Themakoffer TotaalTalent (Theme Suitcase Total Talent)
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Themakoffer TotaalTalent HR 2020 LIVE 19 november 2015 Tom Haak
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Transcript of Themakoffer TotaalTalent (Theme Suitcase Total Talent)
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
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.
Version 2.0 | copyright HR Trend Institute
