PRIYANTONO RUDITO,

PH.D
Vice Chairman SEAL AWS

FUTURE OF WORK:
WIN-WIN FOR PEOPLE AND
ORGANIZATIONS
Indonesia Knowledge Forum X
Thursday, 07 October 2021
 #1
The World We Live Today

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 The World We Live Today
IS IN THE NEED OF METAPHORE

MEGA
TREND META TREND

• Accelerated Digitalisation • Connected society

• Quick, wide and deep • Connected organization
adoption • Connected world
• Future Forward Ecosystem

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 THE MEGA TREND

MEGA
TREND

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 The Future Mega Trend Escalates
The Future
Mega Trend

Impossible Based on current knowledge Impossible Future

Future Tidak Mungkin Terjadi

What are your preferred future? Possible Mungkin (Saja) Terjadi

Future Accelerated
Process
Plausible Dapat Terjadi
Future

Probable Kemungkinan Terjadi

Future
Probable Future

• Digitalisasi,
• Pandemic
Present • Quick, Wide and
Future
2021 Deep Customer
Adoption
 DIGITAL VORTEX 2021
Digital Disruption in a COVID World

2016 2019 2021

Initial Vortex Accelerated Vortex Spiral Vortex

Source: Global Center for Digital Business Transformation (DBT Center), an IMD and Cisco initiative 2016, 2019 and 2021
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 DIGITAL DISRUPTION IN A COVID WORLD

Previously, only industries close to the

center of the Digital Vortex, such as
media companies, banks, telcos,
retailers, and tech experienced the
transformative impacts of digital
disruption, while those on its outer
edges were much less impacted.

By 2021 this was no longer the case, as

we reached a saturation point where
major or transformative digital
disruption was impacting all sectors,
irrespective of size or location
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KEY INSIGHTS FROM DIGITAL VORTEX 2021

The Digital Disruption Hall of Fame

The five industries at the center of the Digital Vortex :
1). Media & Entertainment, 2). Retail, 3). Telecommunications, 4). Technology
Products & Services, and 5). Financial Services – have remained unchanged since
2015.

Digital Disruption is Not Slowing Down

• All 14 industries moved closer to the center of the Digital Vortex, where the velocity
and magnitude of change was greatest.
• 90% of respondents reported that digital disruptions was already present and was
exerting a major to transformative impact on their industries.

The Big Movers

Four industries showed the greatest digital acceleration:
1). Healthcare & Pharmaceuticals, 2). Retail, 3). Education, and 4). Professional Services.
 DISRUPTION

• All 14 industries moved closer to the center of the Vortex

between 2019 and 2021
• Some moves were more substantial than others resulting in
relative changes of position
• The COVID-19 pandemic accelerated many of these shifts.
 REVOLUTION 4.0
in a wide spectrum of business ecosystem

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FUTURE FORWARD ECOSYSTEM
Source: McKinsey & Company

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Source: McKinsey & Company
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Digital Transformation in Healthcare in 2020:
7 Key Trends to Watch 7

Source: Michael Reddy 2

Michael is the President of Digital Authority Partners

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 Blockchain and the promise of better electronic health records
7 This tech will soon play an instrumental role in keeping their electronic health records
Digital accurate and safe. In healthcare, blockchain is proven to be an effective tool in
preventing data breaches, improving the accuracy of medical records, cutting costs and
Transformation coming up with doable solutions to the problem of fragmented medical records.
in Healthcare in 2020 6 The wonders of artificial intelligence
AI represents the epitome of medical innovation and industry players are eager to invest millions
in it. AI can be best observed in areas like precision medicine, medical imaging, drug discovery,
and genomics.
5 Predictive healthcare
A factor supporting the digital transformation in healthcare is predicting what illnesses and
diseases will become major problems in the near future.
7 Key Trends 4 The growth of wearable medical devices
to Watch Another trend of the digital transformation in healthcare is companies collecting their own health data
from medical devices, including wearable technology. In the digital age, patients are focusing on
prevention and maintenance, and demanding information about their health more frequently.
3 Treating patients with virtual reality
Virtual Reality (VR) is the pièce de résistance of digital transformation in healthcare. Its myriad of
applications are profoundly changing the way patients are being treated
2
The importance of big data in healthcare
Big data aggregates information about a business through formats such as social media, ecommerce, online
1 transactions, and financial transactions, and identifies patterns and trends for future use.

The rise of on-demand healthcare

The healthcare industry is entering the era of digital innovation, as patients seek on-
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THE META TREND

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THE META TREND

• Connected society

• Connected organization

• Connected World

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Source: Peter H. Diamandis, MD, “The Future is Faster than you Think”, How Converging Technologies are Allowing Business to Accelerate, Thrive and Advance”, Singularity University

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Global Digital Phenomenon: CONNECTED WORLD
Global digital phenomenon has huge potential market that drives the emergence of disruptive digital companies

Commerce

Cinema

2.78mio vs 4.5mio 51k vs 390k 527k vs 2,1mio Amenities

2x video views 8x Apps downloaded 4x Snaps created

USD203k vs USD1000k 69k vs 694k 21mio vs 41.6mio

5x Spent Online 10x Hours watched 2x Messages Sent

Source: Smartinsight.com, 2017 and The Financial Times Global 500, www.ycharts.com, PWC, 2018 ; CISCO 2018; 1 EB = 10 9 GB
Cross-industry innovation
Cross-industry innovation is the clever way to jump start
your innovation efforts by drawing analogies and
transferring approaches between contexts, beyond the
borders of your own industry, sector, area, or domain

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COLLABORATIVE CORPORATE-STARTUP STRATEGY

CORPORATE STARTUP

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 #2
Future Metaphor

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THE FUTURE

THE NEW
METAPHORE
FOR FUTURE HR
AND
ORGANISATION

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 THE NEW METAPHORE FOR
FUTURE HR AND ORGANISATION

“ BRING BACK
THE HUMAN
TOUCH”

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 INDUSTRY 5.0
Industry 5.0 is the future and already an emerging trend

https://medium.com/@marcellvollmer/what-is-industry-5-0-a363041a6f0a

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 INDUSTRY 5.0

Industry 5.0 is already on the Industry 5.0 is the future and already
Horizon an emerging trend:

The next manufacturing revolution the interaction and collaboration

aims to bring back the human touch. between man and machine
Chief Robotics Officer will emerge out
of Industry 4.0 & drive this The human centric automation
movement

Prasanna Lohar, 2021 Dr. Marcell Vollmer, 2021

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 COMPANIES AROUND THE WORLD HAVE STARTED
THEIR MOVE TOWARDS INDUSTRY 5.0

The interaction and collaboration

between man and machine

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Google Duplex

Google Duplex is a technology powering a

new Google Assistant feature. Billed as a
completely automated system, Google
Duplex can essentially make calls for you,
but with a natural-sounding human voice
instead of a robotic one

With Duplex, you can ask Google Assistant

to call businesses for you to make
reservations, book appointments, get hours
of operation, and more. Google Duplex has
been in testing since it debuted in May
2018, and although Google is promising to
take "a slow and measured approach" with
this technology, it's already rolled out across
much of the US and is expanding
internationally

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 is a Danish manufacturer of smaller flexible industrial collaborative robot arms (cobots), based
in Odense, Denmark. The business volume in 2020 was USD 219 million. The company has over 700
employees (2020) and over 1,100 partners around the world

“Collaborative robots are exactly the tools companies need to produce the personalized products consumers
demand today. Collaborative robots bring the human touch to the masses.”

Other customers
SINGLE COBOT HANDLES THREE MACHINES AT ZEISS

Source :
1. universal-robots, 2021
2. https://www.qualitymag.com/articles/95450-welcome-to-industry-50

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 IMPACT ON HR

INDUSTRY HUMAN
5.0 EXPERIENCE HXM

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 IMPACT ON HR

Source: https://www.i-scoop.eu/industry-4-0/industry-5-0/

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 #3
Future Readiness

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 Business outlook and trends
2021-2025

Future Readiness

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 Future Ready Organisation:

STRATEGIC BACKCASTING
2030 Capabilities
Currently Exist Need to Enhance Need to Develop

2021

Source: Sohail Inayatullah (September 2013), Futures thinking and Strategy transformation, Mt Eliza Executive Education,
Melbourne Business School (MBS), Victoria, Australia
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FUTURE READINESS

NEW HR & ORGANISATION

PARADIGMS ARE NEEDED

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 Value center
5-Dimensional HR Lateral Move
Fostering a sense of
Create a purpose Paradigm shift HR yang dahulu hanya melakukan penegakan disiplin dan
pemberian sanksi / reward (artifact/behavior centered) berubah
Meaningful Work
menjadi pembentuk karakter, values, leadership, dan culture
Gig Economy
(Corporate Culture Development).
Developing
Based HR The future
System HR predictive analytics
Employee Value of HR Predictive Analysis
Proposition Visionary Move
Apply people
Developing analytics HR di masa mendatang mengetahui arah bisnis ke depan,
Personal Brand mendefinisikannya sebagai metafora dan melakukan back
Data driven HR casting, dan tidak hanya lagi focus ke kebutuhan sekarang saja
Function
Unlocking From
Within
Center of Learning
Vertical Move

Rent-a-desk and HR yang dahulu hanya bottom priority / turungan bisnis /

Redesign of
shared workplace konsekuensi bisnis, sekarang menjadi inisiatif pertama dan
academic curricula
Modernise corporate utama. Karena HR di masa mendatang harus mampu
Promote and foster menciptakan leadership digital dengan mempersiapkan
learning & development
Collaboration kompetensi baru dan center of excellence.

Dynamic
Agile, flat, open workforce
Re-skilled/ redeployed Business Partnering
organizations and HR internally Progressive Move
Mindset
Operating Model Adaptive
shift Dari hanya support, HR di masa mendatang harus dapat
workforce New ways of working
Total reward menjadi mitra strategis. Dari hanya personalia, sekarang
strategy culture shift strategic business partner dengan menggunakan teknologi
Incorporate and
interaction between Digital HR
Leveraging Digitally Move
humans and
Technology
machine/technology
Dari semula hanya menjalankan cara/metode tradisional, HR ke
depan harus mampu by design mengadaptasi kapabilitas digital
5 New HR Paradigms New & Next HR Practices

Progressive • Promote and foster Collaboration (Co-Working Strategy)

1 Move Inclusive Leadership and Cross functional teaming and Multi
From rear-to-front Generations
• Agile, flat, open organizations and HR Operating Model
BUSINESS PARTNERING • Adaptive Workforce and employee benefit decisions

• Energize people by Fostering a sense of purpose, creating

Lateral Meaningful Work and Developing Employee Value Proposition
2 & Personal Brand
Move
From outer to inner • Work-Life Balance: Gig Economy Based HR System like Work from
Anywhere as the New, Next and Future Normal
VALUE CENTRE
• Unlocking From Within

Orientation • Invest in HR predictive analytics Capability Development

3 and apply people analytics
Move
From myopic to visionary • Data driven HR Function and Operations
• Design jobs, organize processes and plan dynamic
PREDICTIVE ANALYSIS
workforce for future growth

Vertical • Redesign of academic curricula and modernise corporate

4 Move learning & development to build an adaptive learning
From bottom to top • Develop programs that enable employees to to be re-
skilled/ redeployed internally
CENTRE OF CORP LEARNING • Mindset shift, coaching, and new ways of working
development
Progressive
5 • Develop Insta-Office as the Implementation of Co-Working and
Move Work From Anywhere Strategy
From best to next
• Use of Digital Twins incorporating and interaction between
practice
humans and machine/technology
DIGITAL HR • More personalised and Engaged HR by Leveraging Technology
5 New HR Paradigms New &Next HR Practices Future HR & Organisation

Progressive • Promote and foster Collaboration (Co-Working Strategy)

1 Move Inclusive Leadership and Cross functional teaming and Multi
From rear-to-front Generations
• Agile, flat, open organizations and HR Operating Model
BUSINESS PARTNERING • Adaptive Workforce and employee benefit decisions
Ambidextrous Business
• Energize people by Fostering a sense of purpose, creating
Lateral Meaningful Work and Developing Employee Value Proposition
2 & Personal Brand
Move
From outer to inner • Work-Life Balance: Gig Economy Based HR System like Work
from Anywhere as the New, Next and Future Normal
VALUE CENTRE
• Unlocking From Within Ecosystem Workforce*
Orientation • Invest in HR predictive analytics Capability Development
3 and apply people analytics
Move
From myopic to visionary • Data driven HR Function and Operations
• Design jobs, organize processes and plan dynamic
PREDICTIVE ANALYSIS
workforce for future growth Human Operating
Digital Twin Model
Vertical • Redesign of academic curricula and modernize corporate
4 Move learning & development to build an adaptive learning
From bottom to top • Develop programs that enable employees to to be re-
skilled/ redeployed internally
CENTRE OF CORP LEARNING • Mindset shift, coaching, and new ways of working
development
Progressive STRATEGIC HR TRANSFORMATION
5 • Develop Insta-Office as the Implementation of Co-Working
Move and Work From Anywhere Strategy
From best to next
• Use of Digital Twins incorporating and interaction between
practice *Source: Workforce Ecosystem is developed by E.J. Altman, et.al,
humans and machine/technology “Workforce Ecosystem: A New Strategic Approach to he Future of
DIGITAL HR • More personalised and Engaged HR by Leveraging Technology Work< MIT Sloan Management Review and Deloitte, April 2021
 STRATEGIC HR TRANSFORMATION FRAMEWORK
1 AMBIDEXTROUS
Future HR & Organisation
3
Legacy Exploratory Traditional HUMAN DIGITAL TWIN
• Human-to-machine communication
interfaces with the human worker to
1
gather data for analysis and prediction
Ambidextrous Business • Machine-to-human communication
New
Economy Exploitative Agile Technology Device-Human Interface.
screens, numerical displays, lights and
speakers.
2 • Human behavioural modelling
Ecosystem Partial automation for the prediction
Workforce
component of the HDT
2 WORKFORCE ECOSYSTEM
A structure focused on value Communication
creation for an organization that
DIGITAL
consists of complementarities and 3
Human Information
interdependencies. This structure Operating Knowledge
Digital Twin Model
encompasses actors, Real Real
Physical Physical
from within the organization and
beyond, working to pursue both
Communication
individual and collective goals
Holon Model
HXM PLATFORM
Source:
1. Dale Spa. E.J. Altman, J. Schwartz, D. Kiron, R. Jones, and D. Kearns-Manolatos, “Workforce Ecosystems: A New Strategic Approach to the Future of Work,” MIT Sloan Management Review and Deloitte, April 2021.
2. Dale Sparrow, Karel Kruger, Anton Basson, Human Digital Twin for integrating human workers in Industry 4.0, Department of Mechanical and Mechatronic Engineering, University of Stellenbosch, South Africa.
 HXM TRANSFORMATION PLATFORM
@priyantono.rudito, 2021
HXM
Fixed Growth
Mindset # 1 COLLECTIVE GROWTH MINDSET
Mindset

Integrated
Less Integrated # 2. e2e CX+EX Platform CX+EX
CX+EX Business Operating Competence
Model Model Model

Corporate-
Directional Learning Startup Design Intersectional
Innovation Institute
#3. Collaborative & Co-Creation Innovation Model Thinking Hybrid Innovation
Model
Innovation
Institute

Manual # 4. Technology Platform: People Analytics + Digital Twin Digitised

Human Touch

Water Fall # 5. Working Platform Agile Work

Hybrid
 CLOSING
1. Strategic Backcasting
2. Integrated HR Transformation Strategy
3. Human Experience Centric - HXM

Indonesia Knowledge Forum X

Thursday, 07 October 2021
Priyantono Rudito, Ph.D
THANK YOU