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HR Innovation Lab 2016 (English version)

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Presentation of HR Innovation Lab by Maya Droeschler

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HR Innovation Lab 2016 (English version)

  1. 1. HR Innovation Lab By Maya Drøschler
  2. 2. HR Innovation Lab WHY?
  3. 3. HR Innovation Lab • 87% of the global workforce is not engaged at work. • Eight out of ten managers have no management skills. • ‘The overwhelmed employee’ is a growing phenomenon. • Stress has become an epidemic disease. • 500 million people across the world are underemployed. The existing HR processes have failed. The existing HR processes have failed.
  4. 4. HR Innovation Lab • The gig economy is here to stay – especially young people and women are leaving the corporate world. • Robots, AI and automation will take over a third of jobs by 2025. • Exponential technologies like AR and VR are the predecessors of the virtual workplace which will transgress physical borders. • Social media, rating apps and public employee reviews make the world transparent: no one can hide anymore. Our organizations must absorb all these changes, but we don’t know how. Our organizations must absorb all these changes, but we don’t know how.
  5. 5. HR Innovation Lab CULTURE
  6. 6. HR Innovation Lab • Disruptive companies outperform old brands not just because of their business idea and business model, but because of their culture. • Innovative companies create consistency between the external business conditions and the internal cultural conditions. • Innovation resistant companies have a growing gap between these two dimensions, the outside and the inside. Most customers are employees. All employees are customers. Most customers are employees. All employees are customers.
  7. 7. HR Innovation Lab GAPS
  8. 8. HR Innovation Lab • HR is a derived effect of the industrial era with its emphasis on silos and hierarchies, efficiency and cost reductions. • The primary responsibilities of the HR department are to ensure the status quo and to mitigate risk. The mantra is to ‘avoid’: avoid employment tribunals, avoid recruiting the wrong persons, avoid poor employee survey results, avoid bad publicity. • The organizations of the future need the opposite: creativity, innovation, pace - and a risk-taking culture. In the future organization HR must think inclusion instead of avoidance. In the future organization HR must think inclusion instead of avoidance.
  9. 9. HR Innovation Lab HOW?
  10. 10. HR Innovation Lab • We set up an independent think tank (the Lab). • We establish one or more online platforms that support digital dialogue. • People located in Jutland/Funen meet twice a year; people located on Zealand meet twice a year. We all meet once a year. • First meeting event: April 15th 2016 from 5pm to 8pm (Zealand). • Members of the Lab must be willing to put some of their own resources, creativity and visions into a common pool of thought.
  11. 11. HR Innovation Lab WHAT?
  12. 12. HR Innovation Lab • Blogs and white papers • Videos and podcasts • Talks and webinars • Workshops and conferences • Networks and partnerships
  13. 13. HR Innovation Lab VALUES
  14. 14. HR Innovation Lab • Our recommendations are evidence-based – we use the available research or investigate things ourselves. • We have strong beliefs – we believe in a more human-centric future of work. • We are innovative – we’re not afraid to experiment with our own ways of collaborating, communicating and sharing our ideas with the world.
  15. 15. HR Innovation Lab …but we’re not so modern that we can do without a slide about our core values. Please contact Maya Droeschler mayadroeschler@icloud.com for further information.

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