The document outlines 9 key HR trends: 1) Changing organizational structures from hierarchies to networks, 2) The increasing role of smart technologies in work, 3) Balancing globalization and localization, 4) Adapting to a multi-generational workforce, 5) Using gamification and fun approaches in HR, 6) Prioritizing purpose over profits, 7) Increasing speed of change and innovation, 8) Shifting from big programs to small experiments, and 9) Moving from intuition-based to evidence-based HR practices. It provides short descriptions and examples for each trend.

1. HR Trends
6 February 2018

2. my background

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. holacracy
flatarchy
wirearchy
teal
teams are the basis

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

9. from fixed jobs to fluid roles

10. job crafting
job piling
10

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

12. you hire a candidate and her network

19. 19

20. Explore your potential

21. 2. smart tech

22. man/machine
collaboration
22

23. 23

25. 25

26. 26

32. 32

33. 33

35. Joy & pride

42. 42

46. 46

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

49. Jimmy, Intel’s 3D
printed robot

50. Digital Intelligent Assistants

51. Enterprise Behavioral Matching

57. algorithm aversion
57

58. 3. Globalisation/
Localisation

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

62. from collective to segments to individuals

63. Job Profiles Personas A real individual
approach

64. 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

65. 5. making fun is serious business

66. gamification

67. the consumerisation of HR

68. from ptb to cx (ei)

69. 69
The Employee Experience (or Journey)/ EX

70. 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?

71. gamification

72. 72

73. 73

74. 74

75. 75

79. 79

82. 82

84. 84

85. 6. purpose before pecunia

86. change the
world list
(fortune)

88. 88

89. At AMAZON
meetings
start with
30 minutes
silence

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

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

95. 7. From slow to fast

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

97. old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
97

98. 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?
98
Performance
Consulting

99. Would you hire this person again?

100. 100

101. 101

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

104. 104

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

106. 106

107. Tribes/ Chapters/ Squads

108. 9. from intuition to evidence-based

109. The Vitesse example

110. Accenture Sweden: diversity

113. 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

115. - hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
115

116. 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