ANNUAL SIOPSA Conference: 25 – 27 July 2017

Annual SIOPSA Conference – 25 – 27 July 2017 at CSIR International Convention Centre in Pretoria

Conference Info

  • Schlebusch, S (LEMASA) Round Table Discussion (moderator): Next generation HR – Expert Discussant Terry Meyer (Leadership SA) – 25 July 2017 11:30 – 12:30 in the Crystal Room
  • Abstract Format

    Roundtable

    Topic

    Next Generation HR

    Context/Orientation

    It is the presenters belief that HR is at a tipping point and that the function requires redefinition if it is to be relevant in the future.

    Aims, Objectives and Purpose

    The discussions will aim to address four questions: 1) What are the key challenges that leaders will need to deal with in the next decade and what are the implications for HR? 2) What will the successful organisation of the future look like and what will be the implications for HR? 3) Based on the above discussions, what will HR look like in the future? It is proposed that HR will be dominated by new and social technology and the role of professionals will be focused on organisational effectiveness. 4) What are the new competencies that HR professionals will require to succeed in the future?

    Workplace Application and Future Focus

    The purpose of the round table will be to allow delegates to engage in a conversation about the future roles of HR. The basis for the conversation will be reviews of literature and the outcomes of multiple cross functional focus groups held over the first 6 months of the year in collaboration with the SABPP. The intention is to be provocative and challenge the relevance of many current assumptions about the future role of HR. The outcomes will be used as input into a proposed book about the topic to be published at the end of 2017.

  • Schlebusch, S (LEMASA) and Lanik, Martin (Dr)(Pinsight™) - Millennial Leaders: Ready to lead? – 27 July 2017 09:30 – 10:15 in the Crystal Room

Title of Abstract

Millennial Leaders: Ready to Lead?

Context/Orientation

In three years, 50% of employees will be Millennials (PwC) and 91% of them aspire to be leaders (The Millennial Leadership Study). 

Motivation for the Project

Despite the media hype about how Millennials are different, our study of over 300 leaders globally shows that Millennial leaders possess the same level of leadership skill and are as effective as their older colleagues.  

Purpose of the Project, Underpinning Scientific Principles/Methods and solutions provided

Companies need to rapidly promote Millennials and let them lead sooner. Companies want cost-effective ways to identify future leaders and Millennials want their experiences to be engaging ones. We will present a case study of how Denver Public Schools uses specific HR technology to achieve this.

Main Findings

After 6 months of the leadership programme (using the HR technology - simulations):90% of participants reported being more connected to DPS as a result of the programme; participants had a 9 - 14%increase in engagement compared to the rest of the company; participants' turnover rate was 10% compared to 23% of the rest of the company

85% acquired a new skill and practiced it on the job.  Within 2 - 3 months 80% of participants reported that others also reported that the participants' leadership skills improved.

Practical/Managerial Implications

Millennial leaders need the same skills and knowledge as their older colleagues.  However, the delivery of the training to gain the skills and knowledge should be an engaging experience and include technology to accommodate their preferences and their reality.  The DPS used HR technology (simulations) to give participants insight into what is expected of them and identify development needs.  They then embedded the content of the simulations into the subsequent workshops.  This approach provides a practical solution to rapid millennial leader development.  The applicability of this approach in the South African environment will be discussed.

Contribution/Value-add

Millennial leaders have the same development needs as their colleagues.  However, Millennial leaders use technology - their leadership development should also use technology, creating an engaging experience.