How HR needs to change to emphasise relationships and groups vs individuals, and to support four different types of group

1. The Social Organization
Jon Ingham
@joningham

2. Specialism and Complexity
Increasing demands for deeper specialism
Subject matter experts in touch with increasing amount,
and accelerating rate of production, of new knowledge
But complex work requires breadth as well as depth
T-shaped specialists with generalist capabilities
Multi-specialist polymaths
Teams and other groups / networks!

3. Social > Human Capital
HR and management processes and practices plus
organizational interventions etc
Results in the rest of the business
(operations, customer, financial)
Human
capital
Social
capital Organization
capital

4. Poll Question 1:
Which is the most important in your
organization?
a) The quality of individual employees
(human capital)
b) The way people work together in
teams and other groups (social
capital)

5. Poll Question 2:
What do you aim to measure, manage,
develop and reward?
a) The performance of individual
employees (based on human capital)
b) The performance of people working
together in teams and other groups
(based on social capital)

6. HR = Human Relationships
Knowledge Workers transforming to Relationship Workers
Skills and engagement being supplemented with
connections, relationships and conversations
Plus more focus on diversity and inclusion
Less tangible, more complex

7. Horizontal
teams Networks
Simple
groupings Communities
Task focus,
Extrinsic
motivation
Human focus,
Intrinsic
motivation
Internal
orientation,
Exploitation
of existing
resources
External
orientation,
Exploration
of new
opportunities
© Jon Ingham, 2018
HR for Groups

8. http://www.singapore7s.sg

9. https://www.sing-jazz.com/2018/

10. http://www.thinkstockphotos.co.uk

11. Horizontal
teams
Networks
Simple
groupings Communities
© Jon Ingham, 2018
Social Tech

12. Jon Ingham
jon@organization.social
linkedin.com/in/joningham
twitter.com/joningham
+44 7904 185134