HR Trends Update December 2017 (2)
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HR Trends 14 December 2017
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Transcript of HR Trends Update December 2017 (2)
HR Trends14 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
17
Explore your potential
2. smart tech
man/machine collaboration
20
27
28
Joy & pride
37
39
A computer with a roof (“The Edge”)
Digital Intelligent Assistants
Enterprise Behavioral Matching
algorithm aversion
47
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
59
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
63
64
65
66
70
73
76
6. purpose before pecunia
change the world list (fortune)
80
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 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
Perf
orm
ance
Number of people
Would you hire this person again?
92
93
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
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
104
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
109
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
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