Many observers have suggested that capitalism is fast destroying our planet, concentrating power in a few big companies. Excessive short-termism, leveraged debt, digitisation, and disruption are the new normal. We stand at a critical juncture where the two paths ahead could lead to very different futures. One route could take us back to the harshest days of the early Industrial Revolution and the Great Depression. The other could lead to a world of abundance, equality, inclusivity, and prosperity for all. Which future awaits us will largely be determined by business, and HR (Human Resources) in particular.
Books on HR tend to focus on HR practices and potential interventions, but they rarely look at the profession, how it evolved, and how and why those people practices were created. The HR (R)Evolution: Change the Workplace, Change the World describes the "Seven Great Waves" of change and explains how each wave impacted business. It explains how some companies are stuck in the past and how HR can break the deadlock if it understands what the future holds. This book is meant for senior business leaders or anyone currently working in HR who are grappling with the paradoxes of business today. It’s for leaders who recognise that people issues are the central challenge of our time. Whether we embrace the waves yet to come will determine whether we survive or regress, whether we flourish or flounder. The future is in our hands.
Table of Contents:
Preface
Introduction: The Case for Revolution
Weapons of Mass Disruption
Industry Consolidation and the Disappearing Profit Margin
Near Zero Marginal Cost
Planetary Limits
The Time for Change is Now
Chapter 1: HR 1.0 – The Paternalism Wave (Pre-1920)
The First Glimmer’s of Paternalism
Paternalistic-Based Leadership
Teams at HR 1.0: Talented Individual Family Members
Emerging HR and People Practises
HR 1.0 Paternalism Today
Evolution from HR 1.0 – HR 2.0
Chapter 2: HR 2.0 – The Power Wave (1890 – 1945)
The First Glimmers of Power
Power-Based Leadership
Teams at HR 2.0: Battling Experts
Emerging HR and People Practises
HR 2.0 Power Today
Evolution from HR 2.0 – HR 3.0
Chapter 3: HR 3.0 – The Process Wave (1935 – 1985)
The First Glimmers of Process
Process-Based Leadership
Teams at HR 3.0: Dependent Experts
Emerging HR and People Practices
HR 3.0 Process Today
Evolution from HR 3.0 – HR 4.0
Chapter 4: HR 4.0 – The Profit Wave (1980 – 2010)
The First Glimmers of Profit
Profit-Based Leadership
Teams at HR 4.0: Independent and Interdependent Achievers
Emerging HR and People Practices
HR 4.0 Profit Today
Reward
Pay Determination
Appraisal and Performance Management
Organisational Theory
Leadership Development
Evolution from HR 4.0 – HR 5.0
Chapter 5: HR 5.0 – The People Wave (2005 – 2025)
The First Glimmers of HR 5.0
The Emergence of the Digital Age
People-Based Leadership
Teams at HR 5.0: Diverse Pluralists
Emerging HR and People Practises
HR 5.0 People Today
Diversity and Inclusion
Performance Management
Reward
Leadership and Human Development
Evolution from HR 5.0 to HR 6.0
Chapter 6: HR 6.0 – The Paradox Wave (2020 – 2040)
The First Glimmers of Paradox
Paradox-Based Leadership
HR 6.0 and the Emergence of 4D Leadership
Teams at HR 6.0: Integrated Pluralists
Recalibration of ‘Mental Health’
Emerging HR and People Practices
The Disappearing ‘HR Function’
Organisational Design and Development- The Networked Org Mark I
New Forms of Employment
Re-inventing the Employment Model
Employee Relations
Re-inventing the Company
Evolution from HR 6.0 to HR 7.0
Chapter 7: HR 7.0 – The Planet Wave (2030+)
The First Glimmers of Planet
Planet-Based Leadership
Teams at HR 7.0: Fellowships
Emerging HR and People Practices
HR 7.0 Planet Today
The Networked Org Mark II
Crowdocracy
The Future?
What Next
Chapter 8: Surfing the P-waves of Progress
First Work on Maturity
Approaching Transition
Courage to Confront
Plus One’ Principle (POP)
Evolve to the Point of the Leader
Communicate in the Right Language
Embrace and Implement the HR practices
Who Should Lead the Transition?
HR Call to Arms
