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HR Concierge or HRCon team: this figure has one mission: To make guests and employees feel at home.

 

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A graph that depicts relationships at work (influence, learning, organization, support and development), from tangible authority to invisible relationships. 

 

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Why does this matter? Why am I doing this job? Maps are no longer useful. Now, we need a compass.

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A business model in which no one earns money by telling others what to and when to do it.

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Asphyxiation due to reduced leisure time and massive information overload.

 

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A new organizational 
paradigm sees companies increasingly defined as “Network orchestrators”. The skills and resources they can connect
 to, through activities like crowdsourcing, become more important than the skills and resources they own.

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Your employees know even more than you. You don´t control all the information!

Companies have less ability to shape and massage public and private perceptions of their firms. Every step and misstep is instantly subject to scrutiny.

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The shrinking middle will challenge the workforce. Jobs which have traditionally occupied the middle of the skills hierarchy and earnings range, such as white collar administrative roles and skilled / semi-skilled blue collar roles, are declining at a significant rate due to changes in work organisation driven by technology and globalisation.

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Systems matter. Nobody is an island. If you touch one strand on a spider’s web, the entire web moves.  A systematic point of view focuses less on individual behavior and more on the interactions they have.  

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