Deloitte, South Africa Human Capital Trends. The new organization: Different by design

1. Global Human Capital
Trends 2016
The new
organization:
Different by
design
March 2016

2. One of the
largest-ever HR
and talent studies
Unless otherwise cited, all data referenced in this presentation is from the Global Human Capital Trends 2016 report.
7,000+
Business and
HR leaders
130
countries
Global Human Capital Trends 2016

3. Demographic
upheavals:
Millennials make up
more than half the
workforce, and Boomers
are working into their
70s and 80s.
Digital technology
is everywhere:
Technology is disrupting
business models and
radically changing the
workplace and how
work is done.
Rate of change
has accelerated:
Business must become
more agile to keep
up with the rapid pace
of change.
New social
contract between
companies and workers:
Younger workers demand
rapid career growth,
compelling and flexible
workplace, and a sense
of purpose at work.
Disrupting the workforce landscape

4. 10 trends for 2016

5. Organizational design:
The rise of teams
Global Human Capital Trends 2016
Culture: Shape culture,
drive strategy
Design thinking: Crafting
the employee experience
Digital HR: Revolution,
not evolution
HR: Growing momentum
toward a new mandate
People analytics:
Gaining speed
Learning: Employees
take charge
Engagement: Always on
Leadership awakened:
Generations, teams, science
The gig economy:
Distraction or disruption?

6. Percent rating trend important
Importance of Human Capital trends to business South Africa
Organizational design
Culture
Engagement
Leadership
91%
90%
89%
88%
Learning
HR Skills
The GIG economy
Digital HR
Design Thinking
People Analytics
80%
80%
79%
87%
84%
81%
% very
important
2016
57%
55%
52%
65%
52%
48%
37%
45%
40%
45%
213
Respondents
from South Africa

7. Organisational design
The rise of teams
say the trend
is “very important”
or “important”91%
of large companies
are organized
functionally today
31%Only
Shift from top-
down hierarchy to
a network of
teams to deliver
results faster
are restructuring
and 13% plan to
restructure to this
year
feel expert at building
cross-functional teams
believe their companies are very ready to
effectively redesign their organizations
understand the way their people
work together in networks
22%
15%
11%
41%

8. Culture
Shape culture, drive strategy
Senior leaders
must work with HR
to align culture
to business goals
Culture helps
bind people
together and can
drive execution
and consistency
say the trend
is “very important”
or “important”90%
believe “culture is a
potential competitive
advantage”
believe they understand
their culture well today
believe they have
the “right culture”
30%
27%
31%

9. Engagement
Always on
say the trend
is “very important”
or “important”89%
Engagement
is shifting from
once per year to
an always on
employee listening
process of organizations still
measure employee
engagement only
once a year
58%
Despite the emergence of many tools for
frequently evaluating employee sentiment,
8%
29%
are excellent at providing
programs for young, old, and
multi-generational workforce
Do not have programmes in place
for Millennials and other
generations

10. Leadership awakened
Generations, teams, science
say the trend
is “very important”
or “important”88%
Need different
types of leaders,
who are effective
as an individual
and in teams,
at all levels
Initiatives to
develop versatile
leaders require
rigorous structure
backed by data
have little or no
investment on
diversity in leadership39%
have strong programs to
build Millennial leaders16%
have strong programs to
build Global leadership14%
described themselves
as “strong” at
succession planning
throughout the business
18%

11. Learning
Employees take charge
say the trend
is “very important”
or “important”87%
Employees
today demand
learning
opportunities that
fit their individual
needs and
schedules
Learning must be
a continuous process,
not an episodic event,
and a company-wide
responsibility, not
confined to HR of companies believe
they deliver “very
effective” learning
3%
only
of companies are
using advanced video,
And multimedia learning methods
19%
of companies are
now embracing
MOOCs
to train
employees
8%
More companies using
employee-centric learning models

12. 2016 will be a
disruptive year,
as new models of
management, open
feedback, new HR
platforms, and
organization design
take center stage
for the human
capital agenda
A year of change and disruption
The digital world of
work has disrupted
the way
we operate, enabling
an "always-on"
organization, focused
on culture,
engagement,
open communication,
and feedback
HR leaders are
responding rapidly,
focused on analytics,
design thinking,
employee-driven
learning, and
digital HR
A new breed of
leaders is emerging:
Younger, more
connected, more
agile, always
learning, developed
through science
A new organization
a has emerged, a
"network of teams,"
forcing companies to
reorganize, redesign
roles and rewards,
redefine careers, and
change the role of
management
Enabling this
organization, talent
focus is focusing on
the employee
experience,
influenced by
design thinking,
the app economy,
and transparency

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