for the transformations that lie ahead, HR leaders should begin by examining the current socio-digital capabilities of their teams and assessing existing HR strategies, before moving to redefine roles for the future. The benefit? Being equipped to add real value to their businesses in a challenging and dynamic new ASEAN marketplace.
CONTACT
US
For information on how Accenture can help with the transformation journey that lies ahead, contact:
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Kuan Zhong Lim
Management Consultant
+65 6410 8371
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Mike Sweeney
ASEAN Talent Lead
+65 6410 7296
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Amruta Dighe
Manager
+65 6410 6629
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