Themakoffer TotaalTalent

HR 2020 LIVE 19 november 2015

Tom Haak

Mijn achtergrond

8 Talent Management Trends1. Individualisering, versterkt door talent analytics2. Naar een bredere definitie van talent3. Van ondoorzichtig naar transparent4. Van algemene naar specifieke training5. Van jaarlijkse naar regelmatige naar real time feedback6. Gamification: overal7. Van ietsje beter naar veel beter dan gemiddeld8. Delen van talent9 + Wat betekent dit voor HR?

1. Individualisering, versterkt door talent analytics

Individualisering• Niet: one size fits all• Big Data maakt individualisering beter

mogelijk• HR gebruikt marketing technieken

2. Naar een bredere definitie van talent

Minder standaard carierepaden

Verschillende bronnen van talent

Interne talenten

pool

OnlineBemiddelaar

s

Alumni

Start-ups Zelfstandigen

Talent Delen

Er komt meer talent beschikbaar

• Plattere organisaties• Grotere pool van talent• Artificial intelligence• Productiviteit kan verder omhoog• Meer samenwerking• De kracht van netwerken

Job Piling

15

Job crafting

16

Individu >

Individuen en hun netwerk

18

19

3. Van ondoorzichtig naar transparant

27

4. Van algemene naar specifieke training

PerformanceConsulting

Einde van general general management programma’s ?

32

Adobe Kick Box

5. Van jaarlijkse naar regelmatige naar real-time feedback

Performance management trendsProcess

• Sneller feedback• Geen ‘annual reviews’• Ceen ‘performance

ratings’

• Accenture, Deloitte, Nokia

Meten

• Hoe meet je prestaties? • Hoe kan je top

prestaties voorspellen?

PerformanceConsulting

Performance: not a Bell curve,but a Power Law distributionPe

rform

ance

Number of people

6. Gamification overal

Arcadis Global Shapers Badges

https://www.google.nl/maps/@51.9228622,4.4721302,3a,75y,294.42h,90t/data=!3m7!1e1!3m5!1sS2_jIGWBX2oAAAQGD3K3Dw!2e0!3e2!7i13312!8i6656!6m1!1e1?hl=en

Wuppermann Steel Netherlands

7. Van ietsje beter naar veel beter

Performance: not a Bell curve,but a Power Law distributionPe

rform

ance

Number of people

8. Talent Delen

Talent Sharing

Impossible.com

9. Wat betekent dit voor HR?

From intuitive HR to evidence/ fact based HR

52

Specialiseer

verb

reed

53

Scrum

Tribes/ Chapters/ Squads

Meer informatie:

Twitter: @tomwhaak, @hrtrendinstWebsite: hrtrendinstitute.comFlipboard: The Future of 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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