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HR Trends update
The document outlines key HR trends as of March 2017, highlighting the shift from hierarchical to network structures, the rise of smart technology, and the need for individualized approaches in workforce management. It emphasizes the importance of agility in performance management, advocating for faster feedback and moving away from traditional recruitment methods. Lastly, it discusses the necessity of aligning HR strategies with organizational goals and the intelligent use of people analytics.
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HR Trends update
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- 2. 9 trend areas Short desciption Fromhierarchy 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. From hierarchy tonetwork
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- 8. Different talent sources Internaltalent pool Online Intermediary Alumni Start-ups Self employed Talent Sharing
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- 11. The end oftraditional recruitment Profile Recruitment Selection Offer Onboarding Start
- 12. From Vacancies to UsingTalent
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- 22. The invasion ofsmart tech
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- 34. A computer witha roof (“The Edge”)
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- 50. From X toY to Z: more generations in the workforce
- 51. Individualisation • Not: onesize fits all • Big Data enables individualisation • HR using marketing techniques
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- 53. Making fun isserious business
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- 69. At AMAZON meetings start with 30minutes silence
- 72. Zappos HQ in downtownLas Vegas “Casual Colision” 72
- 74. Sitting is thenew smoking Visser, Rietveld & Rietveld
- 75. Increasing speed: fasteats 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 aBell curve, but a Power Law distribution Performance Number of people
- 78. Recruitment proces oftentoo slow Profile Recruitment Selection Offer Onboarding Start
- 79. Would you hirethis person again?
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- 83. From Big Bangchange programs to small experiments
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- 86. From intuitive HRto evidence/ fact based HR
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- 90. Human nature doesnot 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 FlipBoard: The Future of HR
Editor's Notes
- #59 Het volgende trend gebied. “Making Fun is serious business” Dit het Google kantoor in Amsterdam Zuid. Geheel ingericht in Nederlandse stijl. Google wil trouwens graag dat iedereen naar kantoor komt! Ontbijt en lunch worden gratis geserveerd.
- #73 Bij Zappos kan je via internet schoenen kopen. Zappos heeft het hoofdkantoor neergezet in ‘downtown’ Las Vegas. Dit is een achterstandswijk, in schril contrast met he gebied waar de bekende hotels en casino’s staan. Door hun hoofdkantoor hier te plaatsen, helpt Zappos het gebied te ontwikkelen. In de buurt onstaat nieuwe activiteit: printshops, coffee shops etc.
- #85 Scrum (zo genoemd naar de scrum van rugby, dus geen afgkorting) is een werkwijze die is gestart in IT. Aan het werk, en het werk uitvoeren in ‘sprints’ van een paar weken. Snel terugkoppeling naar de klant, waar nodig aanpassingen maken, en weer door naar de volgende sprint. Scrum (of andere methodieken van ‘Agile’ werken) zijn sterk in opkomst. Ook in het gebied HR goed toepasbaar!