Get Results from Your HR Transformation | Dave Ulrich

what is it we have learned to contribute what do we give three how do you transform HR to enable those results and make sure they last and finally very briefly what are the next steps so get ready my hope is I could be with each of you in spirit or in person need a knee talking about are you going to get results from this transformation [Music] thank you hi I'm Dave Aldrich I'm a professor at the Ross School of Business and a partner at the rbl group I am honored to be with you at the

end of this incredible HR Congress you now have a bookend at the beginning of this Congress you have the chance to listen to Linda Gratton one of my most favored colleagues as she talks about the reinvention of work and hybrid work and at the end I want to talk about the theme hr's New Horizon how do we create sustained human capability and so the theme that mihai and his colleagues have picked is how do we get results as we leave this session and make a difference and I want to give you some very specific ideas

that will have impact about how you can get results as having gone to this conference often you come to a conference and you leave and nobody knows you were even there because nothing changes I want to help you make a change and get results from the transformation you'll do as a result of being being part of this HR Congress so I'm going to cover four sessions it's going to be the benefit of your receipt who's going to be the beneficiary of your results it will benefit because of what you've learned in these last few days

two what is it we have learned to contribute what do we give three how do you transform HR to enable those results and make sure they last and finally very briefly what are the next steps so get ready my hope is I could be with each of you in spirit or in person need a need talking about are you going to get results from this transformation first of all let's start with results who's going to benefit because of this HR Congress and what's the benefit we hope to give them because of what we transform top

left investors we want to help gain market value if we're publicly traded that stock price if we're privately held that's market value 80 percent of market value is tied to intangibles and the management of risk we want to help our customers we want to help them receive exceptional service we want to help our customers have better experience because of what we've learned today we want to ensure with our board of directors that the CEO succession the overview of results occurs boards have stewardship to manage the asset that's we want our senior executive team to be

revitalized and make things happen we want all Business Leaders to deliver goals and current and future employees to be delighted whoa if we can deliver all of that this has been an incredible transformation here's the logic we want HR as a result of the ideas in this Congress to move forward one of the results we've often done is Administrative utility we want to be more efficient at delivering our HR services hiring training developing functional best practice are we doing a better job in those skills we want to link them to strategy I want you to

think about the results outside with your investors your customers and the external communities that you are trying to serve so when you think about that logic and I've shared it before think about what you do day to day efficiency I'm efficient in delivering HR best practice I hire I trains link it to strategy so that so that my investor at the top left will get market value my customer will have a better experience that's the outcome we want from this conference and that's what transformation is about the receivers of your transformation efforts are adding values

to all stakeholders both inside the firm the leaders the employees but also outside the firm with the investors and the customers so the results of this HR Congress is to get results outside with customers with investors with communities as well as insight so what do we in HR learn that will make that happen you know there's an evolution of HR to human capability and I love the theme of this conference that mean as as uh colleagues pick we started HR in terms like Personnel in Gray terms and conditions of work operational accidents human resources in

blue we deliver great functional Excellence human capital which is the moment the term does your right now we link our talent our people their strategy but let's go to the blue and in yellow human capability has two Evolutions one Mark a value outside in that's what I just talked about the value of what we do in this conference is to create success outside with investors with customers with communities and second at the very top in blue we don't just want to deliver talent but organization and Leadership so human capability is about human that's the talent

and organization that's the capability that creates value in the marketplace and human capability Builds on those other elements in Gray the conditions of work in blue the practices in red the alignment of those human capability practices so what have you done in this conference this was a delight I have to have the privilege of looking at what you've studied over the last few days you've studied diversity Equity inclusion technology transformational leadership no Heroes you studied remote work you've studied great resignation and you've studied Thrive you've studied leadership coaching Next Generation employees whoa you have studied

a lot of things and I tried to pull in all the things that have been part of this incredible two-day event amazing you're going to go home with a lot of ideas but here's the problem when those ideas are splintered and filtered and everywhere it's like seeing a bunch of shooting stars and you don't know where to focus what I want to provide with human capability is a framework and here's the logic of a framework in yellow people have given me a lot of diets what I should eat and there's all kinds of diets but

they're all based on a framework of the four food groups in personality in in Orange there's a lot of personality tests your color your Myers-Briggs your mmpi you got a lot of tests but they're all based on the five personality traits the big five openness conscientiousness extraversion agreeableness neuroticism social responsibility risk you know in purple nhr we're a splintered industry look at all of those items that you've been listening to the last few days they're all critical how do I organize them and I'm going to suggest a framework and it's the theme of this conference

towards human capability today most initiatives we've got are haphazard we are this program we hear that program we see all these things going forward as you deliver results from your HR transformation I want to create a human capability logic and it's got four elements my fingers represent Talent that's in red what should my company do to ensure the right individual competence Workforce or skills what do we do with our people my fist represents the organization what does my company do to have the right not competence the capability not Workforce but workplace not individual skills but

team and Leadership is in Orange the combination what should my company do to have the right leaders those three outcomes are what we in HR deliver as a result of coming to this conference the results of our HR work will be better people organization and Leadership and then my forearms represent the human resource function do we have the right HR department do we have the right practices do we have the right metrics instead notice how simple that is notice in personality you have all these personality traits and financial reporting you have all the evidence but

you have a framework here is a framework for HR going forward Talent organization leadership and HR now I'm going to do something silly so you may remember it if you hold up your fingers your fist your leadership the combination and your forums and then do a dance that's the HR dance the human capability dance going forward why do I go through that all of those confusing items before fall into the colors in this conference you've talked and read about diversity resignation retention the talent Marketplace employee well-being belonging Next Generation in blue you've talked about agile

organization hybrid remote work thriving with ESG creating a culture of systems designing work in uh green you've talked about leadership for Humanity and caring and Leadership coaching and transformational Leadership and in purple you've talked about the HR systems the awards the assessment you now can say I have a framework called human capability that allows me to organize all of these diverse things I've heard in the last few days in our world we've identified in Talent 10 initiatives these are 10 things I can do in Talent many of which you covered in this Congress I've identified

an organization 12 capabilities many of which you've covered in this Congress and I've identified in leadership six steps to creating leadership and nine dimensions of good HR again this is a very simple logic but it's powerful let me share some research we've just completed organization and people matter in the United States the Securities Exchange Commission mandated human capital in 2021 7 000 companies reported their human capital with no no evidence number three the data was all over we then did machine learning with Amazon web services to review those seven thousand reports using this framework did

you disclose Talent organization leadership and HR we then created a score in each of those four Pathways for 5 700 companies look at the results in yellow they are breathtaking if you want to explain Revenue per employee 44 comes from your score on human cap on human capability 26 percent of cash flow 25 percent of investor confidence fraud and litigiousness these factors in this human capability framework give you a way to lead this Congress to get results because I can deliver Talent organization leadership and HR this data supports what we've done you can see on

the website at the down at the bottom G3 is governance and guidance through humancapability.com I am excited about this work and so in this conference we've now gone deeper what are the results I want to create remember the first slide I want to create investor results customer results board results Senior Management results business leader results employee results how am I going to do that through human capability through Talent organization leadership and HR and everything you've talked about in the last few days in this conference fits into those categories in red is Talent you've done a

great sessions on diversity with Incredible speakers in blue is hybrid work and Linda talked about hybrid what Linda Grant talked about hybrid work remote work ESG in green is leadership and then in purple are the HR services what I now want to do is go deep what have we learned about the results in these areas that occur because we invest well I didn't say that very well let me say it again what have we learned in talent that I could invest in to deliver outcomes you care about because our job is to leave this conference

having a difference in Talent we identified as I highlighted 10 dimensions of improving Talent let me just look at those 10 you're going to get some data for the next 15 12 minutes be warned you're going to get data but it's really I'm going to make it simple Talent acquisition am I hiring the right people managing employee performance developing people diversity number four five career six communication seven retained to part nine and ten those are the ten dimensions of talent that helped create human capability then what we've done in our research and you can see

it at rbl.ai and you can even do the survey it's free and find out how you score we identified did those 10 initiatives have impact on column C the employee on column D the strategy of a business I'm calling me the customer financial and social citizenship in this research we want to show the results that will occur because of your talent Investments each of those columns c d e f and g adds up to 100 points you know what's really interesting is you look down the columns I can say to myself call me I want

to go back from this HR Congress and improve my customer connection Revenue per customer net promoter score look down colony where should I invest in my talent Talent acquisition gets green employing engagement gets Green Employee experience gets green we now can see where to invest depending on the outcomes we care about that's the results we want you to achieve and so you can look at those 10 domains and begin to say these are the actions I can take in order for my company to begin to deliver results I highlight these in yellow because if you

look across the rows they get more green cells Talent acquisition has an impact on column c d e and G tracking Employee Engagement has a high impact on column c and e and employee experience has a high impact on column E and F so that's my takeaway how do I deliver results in Talent in the general research I focus on acquiring Talent setting criteria sourcing screening things that you talk about and I work on number nine improving Employee Engagement sentiment personal responsibility things you've talked about and I create a positive employee experience with meaning and

purpose things that you've talked about so I've talked about talent I want to leave this conference helping transform your world by delivering results in Talent I also want to deliver results in organization so if I'm an HR person I sit down with my investors my customers My Business Leaders my boards and say in order for us to succeed and drive our strategy and succeed in the marketplace do we have the right talent and I've just taken you through that do we have the right organization what can my company do to have the right capability the

workplace the team the hybrid work how do we build an organization we've identified 12 capabilities an organization is not about its structure it's not about its hierarchy and morphology and roles it's not even about where people work it's about what do they work on I believe that in the world of hybrid work we get worried about Place am I at my job that's not the issue anymore what am I working on no matter where I work I'm in my home you're in your home I could be in a coffee shop I could be on an

airplane I could be on a train what am I working on that will help our company be successful in the marketplace and with investors what I'm good at doing as a company and what I'm working on is what we call a capability we've identified 12. am I working on building better people agility number two strategic Clarity customer centricity culture those are capabilities that I as an HR person work on no matter where I work or how I work to be successful in the same line we did a study you can go to rbl.ai you can

do the survey you'll get your results for your company but look at the three that came out High we found across 632 respondents it's not a huge data set if I want to create value and positive results for column C the employee D the strategy either customer F Financial and G social citizenship the three I should generally focus on am I working to build agility does our company move quickly am I working to create strategic Clarity customer centricity those three become the capabilities in general that companies need now your company may be different and so

I can begin to say as a result of this session and my in going work I can build agility by defining what agility means how to make it happen how to apply it I can Define strategic Clarity by getting opportunity where to win and how to play and customer centricity by serving customers you can identify the organizational requirements you need again I know I'm covering a lot you've had full days and I'm covering a lot so I'm going to summarize it again we want to deliver results we want to transform HR to make it happen

with investors customers boards how do we do it by talent and we identify 10 initiatives you could do by organization and we identify capabilities you can build and by leadership leadership is the combination of the two in China this is a symbol of respect and it shows that we respect each other as we've studied leadership we've identified six steps to what we call a leadership brand build a business case why does leadership matter number two agree on what leaders should know and do number three assess leaders four invest in leaders five major leaders and six

ensure a reputation following the same logic we looked at a number of companies in our studies and said you know with a global mean where should we focus as we build leadership to deliver results what's fascinating now about this chart is clarify the business case am I going to go home and not just have hero leaders that you've talked about or transformational leaders or coaching but are we going to build the case that leadership matters especially in this distributed world and to ensure our reputation do our leaders have a reputation for empathy meaning and emotion

and again there's things we can do to build that business case number one we can look at surveys we can look at strengths we can see the value of leadership so when I go back into those meetings I build leadership and number six we can ensure reputation oh that's where we're headed and I've covered a lot but let me now talk about my forearms HR what do we need to do in HR to deliver those results because that's what this conference is about to enabling and Empower you to make results happen we've done a lot

of books and studies on HR some of you have been gracious enough to be a part of but mihai and his incredible team at HR Congress has allowed me to learn with and from him and others to been in this session and others when we looked at all that work we've identified nine dimensions of a great HR department so if you're in an HR department you want HR your forearms to deliver those Talent organization leadership results number one you got to have a great reputation what you're known for too you've got to serve your customers

three you've got to have an HR Mission or purpose for you got to structure HR I put that in yellow because that's what everybody wants they want to go redesign the HR function centers of expertise agile organizations specialist generalist number five you've got to build human capability six you got to measure number seven practice is eight got to have great HR people nine you've got to have great relationships so we did the same study I reported before and I'll uh show the chart briefly you can get copies of these notes through mihai and others or

send me a note and I'll send them to you what matters the most number one reputation notice on the results that wrote if we in HR have a great reputation not only for efficiency or best practice or strategy but for creating market value we drive results and number nine is relationships do we form and do we have incredible relationships do we work well with each other within HR and between HR and the company those are the things we do to build HR so of those nine dimensions the HR design matters that's our role the HR

reputation and the HR relationships matter even more so in blue my final piece what do I have to know and do to be successful and some of you who followed our work we've studied this for 35 years with over 120 000 data points we did this study during covet what does an HR person need to know we have 28 000 respondents a thousand companies global data set there's five things here's the key message over the last 30 years we've defined the competencies or skills of an HR professional as a noun credible activist change agent business

partner employee Champion notice the nouns today we Define them as verbs wherever you are in your HR job what are the verbs I should create and we got five based on our research I accelerate the business I Advance human capability and you can see the details by Talent organization and Leadership I mobilize information I Foster collaboration and I simplify complexity those seem to be the skills that you should leave this conference with and when you have those skills that you've got in this HR Congress you then go create the results that matter here's my final

data set as I said we study these for 35 years all of the skills of HR seem to be going up until the coronavirus until covet then they all dropped why look at that red circle the skills all seem to be getting better in HR people here's my take more is expected of us in HR than we've ever seen and so the theme for this conference is to build human capability Talent organizational leadership so that investors customers boards senior executive Business Leaders employees get value think of a nice restaurant where you live and think of

a low-level restaurant who gets more complaints the nice restaurant there is more expected of HR and that's why our scores may have dropped so what's next look at what we've covered we want you to get results who are the receivers all the stakeholders that's the results I want what's our unique contribution through human capability Talent organizational leadership how do I build a better HR department with reputation and in relationships and how do I build better HR people so here's the questions I'll leave with you as I respond to your questions to me I want to

know what you can personally do to deliver results how can I make something happen from this session in dark blue how does my organization work and in green join us in shaping this profession I should just share that this year when the Ukrainian crisis hit me hi I am so honored to work with you and your team in helping deliver value because we make a difference as we train Ukrainian HR professionals and HR professionals around the world to respond we make a difference so that's my message I shared a lot of ideas and I know

I went fast get results that will have impact follow me on LinkedIn let me know how to serve you ask questions I'll follow up and then if you have a chance take a cue a picture of the QR code we have just created a website that shares some of our research with videos with tools with actions that help you deliver the best is yet ahead to transform HR so that we get results and with that I'm going to stop and I know I've covered a lot near it thank you um me I did not think

that I could cover that much in 25 minutes and I did and uh I just wish I was with you in person today so thank you very much absolutely brilliant Dave and of course we always talk about you know getting a seat at a table in fact moving to owning the table that's that this is it human capability because that's all about uh making sure that stakeholders and Business Leaders listen without further Ado I'd like to ladies yeah I mean I've just got to say if you don't have a seat at the table today as

an HR person you probably never will human capability is at the table whether you as an HR person are contributing or not that's up to you it's there me I again I gotta thank you especially for what we did in February and March it's uh it was it was amazing very very emotional I would say uh I think that was a miracle so I will put the link here so people want to re-watch this session it's still worth it it's every word is just waiting gold nevertheless without footage you would like to give the opportunity

to near it palette moons these Chief people officer of high Bob uh who take the stage with you for a short q a what needed welcome to a virtual stage and it's all yours there hi hi everybody and uh they've really it's a great honor for me to be here with you uh I think the first HR book I received from my manager was your book about Asia transformation so it's still in uh here in my home office and uh it did leave a a lot of impression on me and on my team um but

I think I I heard you saying many times because I heard some of your podcast lately uh that and I just heard your your speech now and and the dance change right the HR dance just change maybe you can share with us one of the main thing that you think have changed in the last decade for HR number one I think and thank you for the question I've got to ask I know this is terrible what's the picture behind your left shoulder on the wall what is that I just want to know you better that's

a beautiful neck one yeah it's a singer actually if you if you look at it carefully it's like an image but there is a singer Bob Marley oh I'm so good that's so fun because I get to know you a little bit from the uh material in your office I think the context for HR is changing we've seen it the covet pandemic the technology changed political toxicity uncertainty is real I think there's two content changes that we're seeing at a high level one is outside in HR is not about HR it's about helping your company

succeed in the marketplace I'd love to ask people what's the most important thing we in HR can give an employee believe become belong be safe all the above none of the above the most important thing we can give and employ is a company that succeeds in the marketplace and I think the more narrative that we connect HR to our customers our investors and our communities we succeed number one content outside in number two HR is not just about Talent a number of years ago McKinsey did a study the war for talent we have human capital

everybody's excited about Talent it's also about organization and Leadership and so for us the term human that's talent capability is organization they come together with leaders so those are my two Evolutions outside in and human capability and actually this really leads me to my other question which is how can we help the organization win externally better and you know interestingly at high Bob it's very easy because we are an HR tech company so you know I speak a lot who is our Prospect who is our customer I help our marketing team but I think in

in other companies it's not that obvious right yeah I I mean it sounds like you're the perfect example which is why you've been so successful think of any HR practice staffy let's involve our customers we don't want to be the employer of choice we want to be the employer of choice of employees our customers would choose in my talk where I went fast acquiring Talent is a key thing are we hiring people who meet the demands and expectations of our customers let them help set standards let them help interview people let them help make decisions

training compensation everything we do in HR can be connected to the value we're creating with our customer and investor and when we do that the internal HR practices are not about HR they're about helping our company succeed in the marketplace that's so true and I think you know more and more we see that actually HR are moving from being at the backstage to the front stage right oh yeah well the data I reported very quickly if you're a publicly traded firm that has a stock price 80 percent across the world it may not be your

company of Mark of you is intangibles that's not your cash flow it's your intangible value it's the confidence your investors have in your future where does that confidence come from your people your organization and your leadership and when we can show the investors that we in our company can build Talent organization and Leadership that helps them have more confidence our valuation goes up and our risk goes down I I just this is such a key time for HR it's so fun I love to meet with non-hr people and I spend about half my time with

Business Leaders and when I start saying they say HR and their image of hr's Legacy HR it's the old policy police but when I say how critical is Talent organization and Leadership to your success they're going that is Success we can create strategies whatever color blue purple red we can create directions but if we can't manage the talent organization and Leadership human capability they're not going to happen so that's where we see ourselves going another question I have is and again you know because I am part of the age of tech environment and I know

how digital transformation is important for all of us and we also know how quickly things can go wrong right we can we can implement it very very successfully and we can also go wrong maybe you have a few tips for for us as an Egypt professional to to deal with it you know in the last few years digital is real and we see it I'm in my house or my home you're in your location many listening or separate we live in a digital world we live in a technology World almost every company I know is

implementing a digital or an information strategy basically technology is driven to provide digital information and that digital information strategy there's two ways HR can help one when my company or your company does a digital information strategy to use technology HR should help make that strategy happen how one help form the team digital doesn't require one person it's not it or HR marketing or Finance it's everybody who knows more about forming a team than HR too to find goals of the digital strategy who knows more about goal setting Performance Management we do hold people accountable to

those goals build an action plan follow up everything we do in HR can help enable our digital business strategy on my other hand is digital within HR clearly the HR world is using information at the platform level we have information systems you've got sap you've got PeopleSoft you've got workday you've got great technology and you're one of them you're one of them we need to advertise that we have a platform second we have apps I get apps every day here's the latest greatest app you can use but then we need to go beyond in HR

to use your platform and others to provide information information is the uh the oil of the future it's the Golden Age It's knowledge and finally we need to use digital nhr to build an experience those employees who are working remotely they need to connect they need to feel part of the company and people have said well how do you do that remotely and my answer is often how often do you connect with your family when covet hit in the United States we have three children and my mother and my sister we met every Sunday on

Zoom and then we met once or twice I'm seeing you laughing I assume you've done some of the same either Zoom or Facebook or whatever technology we connect with our children you know what let's do that with our employees don't make this distant we can be separate where you work is not the issue connecting with each other and building that experience so my one hand HR can help build the team that delivers a digital business strategy second using your service and others HR can do the basic HR technology apps information and experience and when we

build the employee experience either physically or together or separate HR digital and Technology helps our company move forward and and you know one thing that I also learned in the last few months is that there's so many new technologies and tools I think it's also something that we have to somehow you know navigate or or prioritize because employees cannot learn or adopt you know like 10 new systems every month so so let me ask you because you're in this space and you know more than me about technology what about your technology makes you more valuable

than than others what should I look for not just yours but what should I look for in good technology what is it you provide that that makes it so valuable well you know I think always it should resolve an issue or a problem or a challenge right so as we just discussed the age of platform should provide easier information it should provide you know more engagement for the team flexibility I think you know what I really like in high Bob is that there is a lot of Independence for the HR team they can do a

little thing by themselves and also the UI is creating such a great experience for the team for the employees you know many times I hear people say oh I hate the HR System right it's it's sad but it's it's true some of them are really painful and not very friendly so I think our mission is really to change how the world look and and how employees and obviously you're doing that very well but now remember my four stages it's HR data set applications and all the new applications and I keep getting applications one of them

a few months ago about a year ago actually said I can take a picture of your face until what kind of leader you are and I thought well that's bad because I don't have a good face we have information which I love and it sounds like you're providing that information and then I like the fourth level we can help you as an employee have a better experience feel like you belong you're part of a team almost like the family experience that we connect with I I think we're getting that and we're going to see more

of that in technology enabled HR I agree because you know the new generation they don't accept something else right they are so used to this great UI they would not they want they don't want to to have any other experience I was with my three-year-old grandson the other night and uh he grabbed my phone and he started doing this because he wanted to find the Pentatonix it's a music group he likes him and he found him and he hit the button and then he listened to the concert I mean he's three years old and he's

still in diapers and he has better technology than I do it's a new world we can have a reverse coaching with them right we've already done we call it reverse mentoring uh in fact that's who I go to when I uh want ideas on what's new is the next Generation Um so true um and I think we also touched that technology has the capability um to connect people but you know with all the hybrid work the remote work it also have the risk of isolating people and we also hear a lot about that um so

I don't know if if you have any good advice for us as HR how to really ensure that we are connecting people rather than isolating them let me give the same advice I gave about family when we connect with each other and you and I don't know each other we don't have to get into the technical job where did I start our session today by the way I finally see the picture of the singer over your shoulder what a beautiful picture it's taken me a few minutes of looking I now know something about you what

a delightful thing one of the leaders I worked with said we used to do managing by walking around where we don't walk around and see people we do management by checking in I check in with my kids I check in with my grants my grandchildren we find out how people are doing and we let them know through technology we let them feel part of our team part of our connection and the technology can actually be something that sources and binds us together and then when we come together and we're going to see some version of

hybrid work whatever it is it's not going to be magic one day two days don't come to work and sit in your office and do emails that's silly when we're together be together and build that relationship that works and boundaries of work are no longer they're no longer place you don't get up in the morning and go to work on a train or a car boundaries of work are the values we share and when we share those values it's not about where you work or how you work it's about how well you create value for

the customers you're trying to serve and if we all share that we succeed I published a couple of books the last book I published was with Arthur Young a great he was a doctoral student who has surpassed me I'm now his uh he's now coaching me we never met we never met and we wrote a book together you don't have to be together ideas are permeable they move across boundaries I feel deep kinship here's my test and it's an interesting test we all have needs once in a while sometimes we get sick I have a

gravelly voice today uh we all do that if I reached out to somebody and said I need help would they respond what a great test if I am going to get emotional so if I reached out to my son or my daughter through technology and said Mike Monica Kerry I need help today not even a hesitation they would be there build that into your technology build that into your technology that we care for each other so much no matter where we are we will give help I've done that with those I coach I have strange

sleeping habits Reach Out 24 hours a day send me a note if you want to talk once a month I get a call at 2 am aidless talk and we talk technology allows us to connect better not worse if we use it well and thank you for that beautiful picture I now get it it's so cool thank you I think we have maybe time for one last question uh if I may um and again this is something that we work on at high Bob is is the whole uh workforce planning uh uh and I think

it is something very complex right we have so much uncertainty uh the the skills and and and the roles that we are hiring is changing so much I mean sometimes we plan one thing and after six months we see that you know there is a whole development and we need different skills we need different people um so what are your advice and takes on and doing it more productive and more you know how how AJR can really lead it in a better way I think workforce planning has been around for a long time we've got

Markov chains full-time part-time the people we bring in the pivot we're seeing and John Boudreau is one of the leaders in this area don't focus on the workforce focus on the task so if I say given my strategy here's the task that I have to do and the skills I need to accomplish this task this is what has to happen then here's what happens once I know the tasks that have to be done is that a full-time employee is that a part-time employee is that a contract employee or is that going to be done through

technology I think we're seeing a movement from Workforce to work task and once I get a topology of the tasks that need to be done the work can be done full-time part-time contract or technology and I think technology is going to increase because of the digital world we live in we're going to see more of those tasks done through the technology that enables work so that's Workforce to work task and then how we deliver those tasks in a more creative way interesting and I'm gonna read indeed I hate to interrupt the conversation unfortunately as time

is up but that's been absolutely fascinating to to you both of you thank you so much for joining this panel thank you so much Dave for this fascinating keynote and and conversation so what do you hope people leave this Congress front with this is your your Maestro it's your day today November 30 what do you hope Dave um what we are using and put it in a bit of a bit of a lame joke but the content and unless you're providing use people for self-development instead of shelf development because that's what happens so often if

you just buy something put it on the shelf and forget about it and my hope is that we shall be taking away some of the ideas and not all as you say find the focus and just change a tiny bit just one thing and that will make enormous impact I hope I hope amen thank you thank you so much finally and one more thing learning from Dave I hope that we will all be more connected I think and and have the sense of belonging for this great community in HR because I I can see you

know the benefit we are such a great Community we help and we collaborate so well it is very very very few communities sharing so generously what we're having by the way I love both of you have uh Evergreen flowers in your background which is a I don't which mine's uh mine's mine's a dead flower but you are both growing and I hope we as a community near it and I know mihai you have continued to grow thank you for the privilege of joining you thank you so much of you and uh respect wow [Music]