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HR Trends
15 November 2017
9 trend
areas
Short desciption
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
From X to Y to Z: more generations in the workforce
Making fun is serious business
Purpose before pecunia
Increasing speed: fast eats slow
From Big Bang change programs to small experiments
From intuitive HR to evidence/ fact based HR
Version 2.0 | copyright HR Trend Institute
1. changing shapes of organizations
flatter
from individuals to teams to networks of
teams
holacracy
flatarchy
wirearchy
teal
teams are the basis
Different talent sources
Internal talent
pool
Online
Intermediary
Alumni
Start-ups Self employed
Talent Sharing
from fixed jobs to fluid roles
job crafting
job piling
9
the end of traditional recruitment
profile recruitment selection
offer onboarding start
you hire a candidate and her network
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17
Explore your potential
2. smart tech
man/machine
collaboration
20
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26
27
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Joy & pride
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37
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39
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A computer with a roof (“The Edge”)
Jimmy, Intel’s 3D
printed robot
Digital Intelligent Assistants
Enterprise Behavioral Matching
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algorithm aversion
47
3. Globalisation/
Localisation
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4. from X to Y to Z:
more generations
in the workforce
or: individualisation
from collective to segments to individuals
Job Profiles Personas A real individual
approach
Techie Tom
Director
Consultant
Entrepreneur
Independent
Demographics:
• Dutch
• 51 +/- 13
• Some money on the bank
• Family, children are students
Goals:
• Make a difference
• Have fun/ learn a lot
• Inspire HR professionals
• Become a guru
Challenges:
• Too many ideas
• Not enough focus
• New = good
Fears:
• Getting old
• Not being able to run
• Routine
What he likes:
• Simple solutions
• To be involved
• Brainstorming
• Being on the stage
5. making fun is serious business
gamification
the consumerisation of HR
from ptb to cx
59
The Employee Experience (or Journey)/ EX
Exploration Onboarding
Organization/
Teams
Performance /
Productivity
Growth Offboarding
Persona
1
Persona
2
Persona
3
Persona
N
Tailored Employee Journeys for each of the personas
What are the moments that matter for Persona 1?
What are the moments that matter for Persona 2?
What are the moments that matter for persona 3?
What are the moments that matter for Persona N?
gamification
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63
64
65
66
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70
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73
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75
76
6. purpose before pecunia
change the
world list
(fortune)
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80
At AMAZON
meetings
start with
30 minutes
silence
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Zappos HQ in
downtown Las Vegas
“Casual Colision”
HR Trends
Sitting is the new smoking
Visser, Rietveld
& Rietveld
HR Trends
7. From slow to fast
Performance management trends
Process
• Faster feedback
• No more annual reviews
• No performance ratings
• Accenture, Deloitte, Nokia
Measurement
• How to measure
performance?
• How to predict top
performers?
Performance
Consulting
Performance: not a Bell curve,
but a Power Law distribution
Performance
Number of people
Would you hire this person again?
92
93
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8. from Big Bang change programs
to small experiments
96
Tribes/ Chapters/ Squads
9. from intuition to evidence-based
The Vitesse example
Accenture Sweden: diversity
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- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
103
some final remarks
Human nature does not change (so fast)
What are people looking for?
• Security
• A sense of belonging
• Clear goals
• Being heard
• Challenges
• Success
• Support from the top
• Attention
• ……..
• ……..
Basic architecture HR
HR Trend Institute 2016
CHRO
Innovative
HR
Service
Providers
HR advice
Designing and driving
the HR agenda in the business
Pool of limited number of high level HR
advisors (HR generalists).
Focus:
HR strategy: what are the most
effective interventions (organisation/
people) that will help the strategy
implementation?
Yes:
• Strategy
• Workforce planning
• Staffing key positions
• Succession management
• Talent development
No:
• Employee relations/ individual
advice
• The go to person for all kind of HR
related questions
HR Operations
Delivering world class HR services to management and employees
Manager and
employee self
service portal
(HRIS)
HR specialists
HR call center
Comp & Ben, incl
global mobility
Recruitment
Analytics
Talent
Training & Dev.
HR Administration/ Payroll
1. Profile
• What are the relevant characteristics of top
performers? (inside/ outside)
• What personalities fit in our culture?
• Based on data, not assumptions
Candidate pool
2. Machine: go find
candidates!
3. Chatbot: test the appetite,
and do some simple checks
(24/7, a bot with personality)
4. Online tests, assessments
and experience
(24/7, fun to do)
5. Meet some people!
Hire the best
Employer Branding
Community Management
Preparing the pool 6 . Onboarding
7 . Work, learn and develop
8 . Track performance, and
use data to refine the profile
Capability
Pool 2
Capability
Pool 2
Capability
Pool 3
Capability
Pool 4
Capability
Pool 5
Capability
Pool 6
Capability
Pool 7
Sourcing/
Staffing
The Organization,
build from teams

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HR Trends

Editor's Notes

  1. Het volgende trend gebied. “Making Fun is serious business” Dit het Google kantoor in Amsterdam Zuid. Geheel ingericht in Nederlandse stijl. Google wil trouwens graag dat iedereen naar kantoor komt! Ontbijt en lunch worden gratis geserveerd.
  2. Bij Zappos kan je via internet schoenen kopen. Zappos heeft het hoofdkantoor neergezet in ‘downtown’ Las Vegas. Dit is een achterstandswijk, in schril contrast met he gebied waar de bekende hotels en casino’s staan. Door hun hoofdkantoor hier te plaatsen, helpt Zappos het gebied te ontwikkelen. In de buurt onstaat nieuwe activiteit: printshops, coffee shops etc.
  3. Scrum (zo genoemd naar de scrum van rugby, dus geen afgkorting) is een werkwijze die is gestart in IT. Aan het werk, en het werk uitvoeren in ‘sprints’ van een paar weken. Snel terugkoppeling naar de klant, waar nodig aanpassingen maken, en weer door naar de volgende sprint. Scrum (of andere methodieken van ‘Agile’ werken) zijn sterk in opkomst. Ook in het gebied HR goed toepasbaar!