hr trends february 2016

HR Trends9 February , 2016

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

Kotter: Accelerate

Different talent sources

Internal talentpool

OnlineIntermediary

Alumni

Start-ups Self employed

Talent Sharing

Outsourcing

Job crafting

6

Job Piling

7

Network Analysis

11

12

Explore your potential

The invasion of smart tech

15

Example Invasion of Smart Tech: Hitachi Business Microscope

16

Joy & pride

23

Insight You: DNA test

A computer with a roof (“The Edge”)

Jimmy, Intel’s 3D printed robot

Digital Intelligent Assistants

Enterprise Behavioral Matching

Globalisation/ Localisation

From X to Y to Z: more generations in the workforce

40

Individualisation• Not: one size fits all• Big Data enables individualisation• HR using marketing techniques

Making fun is serious business

43

44

45

46

49

Booking: Crack the Code! Hackaton for IT staffX.XXX

HR Trends: Shell’s Explorer GameX.XXX

HR Trends: Office at Day, Bedroom by Night!X.XXX

Purpose before pecunia

At AMAZON meetings start with 30 minutes silence

56

Zappos HQ in downtown Las Vegas

“Casual Colision”

Sitting is the new smoking

Visser, Rietveld & Rietveld

Impossible.com

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

67

70L

From Big Bang change programs to small experiments

72

Tribes/ Chapters/ Squads

Effort x Impact matrix

Impact

Effort

High

Low

High Low

Scalability

From intuitive HR to evidence/ fact based HR

77

The Vitesse example

Accenture Sweden: Diversity

On recruitment / selection

Explore your potential

Would you hire this person again?

New Google Campus

New Facebook HQ (by Frank Gehry)

New Apple HQ (by Norman Foster)

Amazon Towers | Seattle

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• ……..• ……..

Success!

Twitter: @tomwhaak, @hrtrendinstWebsite: hrtrendinstitute.comFlipBoard: The Future of HR

Enclosures

Trend area More detail

From Hierachy to networkFrom closed to open organisatons; the borders of organisations become more blurry. More people in the flexible workforce. Increasing importance of communities. Information travels fast. Transparency key.

The invasion of smart techBig data. Data science. The internet of things. Robotisation. Self driving cars. Renewable energy. Artificial intelligence (machine learning). Wearables. 3D printing. Smart offices.

Globalisation/ localisationWorld more connected. Countertrend: consumers want local products. For some professions (design, software) from local to global market. Urbanisation.

From X to Y to Z: more generations in the workfoce

Different generations with different needs and expectations. Gen Y (millennials) will be a substantial part of the wokforce. As people work longer more generations work together. Diversity.

Making fun is serious business

Work and fun used to be separated. Today the expectaion is that work should be fun. Gamification is entering work.

Purpose before pecuniaPeople are looking for organisations that do good in the world. Just Corporate Social Responsibility is nog enough. Sustainability. Sharing economy. Diconnecting (information overload).

Increasing speed: fast eats slow

Technology/ Internet enable new business models. Big organisations do not need many people. New entrants can capture the market fast. Exponentiality.

From big bang change programs to small experiments

Also fueled by technlogy. Experimenting has become easier. Learning by doing. Moving and learning is better that standing still. A-B testing. Agility. Scrum. Traditional change management too slow.

From intuitive HR to evidence/ fact based HR

HR/ people analytics. Big data entering HR. Not all new: scientific knowledge is often poorly applied in organisations. HR can learn from marketing. HR: understand data + people.

Version 2.0 | copyright HR Trend Institute

105

HR with impactAspect

1. HR speaks the language of the business2. HR works multidisplinary3. HR is more leader than follower4. HR has clear principles5. HR is flexible6. HR has a sense of humor7. HR likes to experiment8. HR can implement9. HR dares to innovate10. HR has a strong network11. HR can calculate12. HR comes with practical solutions

The HR Agenda

A. What is the strategy of the organization?

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

Recruitment/ Selection

Staffing/ Succession Mgt

Training/ Development

Talent Development

Performance Man

Compensation & BenefitsInternal

communication

HR Trend Scan