On March 21, 2017, Tom Haak of the HR Trend Institute, gave a lecture for students of the MITO minor, at the University of Applied Sciences, Amsterdam. These are the slides he used.

1. HR Trends
21 March, 2017

2. 9 trend
areas
Short desciption
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
From X to Y to Z: 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
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3. From hierarchy to network

4. 4
from
individuals
to teams
to networks
of teams

5. Holacracy
Flatarchy
Wirearchy
Teal
Teams are the basis

7. Kotter: Accelerate
7

8. Different talent sources
Internal talent
pool
Online
Intermediary
Alumni
Start-ups Self employed
Talent Sharing

9. Job crafting
9

10. Job Piling
10

11. The end of traditional recruitment
Profile Recruitment Selection
Offer Onboarding Start

12. From Vacancies to
Using Talent

14. Network
Analysis

20. 20

21. Explore your potential

22. The invasion of smart tech

23. man/machine
collaboration
23

26. Hitachi Business Microscope
26

28. Joy & pride

34. A computer with a roof (“The Edge”)

35. Jimmy, Intel’s 3D
printed robot

38. Digital Intelligent Assistants

39. Enterprise Behavioral Matching

46. algorithm aversion
46

47. Globalisation/ Localisation

50. From X to Y to Z:
more generations in the workforce

51. Individualisation
• Not: one size fits all
• Big Data enables individualisation
• HR using marketing techniques

52. 52

53. Making fun is serious business

56. 56

57. 57

58. 58

59. 59

60. 60

61. 61

64. 64

67. Purpose before pecunia

69. At AMAZON
meetings
start with
30 minutes
silence

72. Zappos HQ in
downtown Las Vegas
“Casual Colision”
72

74. Sitting is the new smoking
Visser, Rietveld
& Rietveld

75. Increasing speed: fast eats slow

76. Performance management trends
Process
• Faster feedback
• No more annual reviews
• No performance ratings
• Accenture, Deloitte, Nokia
Measurement
• How to measure
performance?
• How to predict top
performers?
Performance
Consulting

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

78. Recruitment proces often too slow
Profile Recruitment Selection
Offer Onboarding Start

79. Would you hire this person again?

80. 80

81. 81

83. From Big Bang change programs
to small experiments

84. 84

85. Tribes/ Chapters/ Squads

86. From intuitive HR to
evidence/ fact based HR

87. The Vitesse example

88. Accenture Sweden: Diversity

89. Some final remarks

90. Human nature does not change (so fast)
What are people looking for?
• Security
• A sense of belonging
• Clear goals
• Being heard
• Challenges
• Success
• Support from the top
• Attention
• ……..
• ……..

91. The HR Agenda
A. What is the
strategy?
A’. What
are the
current
issues?
B. What are the
capabilities need to
strengthened?
• Leadership
• Technical/Functional
• Operational
C. What is the required
culture, to avoid issues
and to be successful?
D. What is
the gap
with the
current
situation?
Clever use
of
People
Analytics
E. What are the
priorities?
What is the plan?
• Focus!
• Preference for high impact/
low effort initiatives
F. What capabilities and what
organisation are needed to implement the
plan?
• Mission/ vision
• Roles & responsibilities
• External partners
• Program/ project mgt
• Communication
• Measurement
• HRIS
Recruitment/
Selection
Staffing/ Succession
Mgt
Training/
Development
Talent Development
Performance Man
Compensation &
Benefits
Internal
communication
HR Trend
Scan
Organistional
Design
Clever use
of
People
Analytics

92. Success!
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
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