By Dave Crane,  Motivational Trainer, MC Host, Keynote Speaker & Certified NLP/ Hypnotist

Wouldn’t it be nice to feel more than a school teacher at every management meeting?

How would you like to be able to use more than a ‘happiness index’ to illustrate the effectiveness of HR?

The simple answer is the human capital game is changing more than it has in years.

 The HR department is key to make or break any company as it copes with new rules, demands and personality types.

In short, hiring, firing and satisfying will be the most important difference between profitability and bankruptcy.

In the new employee paradigm, there is already thin line between ecommerce and online business models and bricks and mortar businesses.

The drive to reinvent your company structure along the new smart lines of an Uber/Amazon/Netflix business model is sending CEO’s crazy with indecision about how to restructure their departments, redistribute the budgets and survive.

Let me explain…

Uber is no longer satisfied with owning the global taxi industry by creating C to C drivers, they are currently expanding into food and travel (and more). This will (I imagine) result in cheaper dining and front door to ski resort (and back) holidays.

Amazon already owns the words ‘online shopping’ and is currently controlling about 50% of the US market. By managing to bypass bricks and mortar retail and taking everything online first they are creating the ultimate convenient one-stop consumer experience.

Netflix has already revolutionized terrestrial television by giving you what you want on demand. Hard to imagine a time when a television executive would program a night’s entertainment and the entire nation would just sit down and watch that selection from start to finish.

But once upon a time, we did.

So what’s coming over the horizon for you in your business? AND, what’s it all got to do with your HR department?

Well 10 things to be precise.

1)  Populating each project ONLY with young and willing geniuses.

2)  Putting out to pasture (EG terminating) the contracts of anyone who doesn’t fit into your newest world order.

That’s usually at personal of C-level grade and/or over 50 years old.

It’s a rapidly evolving and vastly different marketplace. Today’s business minds need to be able to understand the demands of the future economy. They need to be fast and furious and willing to do whatever it takes to win the business.

3) Understanding how Millennials think and employing ‘out of the box’ thinkers for radical decision making.

4) Hiring staff that appreciate how customers will choose experience over tangible objects so they need to sell ‘Wow’ (not just reliable) in a box.

5) Changing your own rule book and appreciating that new hires view ‘working to live’ is more important that ‘living to work’ like our parents did.

6) Advertising for staff who need to be able to invest their heart, soul and future into a brand with the knowledge that it’s not a career for life anymore. You will offer a project-by-project occupation, which could be stopped at any time when either the employer, the employee or the industry direction pulls the plug.

7) Throwing out the old list of company values like brand loyalty, listening to the manager and solid work ethic. Your new hires must now dictate the company values if you want them to have any relationship to them.

8) Holding your fellow managers to task on their ‘employee delivery promises’. It’s going to be about what the company can do for me and why am I feeling so under appreciated from now on?

9) Outsourcing tasks to now former managers. The old guard can still be kept on retainer for heavy lifting projects and utilizing their contacts lists and experience in decision-making, facilitating buyouts, setting up partnerships and attracting potential sponsors.

By the way, this WILL save on expenditure and pension payouts but ALSO risks them joining the competition too.

10) Being prepared to ‘chop’ anyone and everyone at any given time in case Amazon either buys or buries you.