HR Trends version October 2015
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HR Trends September 30, 2015
Transcript of HR Trends version October 2015
HR TrendsSeptember 30, 2015
My background in HR
Trend area More detail
From Hierachy to networkFrom closed to open organisatons; the bourders 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. Digital Intelligent Assistants. Self driving cars. Renewable energy. Artificial intelligence (machine learning). Wearables. 3D printing. Smart offices. Virtual reality.
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. Individualisation.
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.
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From hierarchy to network
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Kotter: Accelerate
Network Analysis
10
Valve
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Permanent > Pop-upPermanent > Pop-Up
The invasion of smart tech
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The Emotiv Headset
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Example Invasion of Smart Tech: Hitachi Business Microscope
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Emotient: face recognition
Joy & pride
Muse: analyzing emotions in e-mail
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Insight You: DNA test
A computer with a roof (“The Edge”)
Digital Intelligent Assistants
Enterprise Behavioral Matching
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HR Analytics
iPhone/ Cleaning Company
Globalisation/ Localisation
38
Tours with Locals
From X to Y to Z: more generations in the workforce
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Individualisation• Not: one size fits all• Big Data enables individualisation• HR using marketing techniques
Ageing population
Urbanisation rate
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Natural Change in Population
Making fun is serious business
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Google NL
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Cool Blue: Office Tour
Arcadis Global Shapers Badges
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Adobe Kick Box
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Gamification in recruitment: Wasabi Waiter
Wuppermann Steel Netherlands
Purpose before pecunia
At AMAZON meetings start with 30 minutes silence
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Zappos HQ in downtown Las Vegas
“Casual Colision”
One waste basket per floor
Impossible.com
Increasing speed: fast eats slow
From Big Bang change programs to small experiments
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Scrum
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IBM CIO Jeff Smith (April 2015)
Developing a culture based on four priorities: • Clarity is more important than certainty• Course correction is more important than perfection• Self-directed teams work better than command and
control• Innovation is for everyone, not just the selected few
From intuitive HR to evidence/ fact based HR
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HR Analytics
The Vitesse example
Accenture Sweden: Diversity
Various
New Google Campus
New Facebook HQ (by Frank Gehry)
New Apple HQ (by Norman Foster)
Amazon Towers | Seattle
Green city
WaterSkyScaper
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.com
