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Hacking the future of HR by Point of HR

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Get ready for the future of work: Hack your own organization and your own HR department.

Published in: Recruiting & HR

Hacking the future of HR by Point of HR

  1. 1. (HACKING THE) FUTURE OF HR By Maya Drøschler Hosted by Barcelona Conference Group
  2. 2. FUTURE OF HR WILL A ROBOT TAKE YOUR (HR) JOB? • That depends….
  3. 3. FUTURE OF HR INDUSTRY 4.0 • Internet of Things, Big Data, Machine Learning, AI, VR
  4. 4. FUTURE OF HR INDUSTRY 4.0 • Must Human Resources change its name to Robot Resources?
  5. 5. FUTURE OF HR MAYA DRØSCHLER • Losing my faith in: • The existing recruting and assessment methods • Employee surveys and performance appraisals • Organizational charts and silos
  6. 6. FUTURE OF HR MAYA DRØSCHLER • HR Consultant, HR Partner, HR Manager, HRBP to the CEO • Founder, Point of HR • Founder, HR Innovation Lab
  7. 7. FUTURE OF HR AGENDA • Part I: Future of work: blue, orange or green? • Hack I: Be proactive and hack an upcoming problem. • Part II: Emerging HR roles. • Hack II: Be bold and hack the HR department. • Lunch
  8. 8. PART ONE FUTURE OF WORK
  9. 9. FUTURE OF WORK 3 SCENARIOS
  10. 10. FUTURE OF WORK 3 SCENARIOS • Three future options for HR according to PwC: – Blue HR will take on a new, data driven role, focused on executing business strategy. – Orange HR will only engage in transactional work and will be almost entirely outsourced. – Green HR will become the driver of the corporate social responsibility agenda.
  11. 11. THE BLUE WORLD CORPORATE IS KING • Big company capitalism rules as organizations continue to grow bigger
  12. 12. THE BLUE WORLD CORPORATE IS KING TYPE _______________ CHARACTERISTICS THE BLUE WORLD: Corporate is king Driving goal Profit, growth and market leadership. How to compete Scale is the crucial differentiator. Employee value proposition In a world, where the core is shrinking and the periphery is expanding, the promise of job securiity and status will attract a lot of talent
  13. 13. THE BLUE WORLD CORPORATE IS KING • In bed with your employer
  14. 14. THE BLUE WORLD CORPORATE IS KING • Data driven HR: sociometrics – The sociometric badge captures: • Number and length of interactions • Tone of voice • Gestures • How much people talk/listen/interrupt • Expressions of empathy • Levels of introversion/extraversion
  15. 15. THE BLUE WORLD CORPORATE IS KING • Honest signals: each badge generates 100 data points a minute
  16. 16. THE BLUE WORLD CORPORATE IS KING • We all have an intuition about it. But because we can measure it, social intuition is no longer magic; it’s now quantitative science. . The study: Sandy Pentland outfitted executives at a party with devices that recorded data on their social signals—tone of voice, gesticulation, proximity to others, and more. Five days later the same executives presented business plans to a panel of judges in a contest. Without reading or hearing the pitches, Pentland correctly forecast the winners, using only data collected at the party
  17. 17. THE BLUE WORLD CORPORATE IS KING • Blue HR: Bring data or get lost
  18. 18. THE ORANGE WORLD SMALL IS BEAUTIFUL • Organizations fragment into looser networks of autonomous, often specialized operations
  19. 19. THE ORANGE WORLD SMALL IS BEAUTIFUL TYPE _______________ CHARACTERISTICS THE ORANGE WORLD: Small is beautiful Driving goal Maximising flexibility while minimising fixed costs. A Massive Transformative Purpose. How to compete Embracing the rise of the Gig Economy, hiring a diverse mix of people on an affordable, ad hoc basis. Don’t own assets, but have access to assets Employee value proposition Waiting for your next gig? We got it for you. Autonomy and ongoing challenges.
  20. 20. THE ORANGE WORLD SMALL IS BEAUTIFUL • Orange HR: Community Managers
  21. 21. THE ORANGE WORLD SMALL IS BEAUTIFUL • The gig economy is growing rapidly: increasing from 10% of the workforce in 2005 to 16% in 2015 (in the US) – The alternative ways of working are spreading across industries and occupations that are not normally associated with the gig economy. – The majority of people joining the gig economy are well educated. – More women than men work as freelancers. – Millennials are the first generation of freelance natives.
  22. 22. THE ORANGE WORLD SMALL IS BEAUTIFUL • The gig economy is more than freelancing: – co-creation – hackathons – staff-for-rent
  23. 23. THE ORANGE WORLD SMALL IS BEAUTIFUL • You wanna borrow one of my employees? • HR must be ready to look for talent in awkward places • New types of partnerships will be the norm in 2020 and beyond
  24. 24. THE ORANGE WORLD SMALL IS BEAUTIFUL • The HR department of the orange organization will devote its attention to people who work outside the organization, and who will have no intention of ever working for it in a conventional employment relationship
  25. 25. THE ORANGE WORLD SMALL IS BEAUTIFUL • From scarcity to abundance • From owning to sharing • From possession to having access • From fear to trust
  26. 26. THE GREEN WORLD COMPANIES CARE • Caring leaders of our time (and yes, they’re all in the tech industry)
  27. 27. THE GREEN WORLD COMPANIES CARE TYPE _______________ CHARACTERISTICS THE GREEN WORLD: Companies care Driving goal Positive social and environmental impact. How to compete A social and environmental conscience is demanded by customers and staff. The organization must get it right in order to survive and compete. Employee value proposition Ethical values and work – life balance in return for loyalty towards an organization that does right by its employees
  28. 28. THE GREEN WORLD COMPANIES CARE • Corporate responsibility is not an altruistic nice to have, it’s a business imperative
  29. 29. THE GREEN WORLD COMPANIES CARE • The value of money depends on how it is earned
  30. 30. THE GREEN WORLD COMPANIES CARE • Women seek high ethical standards, CSR and a higher purpose • Men are attracted to powerful corporate brands, a big salary and lots of status
  31. 31. THE GREEN WORLD COMPANIES CARE • You cannot disregard the women – if you want to be in business
  32. 32. FUTURE OF WORK 3 HR SCENARIOS • Green HR: protects the company brand, culture and values. Aligns employees’ purpose with company purpose. • Orange HR: recruits outside experts and specialists and allocate the right internal and external talent to the various projects. • Blue HR: monitors and measures performance and makes evidence-based decisions about HR interventions, adding value to the business. • Where is your organization heading?
  33. 33. FUTURE OF WORK HACK 1 • Hack your organization
  34. 34. FUTURE OF WORK HACK 1 • Individual assessment: 10 minutes • Working on the problem: 20 minutes • Presentation of your solution: 5 minutes per group
  35. 35. PART TWO EMERGING HR ROLES
  36. 36. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • Dave Ulrich (e.a.): HR From The Outside In (2012)
  37. 37. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • The six areas of competency: – The Strategic Positioner: knows everything there is to know about external business trends
  38. 38. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • The six areas of competency: – The Credible Activist: builds personal relationships of trust and communicate with impact
  39. 39. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • The six areas of competency: – The Capability Builder: enables the organization’s capabilities - what the organization is good at and known for
  40. 40. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • The six areas of competency: – The Change Champion: makes organizational transformation happen
  41. 41. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • The six areas of competency according to Ulrich: – The Human Resource Innovator and Integrator: knows the latest insights on key HR practice areas
  42. 42. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • The six areas of competency: – The Technology Proponent: implements HR technology to streamline administrative work flows and to help people stay connected with each other
  43. 43. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • Perceived HR effectiveness and real business impact have different origins
  44. 44. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • Let’s talk some more about: – How to innovate our organizations through bold HR and management practices – How to work more evidence-based by leveraging HR technology and using (local) data
  45. 45. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP • A new dimension: People! – People is the WHY of any organization
  46. 46. EMERGING HR ROLES DAVE ULRICH AND THE RBL GROUP
  47. 47. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • The Global Consortium to Reimagine HR, Employment Alternatives, Talent, and the Enterprise
  48. 48. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five forces of change – Exponential pattern of technological change
  49. 49. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five forces of change – Social and organizational reconfiguration
  50. 50. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five forces of change – A truly connected world
  51. 51. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five forces of change – All inclusive, more diverse talent market
  52. 52. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five forces of change – Human and machine collaboration
  53. 53. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five forces of change integrating into two dimensions: – Democratization of work – Technological empowerment
  54. 54. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Future organizational capabilities revolve around: – Purpose and meaning – Culture and community – The employee experience
  55. 55. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five emerging HR roles: – The Organizational Engineer: expert in new ways of working
  56. 56. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five emerging HR roles: – The Virtual Culture Architect: expert on culture
  57. 57. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five emerging HR roles: – The Global Talent Scout: expert on talent platforms
  58. 58. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five emerging HR roles: – The Data, Talent & Technology Integrator: expert on big data
  59. 59. EMERGING HR ROLES JOHN BOUDREAU AND CHREATE • Five emerging HR roles: – The Social Policy & Community Activist: expert on CSR
  60. 60. EMERGING HR ROLES DAVE ULRICH AND JOHN BOUDREAU Dave Ulrich • The Strategic Positioner • The Credible Activist • The Capability Builder • The Change Champion • The Human Resource Innovator and Integrator • The Technology Proponent John Boudreau • The Organizational Engineer • The Virtual Culture Architect • The Global Talent Scout and Coach • The Data, Talent & Technology Integrator • The Social Policy & Community Activist
  61. 61. EMERGING HR ROLES HACK 2 • Hack your HR department
  62. 62. EMERGING HR ROLES HACK 2 • Individual assessment: 10 minutes • Working on the problem: 20 minutes • Presentation of your solution: 5 minutes per group
  63. 63. FUTURE OF HR • What we need the most in the future: – Analytical, tech-savvy people (blue) – Creative, innovative people (orange) – People with BIG hearts (green)
  64. 64. FUTURE OF HR • Company: Point of HR • Blog: HR Forretning • Think tank: HR Innovation Lab • You’re welcome to contact me at: – mayadroeschler@pointofhr.com – Twitter, LinkedIn, Snapchat, Instagram, Google+

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