Date: October 27-29, 2019
Location: Renaissance Boston Waterfront- Boston, MA
Remember the saying, “culture eats strategy for breakfast” by Drucker and Fields… clever? Yes. But once you consider the role an operating model plays on behalf of strategy and culture, you quickly realize that neither breakfast or lunch (culture or strategy) matter without “a well functioning body” – which is essentially akin to an operating model (OM).
For 15-20 years, the dominant OM for HR has been based on Ulrich’s Three-Box model. As an OM, it has served the purpose of helping HR to focus on adding value to the business and working more strategically. Significant shortcomings of the OM to this day however include power struggles and stratification of the three boxes, fragmenting the HR value stream driving in complication and expense, causing HR to be more focused on itself rather than securing the delivery of people products and services at the moments that matter.
Many changes and innovations have occurred in the HR field during this time including, the awareness of the need to retain a keen focus on the end-to-end dynamic employee experience, the rise of HR analytics, digitalization and AI, the criticality of employee self-service coupled with improved information pushed to line leaders’ desktops changing who and where real HR work gets done. However, HR remains a cost center under commercial pressures whilst struggling to stay relevant and responsive. What’s HR to do…?
Introducing the Employee Life Cycle OM based on the end-to-end employee experience. This modern, norm-busting OM directly aligns HR to its core purpose while driving efficiency, effectiveness, and the fungible use of HR resources with a keen focus to deliver just what the business and colleagues needs and nothing more.
In 2017 and 2018, the Kingfisher HR Design Team, including the CHRO, collaboratively developed the OM with the support and guidance from the ON THE MARK team. The Employee Life Cycle OM focuses on what matters to the business and employees utilizing lateral, end-to-end thinking and doing ensuring what is needed is delivered at the right time at the right place in a manner that supports cultural norms and values.
Alastair Robertson, past CHRO of Kingfisher and Mark LaScola, Managing Principal, ON THE MARK, will be delivering a plenary presentation during the Boston HRPS Oct 2019 Conference unveiling the Employee Life Cycle Operating Model. They will tell the story behind the development and implementation of the Employee Life Cycle OM and cover:
- The drivers and impetus behind the development of the OM; How HR led the way for the Kingfisher business and involved over 100 professionals in its development.
- The Employee Life Cycle OM, its description and how it works.
- How it was developed, the benefits of using that approach and methodology.
- How the Employee Life Cycle OM naturally:
- Mirrors the business as well as colleague needs and priorities.
- Drives outside-in thinking/doing, liberates HR to work together to deliver business needs.
- Drives agility, fungible HR resources, and the broadening of skill sets of those HR professionals working within it.
- Embraces the Kingfisher values of be yourself at work, skills for life, getting more from giving, entrepreneurism.