HR Trends for students HR

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On April 8, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for students International HR of the University of Applied Sciences Amsterdam. These are the slides he used.

Recruiting & HR

Improving the Employee
Experience with HR Tech
Tom Haak
8 April 2019

10. Amazon starts
meetings with 30
minutes silence

A
B
C
ALS JE EEN LASTIG
PROBLEEM HEBT,
WIE VRAAG JE
HULP?

Performance: not a Bell curve,
but a Power Law distribution
Performance
Number of people

Old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
60

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?
61
Performance
Consulting

Mensen in mijn netwerk
Learning Management System
Assessment
• Kan ik mijn werk beter
doen?
• Kan ik iets nieuws leren?
Micro Learning
Oplossingen
Wie/ Wat kan mij helpen?
Content
Libraries
LEREN |
BOUWSTENEN

employee surveys: frequency
real time
pulse
classic
moments
that matter

Passive
Active
Slow Real Time
Blogyourmood
2017
Overview of
Employee Mood Measurement
providers

- Link via LinkedIn
- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard:The Future of HR
- Pinterest:The Future of HR
121

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HR Trends for students HR

1. Improving the Employee Experience with HR Tech Tom Haak 8 April 2019

2. My Background

3. 1. Some examples

4. 1.The virtual JobTry Out

5. 2.Traineeship Multinational

6. 3. Risk Management in a bank

7. 4. Police Feedback

8. 5. 112: Saving Lives

9. 6. Microlearning in a hospital

10. 7. Designing a new office

11. 8. Using ONA forTalent Identification

12. 9. Learning Feedback

13. 10. Amazon starts meetings with 30 minutes silence

14. 11. Skill mapping Uman.AI

15. 2. Sourcing

16. Profiling | sourcing | selection

17. Two examples • Unilever • Rituals

18. Sourcing • Active • Passive

19. 19

20.

21.

22.

23. 23

24.

25.

26. 26

27. Explore your potential

28.

29.

30. 3. Selection

31.

32. 32

33.

34. Big 5 model

35.

36.

37.

38.

39.

40.

41. 41

42.

43.

44. 4. Onboarding

45. 45

46. 46

47.

48. 5. Organisation | Teams

49. Team composition?

50. Network Analysis

51. ONA

52. A B C ALS JE EEN LASTIG PROBLEEM HEBT, WIE VRAAG JE HULP?

53.

54.

55.

56.

57.

58. 6. Feedback

59. Performance: not a Bell curve, but a Power Law distribution Performance Number of people

60. Old • slow • top-down [manager > employee] • paternalistic • organizational driven [org > boss > employee] • ratings • complex • actionable? • connected to pay 60

61. 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? 61 Performance Consulting

62. 62

63. 63

64.

65. 7. Learning

66.

67. OLD

68. NE W

69. Mensen in mijn netwerk Learning Management System Assessment • Kan ik mijn werk beter doen? • Kan ik iets nieuws leren? Micro Learning Oplossingen Wie/ Wat kan mij helpen? Content Libraries LEREN | BOUWSTENEN

70.

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