Post on 11-Apr-2017
transcript
HR Trends21 March, 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 HRVersion 2.0 | copyright HR Trend Institute
From hierarchy to network
4
from individualsto teamsto networks
of teams
Holacracy
Flatarchy
Wirearchy
Teal
Teams are the basis
7
Kotter: Accelerate
Different talent sources
Internal talentpool
OnlineIntermediary
Alumni
Start-ups Self employed
Talent Sharing
Job crafting
9
Job Piling
10
The end of traditional recruitment
Profile Recruitment Selection
Offer Onboarding Start
From Vacancies to
Using Talent
Network Analysis
20
Explore your potential
The invasion of smart tech
man/machine collaboration
23
SMAC:Social, Mobile, Analytics, Cloud
26
Hitachi Business Microscope
Joy & pride
A computer with a roof (“The Edge”)
Digital Intelligent Assistants
Enterprise Behavioral Matching
algorithm aversion
46
Globalisation/ Localisation
From X to Y to Z: more generations in the workforce
Individualisation• Not: one size fits all• Big Data enables individualisation• HR using marketing techniques
52
Making fun is serious business
The Employee Experience/The consumerisation of HR
56
57
58
59
60
61
64
Purpose before pecunia
At AMAZON meetings start with 30 minutes silence
72
Zappos HQ in downtown Las Vegas
“Casual Colision”
Sitting is the new smoking
Visser, Rietveld & Rietveld
Increasing speed: fast eats slow
Performance management trendsProcess
• Faster feedback• No more annual
reviews• No performance ratings
• Accenture, Deloitte, Nokia
Measurement
• How to measure performance?
• How to predict top performers?
PerformanceConsulting
Performance: not a Bell curve,but a Power Law distributionPe
rform
ance
Number of people
Recruitment proces often too slow
Profile Recruitment Selection
Offer Onboarding Start
Would you hire this person again?
80
81
From Big Bang change programs to small experiments
84
Tribes/ Chapters/ Squads
From intuitive HR to evidence/ fact based HR
The Vitesse example
Accenture Sweden: Diversity
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• ……..• ……..
The HR Agenda
A. What is the strategy?
A’. What are the current issues?
B. What are the capabilities need to
strengthened?• Leadership• Technical/Functional• Operational
C. What is the required culture, to
avoid issues and to be successful?
D. What is the gap with the current
situation?
Clever use of
People Analytics
E. What are the priorities?
What is the plan? • Focus! • Preference for high
impact/ low effort initiatives
F. What capabilities and what organisation are needed to
implement the plan?• Mission/ vision• Roles & responsibilities• External partners • Program/ project mgt• Communication• Measurement• HRIS
Recruitment/ SelectionStaffing/
Succession MgtTraining/
DevelopmentTalent
Development
Performance Man
Compensation & BenefitsInternal
communication
HR Trend Scan
OrganistionalDesign
Clever use of
People Analytics
Success!
Twitter: @tomwhaak, @hrtrendinstWebsite: hrtrendinstitute.comFlipBoard: The Future of HR