HR Trends and HR at scale-ups
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On March 19, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop with the management team of Global Internet. These are the slides he used.
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- 1. HR Trends and HR in scale-ups 19 March 2018
- 2. flow • some general trends • my view on people management in scale ups • your issues | what could we use?
- 3. 9 trend areas Short desciption From hierarchy to network / from closed to open The invasion of smart tech Globalisation/ Localisation Individualisation | 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 HR Version 3.0 | copyright HR Trend Institute
- 4. 1. changing shapes of organizations
- 5. flatter
- 6. from individuals to teams to networks of teams
- 7. Different talent sources Internal talent pool Online Intermediary Alumni Start-ups Self employed Talent Sharing
- 8. from fixed jobs to fluid roles
- 9. you hire a candidate and her network
- 15. 15
- 17. 2. smart tech
- 19. 19
- 20. 20
- 21. 21
- 31. 31
- 32. Jimmy, Intel’s 3D printed robot
- 44. 4. from X to Y to Z: more generations in the workforce or: individualisation
- 45. from collective to segments to individuals
- 46. 5. making fun is serious business
- 47. the consumerisation of HR
- 48. from ptb to ei
- 49. 49 The Employee Experience (or Journey)/ EX
- 50. Exploration Onboarding Organization/ Teams Performance / Productivity Growth Offboarding Persona 1 Persona 2 Persona 3 Persona N Tailored Employee Journeys for each of the personas What are the moments that matter for Persona 1? What are the moments that matter for Persona 2? What are the moments that matter for persona 3? What are the moments that matter for Persona N?
- 51. 51
- 55. 55
- 56. 56
- 57. 6. purpose before pecunia
- 60. 60
- 61. At AMAZON meetings start with 30 minutes silence
- 63. 7. From slow to fast
- 64. Performance: not a Bell curve, but a Power Law distribution Performance Number of people
- 65. old • slow • top-down [manager > employee] • paternalistic • organizational driven [org > boss > employee] • ratings • complex • actionable? • connected to pay 65
- 66. what we see today yes • frequency up • use of apps • multi-rater • moving away from ratings • ”good conversations” • superficial • relying on humans • internal focus ? • granular feedback? • use of technology? • performance consulting? • transcend org boundaries? 66 Performance Consulting
- 67. Would you hire this person again?
- 68. 68
- 69. 69
- 71. Passive Active Slow Real Time Blogyourmood 2017 Overview of Employee Mood Measurement providers
- 72. 8. from Big Bang change programs to small experiments
- 73. 73
- 75. 9. from intuition to evidence-based
- 79. 8 HR major trends for 2018 1. From PTB to EI 2. Renewed focus on productivity 3. Power to the people 4. The end of fixed jobs 5. Learning in real time 6. Hospitality and service 7. Shrinking HR teams 8. Letting go
- 81. Trend 0 No, we are kind of ignoring the trend 1 Yes, we are doing what others do 2 We are innovating 3 We are real Trend Setters 4 We are far ahead! From hierarchy to network / from closed to open The invasion of smart tech Globalisation/ Localisation Individualisation| 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 HR The HR Trend Scan | To what extend is your organisation using the trends? Version 3.0 | copyright HR Trend Institute
- 82. The Role of HR in ScaleUps
- 83. - order and cleanliness (handbooks/ policies)
- 84. - Implementing the complete HR Handbook
- 85. - Clear organisational borders
- 86. - Crude segmentation + Individual approach (learn from marketing)
- 87. - Vacancies + Creating communities/ Fanclubs
- 88. + Focus on selecting the best ++++
- 89. Performance: not a Bell curve, but a Power Law distribution Performance Number of people
- 90. - No Job profiles - No Competencies - No Career ladders + Individual approach (learn from marketing)
- 91. - Benchmarking salaries + Build on your own strengths $
- 92. - No Annual Cycles (performance, salary) + Fast Feedback + Performance Culture
- 93. - No MBA’s + Learning on the job
- 95. + Use HR Tech
- 96. + Secure support of high level HR professional from the start
- 97. + Outsource HR Operations
- 98. + Keep it simple/ focus
- 99. 99 Recruitment/ Selection Org Design Talent Development Staffing/ Succession Mgt Compensation & Benefits Training/ Development Performance Man Internal communication Worplace Design Work Exprience 1. What are our main people issues? (culture/ capabilities) 2. What can help to tackle the issue? -Effort x impact? 3. How can we do this in an innovative way?
- 100. - hrtrendinstitute.com - Twitter: @tomwhaak - Flipboard: The Future of HR - Pinterest: The Future of HR 100
Editor's Notes
- Het volgende trend gebied. “Making Fun is serious business” Dit het Google kantoor in Amsterdam Zuid. Geheel ingericht in Nederlandse stijl. Google wil trouwens graag dat iedereen naar kantoor komt! Ontbijt en lunch worden gratis geserveerd.
- Scrum (zo genoemd naar de scrum van rugby, dus geen afgkorting) is een werkwijze die is gestart in IT. Aan het werk, en het werk uitvoeren in ‘sprints’ van een paar weken. Snel terugkoppeling naar de klant, waar nodig aanpassingen maken, en weer door naar de volgende sprint. Scrum (of andere methodieken van ‘Agile’ werken) zijn sterk in opkomst. Ook in het gebied HR goed toepasbaar!