On December 6, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a masterclass in the series "The Future of Work" of the University of Amsterdam. These are the slides he used.

1. HR Trends
6 December 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
Version 2.0 | copyright HR Trend Institute

3. 1. changing shapes of organizations

4. flatter

5. from individuals to teams to networks of
teams

6. holacracy
flatarchy
wirearchy
teal
teams are the basis

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

8. from fixed jobs to fluid roles

9. job crafting
job piling
9

11. the end of traditional recruitment
profile recruitment selection
offer onboarding start

12. you hire a candidate and her network

16. 16

17. 2. smart tech

18. man/machine
collaboration
18

19. 19

20. 20

21. sourcing | recruitment | selection

22. Explore your potential

25. 25

27. 27

29. 29

31. 31

34. 34

35. 35

36. 36

39. Joy & pride

43. onboarding

44. 44

46. od | teams | collaboration

47. Hitachi Business Microscope
47

51. feedback | learning | wellbeing

52. 52

53. 53

59. 59

60. 60

63. 63

65. 65

66. 66

67. hr operations

69. 69

70. Enterprise Behavioral Matching

71. 71

72. 72

73. 73

74. performance management | reward

78. labour relations

80. Build a digital employee value proposition and simulate change
80

81. measurement | analytics

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

84. 84

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

90. algorithm aversion
90

91. 91

92. 3. Globalisation/
Localisation

95. 4. from X to Y to Z:
more generations
in the workforce
or: individualisation

96. from collective to segments to individuals

97. Job Profiles Personas A real individual
approach

98. Techie Tom
Director
Consultant
Entrepreneur
Independent
Demographics:
• Dutch
• 51 +/- 13
• Some money on the bank
• Family, children are students
Goals:
• Make a difference
• Have fun/ learn a lot
• Inspire HR professionals
• Become a guru
Challenges:
• Too many ideas
• Not enough focus
• New = good
Fears:
• Getting old
• Not being able to run
• Routine
What he likes:
• Simple solutions
• To be involved
• Brainstorming
• Being on the stage

99. 5. making fun is serious business

100. gamification

101. the consumerisation of HR

102. from ptb to cx

103. 103
The Employee Experience (or Journey)/ EX

104. 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?

105. gamification

107. 107

108. 108

109. 109

110. 110

114. 114

118. 118

119. 119

120. 6. purpose before pecunia

121. change the
world list
(fortune)

123. At AMAZON
meetings
start with
30 minutes
silence

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

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

128. 7. From slow to fast

129. performance management old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
129

130. 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?
130
Performance
Consulting

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

132. Would you hire this person again?

133. 8. from Big Bang change programs
to small experiments

134. 134

135. Tribes/ Chapters/ Squads

136. 9. from intuition to evidence-based

137. The Vitesse example

138. Accenture Sweden: diversity

140. 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

141. - hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
141

142. some final remarks

143. 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
• ……..
• ……..

144. Back up slides

145. The HR Plan
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 in HR 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
Clever use
of
People
Analytics

146. 146

147. Basic architecture HR
HR Trend Institute 2016
CHRO
Innovative
HR
Service
Providers
HR advice
Designing and driving
the HR agenda in the business
Pool of limited number of high level HR
advisors (HR generalists).
Focus:
HR strategy: what are the most
effective interventions (organisation/
people) that will help the strategy
implementation?
Yes:
• Strategy
• Workforce planning
• Staffing key positions
• Succession management
• Talent development
No:
• Employee relations/ individual
advice
• The go to person for all kind of HR
related questions
HR Operations
Delivering world class HR services to management and employees
Manager and
employee self
service portal
(HRIS)
HR specialists
HR call center
Comp & Ben, incl
global mobility
Recruitment
Analytics
Talent
Training & Dev.
HR Administration/ Payroll

148. 1. Profile
• What are the relevant characteristics of top
performers? (inside/ outside)
• What personalities fit in our culture?
• Based on data, not assumptions
Candidate pool
2. Machine: go find
candidates!
3. Chatbot: test the appetite,
and do some simple checks
(24/7, a bot with personality)
4. Online tests, assessments
and experience
(24/7, fun to do)
5. Meet some people!
Hire the best
Employer Branding
Community Management
Preparing the pool 6 . Onboarding
7 . Work, learn and develop
8 . Track performance, and
use data to refine the profile

149. Capability
Pool 2
Capability
Pool 2
Capability
Pool 3
Capability
Pool 4
Capability
Pool 5
Capability
Pool 6
Capability
Pool 7
Sourcing/
Staffing
The Organization,
build from teams

150. 150