This document summarizes 9 key HR trends: 1) Moving from hierarchies to networks, 2) The invasion of smart technologies in the workplace, 3) Navigating globalization and localization, 4) Adapting to multi-generational workforces, 5) Using fun and play in the workplace, 6) Prioritizing purpose over profits, 7) Increasing speed in business, 8) Shifting from big change programs to small experiments, and 9) Transitioning from intuitive to evidence-based HR practices. It provides brief descriptions and examples for each trend area.

1. HR Trends
3 July, 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. 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

22. 22

23. Explore your potential

24. The invasion of smart tech

25. man/machine
collaboration
25

29. Hitachi Business Microscope
29

31. Joy & pride

41. 41

43. 43

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

46. Jimmy, Intel’s 3D
printed robot

49. Digital Intelligent Assistants

50. Enterprise Behavioral Matching

56. algorithm aversion
56

57. Globalisation/ Localisation

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

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

62. 62

63. Making fun is serious business

64. The consumerisation of HR

65. The Employee Experience (or Journey)

67. 67

68. 68

69. 69

70. 70

71. 71

72. 72

76. 76

79. Purpose before pecunia

81. 81

82. At AMAZON
meetings
start with
30 minutes
silence

85. Zappos HQ in
downtown Las Vegas
“Casual Colision”
85

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

88. Increasing speed: fast eats slow

89. 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

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

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

92. Would you hire this person again?

93. 93

94. 94

97. From Big Bang change programs
to small experiments

98. 98

99. Tribes/ Chapters/ Squads

100. From intuitive HR to
evidence/ fact based HR

101. The Vitesse example

102. Accenture Sweden: Diversity

104. Some final remarks

105. from collective to segments to individuals

106. 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
• ……..
• ……..

107. 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

108. • hrtrendinstitute.com
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108