Trends in HR, update November 2016
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Transcript of Trends in HR, update November 2016
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HR Trends4 november , 2016
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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
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From hierarchy to network
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From individuals to networks of teams
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Kotter: Accelerate
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Different talent sources
Internal talentpool
OnlineIntermediary
Alumni
Start-ups Self employed
Talent Sharing
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Job crafting
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Job Piling
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Network Analysis
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The invasion of smart tech
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SMAC:Social, Mobile, Analytics, Cloud
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Hitachi Business Microscope
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Joy & pride
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A computer with a roof (“The Edge”)
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Digital Intelligent Assistants
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Enterprise Behavioral Matching
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Globalisation/ Localisation
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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
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Making fun is serious business
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The Employee Experience
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Purpose before pecunia
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At AMAZON meetings start with 30 minutes silence
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Zappos HQ in downtown Las Vegas
“Casual Colision”
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Sitting is the new smoking
Visser, Rietveld & Rietveld
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Impossible.com
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Increasing speed: fast eats slow
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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
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Performance: not a Bell curve,but a Power Law distributionPe
rform
ance
Number of people
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72L
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From Big Bang change programs to small experiments
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Tribes/ Chapters/ Squads
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Effort x Impact matrix
Impact
Effort
High
Low
High Low
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Scalability
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From intuitive HR to evidence/ fact based HR
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The Vitesse example
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Accenture Sweden: Diversity
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Some final remarks
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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• ……..• ……..
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Success!
Twitter: @tomwhaak, @hrtrendinstWebsite: hrtrendinstitute.comFlipBoard: The Future of HR
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The HR Trend Scan | To what extend is BuZa adapting to the trends? Please rate your organisation on each of the 9 trend areas
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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
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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
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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
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The sound of talent