hr trends update
TRANSCRIPT
HR Trends6 oktober , 2016
2
Outline
Trends & Opportunities for HR
Dialogue: what is useful for us?
Trend Scan: how do we use the trends in Robeco?
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
5
Kotter: Accelerate
Different talent sources
Internal talentpool
OnlineIntermediary
Alumni
Start-ups Self employed
Talent Sharing
Job crafting
7
Job Piling
8
Network Analysis
12
14
The invasion of smart tech
SMAC:Social, Mobile, Analytics, Cloud
24
Hitachi Business Microscope
Joy & pride
A computer with a roof (“The Edge”)
Digital Intelligent Assistants
Enterprise Behavioral Matching
Globalisation/ Localisation
From X to Y to Z: more generations in the workforce
49
Individualisation• Not: one size fits all• Big Data enables individualisation• HR using marketing techniques
Making fun is serious business
The Employee Experience
53
54
55
56
59
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 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
76
79L
From Big Bang change programs to small experiments
81
Tribes/ Chapters/ Squads
Effort x Impact matrix
Impact
Effort
High
Low
High Low
Scalability
From intuitive HR to evidence/ fact based HR
86
The Vitesse example
Accenture Sweden: Diversity
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 Robeco 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
97
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