METHODOLOGY

People

Historical HR

Employees have been considered as units of labour, managed under a master servant relationship where they follow orders and processes. Jobs were for life or at least the long term and it was important to get some formative years with a well regarded employer. Employees followed the career path laid out by the employer and undertook training set by the employer. ​

New World of Work​

A fundamental shift from “tenure like” arrangements to an agreement to deliver defined outcomes, with a greater autonomy in how to do the work. Employees have greater involvement in decision making. Greater flexibility in work place arrangements in terms of location, working hours and extended time out. Employees will design their own career paths, self- selecting training and development. ​Employees will work for multiple employers.

What the Change Means

The internet is democratising the world and the labour market is no exception. Transitioning from a command and control management structure is a challenge, but also a very big opportunity. Organisations can make over how their work place operates, liberating talent, being more agile and creating a sense of aligned autonomy​. Employees and gig workers will want to take their credentials with them so that they can pick up at the next employer where they left off at the last.

Kendo Methodology

The primary responsibility for growth lies with the employee, with the employer providing support and guidance. Employees will need to re-skill on a continual basis. Priority skills will be in problem solving, analytics, communication and people management. Kendo allows employees to constantly assess their capabilities.​ Objectives for employees are agreed with managers with continual assessment of performance and progress to objectives through periodic Pulse Checks.​ Kendo also provides a credentials passport, allowing mobility without loss of standing. Employees will be able to dock in to their next employer.