hr trends

HR Trends21 december, 2016

My background in HR

3

Vaststellen van de HR Agenda

A. Wat is de strategie van BZ

Wat zijn de prioriteiten?

Wat zijn de

trends?

B. Welke competenties moeten we versterken?

• Leiderschap• Vakinhoudelijk• Operationeel

C. Welke cultuur hebben we nodig om

succesvol te zijn?

D. Wat is het gat met de huidige

situatie?

Slim gebruik van

HR Analytics

E. Wat zijn onze prioriteiten?

Wat is ons plan? • Focus! • Voorkeur voor

interventies met hoge impact

F. Wat voor HR team is nodig om het plan

te realiseren ?• Missie/ Visie • Rollen /

verantwoordelijkheden• Externe partners • Program/ project mgt• Communicatie• Meten

Werving & Selectie

Bezetting/ Org vorm

Training/ Development

Talent Ontwikkeling

Performance Man

Compensation & BenefitsInterne

communicatie

HR Trend Scan

4

Agenda

Trends in HR

Trend Scan: in welke mate gebruiken we de trends?

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

From individuals to networks of teams

8

Kotter: Accelerate

Different talent sources

Internal talentpool

OnlineIntermediary

Alumni

Start-ups Self employed

Talent Sharing

Job crafting

10

Job Piling

11

Network Analysis

15

17

Explore your potential

The invasion of smart tech

SMAC:Social, Mobile, Analytics, Cloud

24

Hitachi Business Microscope

Joy & pride

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

47

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

Making fun is serious business

The Employee Experience

The Consumeration of HR

54

55

56

57

60

Social Credit Score

Purpose before pecunia

At AMAZON meetings start with 30 minutes silence

65

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 rating

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

Recruitment proces often too slow

Profile Recruitment Selection

Offer Onboarding Start

78

79

From Big Bang change programs to small experiments

82

Tribes/ Chapters/ Squads

From intuitive HR to evidence/ fact based HR

Accenture Sweden: Diversity

The Vitesse example

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

The HR Trend Scan | To what extend is BuZa adapting to the trends? Please rate your organisation on each of the 9 trend areas

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