NUS HRLP 6 – Reimagining the Future of Work through Strategic HR Operating Models
Reimagining the Future of Work through Strategic HR Operating Models is a strategic professional development course for HR leaders and organizational executives seeking to redesign HR functions for the modern workplace. This course equips professionals with frameworks to transform HR operations by integrating technology, personalization, and human-centered design while managing the complexities of a multigenerational workforce.
The course progresses through two integrated dimensions. First, participants explore Strategic HR Operating Models, examining how organizations redesign HR delivery to be more personal, more tech-enabled, and more human-centric. Topics include AI-powered employee onboarding, HR shared services strategies, modern HR value creation frameworks, and McKinsey’s innovative operating model that balances technological innovation with authentic employee experience. Second, the course addresses Managing Future Generational Workforce, analyzing how to lead diverse teams with evolving work preferences and generational differences in AI adoption. Participants learn from industry leaders tackling talent scarcity, understand Gen-Z and Millennial expectations around meaning, wellbeing, and sustainability, and develop strategies to create inclusive workplaces that attract and retain emerging talent.
Through industry insights and contemporary case studies, this course prepares HR professionals to build resilient operating models that drive organizational success in an evolving workplace landscape.
Course Learning Objectives:
- Architect HR delivery systems that balance technology integration, personalization, and human connection to create more effective and employee-centric HR functions.
- Evaluate and deploy artificial intelligence applications in employee onboarding, talent management, and HR operations to enhance efficiency while maintaining authentic human engagement.
- Apply strategic HR operating and performance models, along with workforce analysis tools, to anticipate organizational challenges, optimize talent allocation, and guide adaptive HR strategies.
- Understand generational differences in work preferences, AI adoption, and career values to design inclusive talent strategies that attract and retain multigenerational teams.
- Develop innovative approaches to talent acquisition and retention by understanding emerging workforce expectations around flexibility, meaning, wellbeing, and sustainability and challenges related to pseudo-productivity
- Analyze Future-of-Work Scenarios to anticipate organizational implications and develop adaptive HR strategies that enhance workforce performance.
Faculty
Dr. Janson Yap
Chief People Officer (CPO) | Office of Human Resources (OHR), National University of Singapore
In his HR role, the transformation agenda include developing and implementing the five pillars of the People Strategy namely, (1) Talent Development, (2) Productivity, (3) Engagement and Experience, (4) Culture and (5) Rewards and Recognition. He is also an Adjunct Professor in EE at Biz School.
He actively supports the Disability Artists movement and other sports related platforms.
He had previously served on various Advisory Boards including the IT Steering Committee of SkillsFuture and Asia Accounting Research Centre (AARC). He currently serves on the Advisory Boards of THP Beverage Group and Asia Food Corporation in Vietnam.
He has authored several books on leadership and transformation and work culture. One of his main hobbies include composing songs.
Syllabus
Learning Objectives:
- Evaluate the differences among critical, tame, and wicked problems in HR contexts
- Leverage the Ulrich HR Business Partner Model to guide strategic HR decisions while addressing its challenges in modern organizational context.
- Assess the future HR operating model by examining strategic leadership, service delivery, shared services, HR technology, and data intelligence.
- Examine how technologies optimize employee experience, onboarding, and HR operations.
- Develop approaches that integrate HR technology solutions while maintaining authentic human connection and personalized employee experiences.
Module Components:
Video Lectures:
- Navigating the new HR’s New Operating Model
- HR Shared Services: A Definitive Guide [With Examples & Strategy]
- Unlocking human capability: Strategies for creating Modern HR value with Dave Ulrich
Readings:
- A new operating model for people management: More personal, more tech, more human
- How AI transforms the future of HR and empowers the employee experience
- Companies large and small are using AI for employee onboarding. It can save HR days of time
- Mckinsey & Co: HR’s New Operating Model
Quiz:
- HR’s New Stategic Operating Model
Learning Objectives:
- Leverage the four steps of HR transformation frameworks that guide organizations from traditional HR functions to digitally-enabled, strategic HR operations.
- Understand principles of Digital HR and People Analytics in modern workforce planning.
- Leverage the Ulrich HR Business Partner Model to drive strategic, operational, and employee-focused HR initiatives in modern organizations.
- Analyze the Progressive HR model and its integration of agile practices, employee-centric approaches, and technology-driven solutions.
- Evaluate the WELCOME framework and its relevance in shaping progressive HR work culture.
- Evaluate how Agentic and Generative AI transform HR by automating processes and enhancing strategic, high-impact activities.
Module Components:
Video Lectures:
- HR Challenges in the Global Workforce | Profiles Asia Pacific
- Short Reel: Let’s talk about Gen-Z
- Work is Broken: Gen-Z Can Help Fix It
Readings:
- In a world of evolving work preferences, Unilever employs a fresh approach to solving talent scarcity
- AI in the workplace — understanding generational differences
- The business case of green human resource management
- 2025 Gen-Z and Millennials survey: Growth and the pursuit of money, meaning and well-being
Quiz:
- Managing Future Generational Workforce