On November 19, 2015, Tom Haak of The HR Trend Institute, gave a presentation on trends in talent management at a meet-up of HR2020 (HR2020Live). He also tested a prototype of the Theme Suitcase Total Talent. These are the pictures he used during his presentation.

1. Themakoffer
TotaalTalent
HR 2020 LIVE
19 november 2015
Tom Haak

2. Mijn achtergrond

3. 8 Talent Management Trends
1. Individualisering, versterkt door talent analytics
2. Naar een bredere definitie van talent
3. Van ondoorzichtig naar transparent
4. Van algemene naar specifieke training
5. Van jaarlijkse naar regelmatige naar real time feedback
6. Gamification: overal
7. Van ietsje beter naar veel beter dan gemiddeld
8. Delen van talent
9 + Wat betekent dit voor HR?

4. 1. Individualisering,
versterkt door talent
analytics

5. Individualisering
• Niet: one size fits all
• Big Data maakt individualisering beter mogelijk
• HR gebruikt marketing technieken

11. 2. Naar een bredere definitie
van talent

12. Minder standaard carierepaden

13. Verschillende bronnen van talent
Interne
talenten pool
Online
Bemiddelaars
Alumni
Start-ups Zelfstandigen
Talent Delen

14. Er komt meer talent beschikbaar
• Plattere organisaties
• Grotere pool van talent
• Artificial intelligence
• Productiviteit kan verder omhoog
• Meer samenwerking
• De kracht van netwerken

15. Job Piling
15

16. Job crafting
16

17. Individu >
Individuen en hun
netwerk

18. 18

19. 19

26. 3. Van ondoorzichtig naar
transparant

27. 27

30. 4. Van algemene naar
specifieke training
Performance
Consulting

31. Einde van general general management
programma’s ?

32. Adobe Kick Box
32

33. 5. Van jaarlijkse naar
regelmatige naar real-time
feedback

34. Performance management trends
Process
• Sneller feedback
• Geen ‘annual reviews’
• Ceen ‘performance
ratings’
• Accenture, Deloitte, Nokia
Meten
• Hoe meet je prestaties?
• Hoe kan je top prestaties
voorspellen?
Performance
Consulting

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

36. 6. Gamification overal

38. Arcadis Global Shapers Badges

40. Wuppermann Steel Netherlands

43. 7. Van ietsje beter
naar veel beter

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

45. 8. Talent Delen

46. Talent Sharing

47. Impossible.com

48. 9. Wat betekent dit voor HR?

51. From intuitive HR to
evidence/ fact based HR

52. 52
Specialiseer
verbreed

53. Scrum
53

54. Tribes/ Chapters/ Squads

58. Meer informatie:
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
Flipboard: The Future of HR

59. Trend area More detail
From Hierachy to network
From closed to open organisatons; the bourders of organisations become more blurry. More
people in the flexible workforce. Increasing importance of communities. Information travels
fast. Transparency key.
The invasion of smart tech
Big data. Data science. The internet of things. Robotisation. Digital Intelligent Assistants.
Self driving cars. Renewable energy. Artificial intelligence (machine learning). Wearables.
3D printing. Smart offices. Virtual reality.
Globalisation/ localisation
World more connected. Countertrend: consumers want local products. For some
professions (design, software) from local to global market. Urbanisation.
From X to Y to Z: more
generations in the workfoce
Different generations with different needs and expectations. Gen Y (millennials) will be a
substantial part of the wokforce. As people work longer more generations work together.
Diversity. Individualisation.
Making fun is serious business
Work and fun used to be separated. Today the expectaion is that work should be fun.
Gamification is entering work.
Purpose before pecunia
People are looking for organisations that do good in the world. Just Corporate Social
Responsibility is nog enough. Sustainability. Sharing economy. Diconnecting (information
overload).
Increasing speed: fast eats slow
Technology/ Internet enable new business models. Big organisations do not need many
people. New entrants can capture the market fast. Exponentiality.
From big bang change programs
to small experiments
Also fueled by technlogy. Experimenting has become easier. Learning by doing. Moving and
learning is better that standing still. A-B testing. Agility. Scrum. Traditional change
management too slow.
From intuitive HR to evidence/
fact based HR
HR/ people analytics. Big data entering HR. Not all new: scientific knowledge is often poorly
applied in organisations. HR can learn from marketing. HR: understand data + people.Version 2.0 | copyright HR Trend Institute