On August 22, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a Masterclass for clients and relations of Effectory (https://effectory.com). These are the slides he used.

1. Improving the Employee
Experience with HR Tech
Tom Haak
August 22, 2018

2. My Background

3. - Link via LinkedIn
- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
3

4. 1. ImportantTrends and the HR
Trend Scan

5. Man and Machine

6. 1. Personalisation

7. Personalization
The act of tailoring an experience or
communication based on information a
company has learned about an individual
Personalization: company tailors
Customization: employee tailors

12. Recommended Podcasts
• Reply All
• Een podcast over media

13. 2. Employee Focus | Employee Experience

14. 3. Speed

15. • First the basics right!We need to clean up the mess!
• First we need to implement our BIG HR system that can do everything
• We need more capacity
Speed: pitfalls and excuses

16. 4. People Analytics

17. 5. HRTech driving transformation

18. 6. HR Operations in the lift

19. 2. EX Basics

20. What are important elements?
Purpose
Technological
environment
• Consumer grade
technology
• Available to everyone
• Focused on
employee needs
Cultural environment
• Sense of purpose
• Fair treatment
• Feeling valued
• Managers acting like
coaches and mentors
• Feeling like you are
part of a team
• Ability to learn
something new and
advance and get
resources to do so
• Referring others
• Diversity and
inclusion
• Health and wellness
• Brand perception
Physical environment
• Workplace options
• Values reflected in
the workplace
• Being proud to bring
friends/ visitors
• Workplace flexibility
and autonomy
Moments that
matter
• Specific
• Ongoing
• Created
Jacob Morgan

21. 1. ImportantTrends and
the HRTrend Scan (15’)
2. Employee Experience
Basics (2’)
3. My collection of
Employee Journey maps
(10’)
4. Sourcing (10’)
6. Onboarding (2’)
7. Organisation |Teams
(10’)
8. Feedback (5’)
9. Learning (10’)
11. HR Operations (5’)
12. Measurement &
Analytics (15’)
13. Communications (1’)
14. Workplace Design (10’)
16. Rating HRTech
Solutions (2’)
17. AskTom Anything
5. Selection +Test (10’) 10. Wellbeing (2’) 15. Reward (5’)

22. 3. My collection of Employee
Journey Maps

25. Best start
Let me
help you
Meaningful
growth
I owe you
Great
ambassa-
dors

37. 4. Sourcing

38. The virtual JobTry Out

39. Traineeship
Multinational

40. Skill mapping
Uman.AI

41. Profiling | sourcing | selection

42. Using ONA forTalent Identification

43. Sourcing
• Active
• Passive

44. 44

48. 48

51. 51

52. Explore your potential

55. 1. ImportantTrends and
the HRTrend Scan (15’)
2. Employee Experience
Basics (2’)
3. My collection of
Employee Journey maps
(10’)
4. Sourcing (10’)
6. Onboarding (2’)
7. Organisation |Teams
(10’)
8. Feedback (5’)
9. Learning (10’)
11. HR Operations (5’)
12. Measurement &
Analytics (15’)
13. Communications (1’)
14. Workplace Design (10’)
16. Rating HRTech
Solutions (2’)
17. AskTom Anything
5. Selection +Test (10’) 10. Wellbeing (2’) 15. Reward (5’)

56. 5. Selection

58. 58

60. Big 5 model

69. 6. Onboarding

70. 70

71. 71

73. 7. Organisation | Teams

74. Network
Analysis

76. Capability
Pool 1
Capability
Pool 2
Capability
Pool 3
Capability
Pool 4
Capability
Pool 5
Capability
Pool 6
Capability
Pool 7
Sourcing/
Staffing
The Organization,
built from teams

77. ONA

83. 8. Feedback

84. Police Feedback

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

86. Old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
86

87. 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?
87
Performance
Consulting

88. 88

89. 89

91. 9. Learning

92. Microlearning in a
hospital

93. Learning Feedback

96. OLD

97. NE
W

98. People in my netwerk
Learning Management System
Assessment
• How can I improve?
• Can I learn something
new??
Micro Learning
Solutions
What/Who can help me? ?
Content
Libraries
LEARNING | BUILDING
BLOCKS

109. 109

110. 110

111. 10. Wellbeing

112. Amazon starts
meetings with 30
minutes silence

113. 113

115. 115

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

119. 11. Operations

120. 120

121. Enterprise Behavioral Matching

122. 122

123. 123

125. 125

129. 129

133. 12. Measurement/ Analytics

134. 112: Saving
Lives

135. Risk Management in
a bank

136. employee surveys: frequency
real time
pulse
classic
moments
that matter

137. From one time to continuous

143. 13. Communications

146. 14. Workplace Design

147. Designing a new office

148. Who are the
stakeholders
and do you
know what
they want?
• People who work in the office
• The owners
• The clients
• The candidates
• The ”organization”

149. The state of flexible work arrangements

151. Do you take
the trends
into account?
• Personalization
• People/ employee focus
• Technology
• Purpose
• Agile > adaptive workplace
• Sustainability (“Biophilic design”)
• Wellbeing (“Healing Offices”)
• Storytelling (Brand story)
• Fun
• “Forgiving by design”

152. Office Design
Trends 2019
(Ambius)
• Experience-Driven spaces
• Free-range cohabitation spaces (sharing
between companies)
• Old meets new (new businesses in old
buildings)
• Second nature (plants and biophilic design)
• Moss walls
• Abstract and geometric patterning
• Hand crafted and unique containers
• Green branding and natural cues

153. What are the
priorities?
• Work
• People
• Brand
• How to create biggest overlap
 Analyze
 Make choices

154. Some
observations
• Gap between “Intention of Design” and “Actual
Usage”
(solution: flexible/ “forgiving by design”
• Difficult to be unique
• Nice designs > can become messy

155. Illustrations

175. 15. Reward

176. Reward in Holacracy

177. Model Baardma

178. Capability
Pool 1
Capability
Pool 2
Capability
Pool 3
Capability
Pool 4
Capability
Pool 5
Capability
Pool 6
Capability
Pool 7
Sourcing/
Staffing
The Organization,
built from teams

179. • We need to re-think compensation model/systems to better adapt to
hybrid organisations with agile and line organisations and mixed and
flexible roles
• Core HR system are still strongly hierarchy based. Systems that support
agile, team, matrix, new ways of working etc would be great.
• Increased flexibility wrt job levels/grading. People change jobs more
frequently, a rigid grading system is not supporting this well
Wishes 1: Adapt to new ways of working

180. • With the world moving away from performance ratings towards
ongoing dialogues.The challenge for c&b professionals is how to link
rewards for high achievers. How to plan the annual reviews and
incentives payouts.
Wishes 2: Performance Management 3.0

181. • Predictive C&B analysis to figure out what is to be paid to each
employee across the company not only using their pay gap but an
algorithm to take various other aspects of potential dissatisfaction.
Needless to say why.
Your wishes 3: Using analytics and AI

182. Area Personalisa
tion
Ex Speed Analytics
Compensation • Recruitment • Reporting
• Fair pay
• Many opport.!
Benefits
Communication
Services
Opportunities for C&B

186. 16. Rating HRTech Solutions

187. Employee
Expectations
• Speed
• Clear benefits for the employee
• Data is portable
• Fun
• Fair
• Easy
• Personalised
• Trust (safe)

188. Rating HRTech Solutions