HR Trends
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HR Trends 21 december, 2016
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Transcript of 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
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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
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Kotter: Accelerate
Different talent sources
Internal talentpool
OnlineIntermediary
Alumni
Start-ups Self employed
Talent Sharing
Job crafting
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Job Piling
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Network Analysis
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Explore your potential
The invasion of smart tech
SMAC:Social, Mobile, Analytics, Cloud
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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
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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
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Social Credit Score
Purpose before pecunia
At AMAZON meetings start with 30 minutes silence
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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
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From Big Bang change programs to small experiments
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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
