HR Trends6 December 2017

9 trend

areasShort 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

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

16

2. smart tech

man/machine collaboration

18

19

20

sourcing | recruitment | selection

Explore your potential

25

27

29

31

34

35

36

Joy & pride

onboarding

44

od | teams | collaboration

Hitachi Business Microscope

47

feedback | learning | wellbeing

52

53

59

60

63

65

66

hr operations

69

Enterprise Behavioral Matching

71

72

73

performance management | reward

labour relations

Build a digital employee value proposition and simulate change

80

measurement | analytics

Passive

Active

Slow Real Time

Blogyourmood

2017

Overview of Employee Mood Measurement providers

84

A computer with a roof (“The Edge”)

algorithm aversion

90

91

3. Globalisation/

Localisation

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

DirectorConsultantEntrepreneurIndependent

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

103

The Employee Experience (or Journey)/ EX

Exploration OnboardingOrganization/

TeamsPerformance /

ProductivityGrowth 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

107

108

109

110

114

118

119

6. purpose before pecunia

change the world list (fortune)

At AMAZON meetings start with 30 minutes silence

Zappos HQ in

downtown Las Vegas

“Casual Colision”

Sitting is the new smoking

Visser, Rietveld & Rietveld

7. From slow to fast

performance management old

• slow

• top-down [manager > employee]

• paternalistic

• organizational driven [org > boss > employee]

• ratings

• complex

• actionable?

• connected to pay

129

what we see today

yes

• frequency up• use of apps• multi-rater• moving away from ratings• ”good conversations”• superficial• relying on humans• internal focus

?

• granular feedback?• use of technology?• performance consulting?• transcend org boundaries?

130

Performance

Consulting

Performance: not a Bell curve,but a Power Law distribution

Perf

orm

ance

Number of people

Would you hire this person again?

8. from Big Bang change programs

to small experiments

134

Tribes/ Chapters/ Squads

9. from intuition to evidence-based

The Vitesse example

Accenture Sweden: diversity

8 HR major trends for 2018

1. From PTB to EI

2. Renewed focus on productivity

3. Power to the people

4. The end of fixed jobs

5. Learning in Real time

6. Hospitality and `service

7. Shrinking HR teams

8. Letting go

- hrtrendinstitute.com

- Twitter: @tomwhaak

- Flipboard: The Future of HR

- Pinterest: The Future of HR

141

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

• ……..

• ……..

Back up slides

The HR Plan

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 in HR to

implement the plan?

• Mission/ vision

• Roles & responsibilities

• External partners

• Program/ project mgt

• Communication

• Measurement

• HRIS

Recruitment/

Selection

Staffing/ Succession

Mgt

Training/

Development

Talent Development

Performance Man

Compensation &

Benefits

Internal

communication

HR Trend

Scan

Clever use

of

People

Analytics

146

Basic architecture HR

HR Trend Institute 2016

CHRO

Innovative

HR

Service

Providers

HR adviceDesigning 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 OperationsDelivering 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

150