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Workplace Trends
The document outlines several key workplace trends: 1) A shift from hierarchical organizations to more networked and collaborative structures with permeable boundaries between organizations. 2) The growing impact of technologies like smart devices, big data, robotics, and artificial intelligence on how work gets done. 3) Changing demographics in the workforce as different generations have varying needs and expectations from their jobs. 4) A growing emphasis on purpose, fun, speed and experimentation in the workplace over traditional hierarchical structures and long-term planning.
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Workplace Trends
- 1. Workplace Trends 26 May, 2016
- 2. Objectives • Insight incurrent workplace trends • Inspiration • First thoughts on: how could we use the trends?
- 3. Performance Management • Realtime continuous feedback • Away from annual cycle • Revamped processes • More equal Technology • Speed • Mobile • Wearables • Virtual reality • Robotization • Arificial Inteligence • Cloud Human-Machine collaboration Demographic • Gen Y/ Gen Z • Baby Boomers staying or going? • Urbanization General trends • Consumerism • Transparency Gamification Flexible Workforce • The rise of the ‘gig’ economy Workforce Flexibility Improving the Employee Experience • Workplace as differentiator Leadership • Talk purpose • Change agents Recruitment • From reactive to proactive • Data driven recruiting • Hiring for attitude and culture • Pre candidate experience/ personalized • Referrals • Boomerangs welcome • Candidates in driving seat Talent • Sourcing with technology • All inclusive talent market • More tailored/ customized programs • Internal talent true asset Collaboration • Social/ communities Learning and Development • Integrating learning and talent strategies • Learning middleware • MOOCs and SPOCS Engagement HR Function (“The blurring of Marketing and HR”) • Complexity is killing HR/ Keep it simple • Coming closer to marketing / IT • Relationships not programs HR Systems & Tools • “think employee tools, not HR tools” (7) • More integrated / best of breed? • Master data management HR Analytics • Maturing of people anlytics • Increased need for HR Analytic tools • Rise of evidence based management? Diversity? Succession? Agile? Rewards/ benefits • Pay top for the best Culture “Applification” Individualisation HR Trends 2016 | Summary
- 4. 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
- 5. From hierarchy tonetwork
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- 7. Different talent sources Internaltalent pool Online Intermediary Alumni Start-ups Self employed Talent Sharing Outsourcing
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- 12. Individuals > Individuals andtheir network
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- 19. The invasion ofsmart tech
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- 31. A computer witha roof (“The Edge”)
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- 41. Fastest growing occupationsUS 2014-2024 Occupation # % Total, all occupations 9.788,9 6,5 Wind turbine service technicians 4,8 108,0 Occupational therapy assistants 14,1 42,7 Physical therapist assistants 31,9 40,6 Physical therapist aides 19,5 39,0 Home health aides 348,4 38,1 Commercial divers 1,6 36,9 Nurse practitioners 44,7 35,2 Physical therapists 71,8 34,0 Statisticians 10,1 33,8 Ambulance drivers and attendants 6,5 33,0
- 42. Fastest declining occupationsUS 2014-2024 Occupation # % Locomotive firers -1,2 -69,9 Electronic equipment installers and repairers, motor vehicles -5,8 -50,0 Telephone operators -5,5 -42,4 Postal service mail sorters, processors, and processing machine operators -39,7 -33,7 Switchboard operators, including answering service -37,0 -32,9 Photographic process workers and processing machine operators -9,5 -32,9 Shoe machine operators and tenders -1,1 -30,5 Manufactured building and mobile home installers -1,2 -30,0 Foundry mold and coremakers -3,3 -27,7 Sewing machine operators -41,7 -27,1
- 43. Individualisation • Not: onesize fits all • Big Data enables individualisation • HR using marketing techniques
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- 46. Making fun isserious business
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- 54. Havas Boondoggle Airbnbrecruitment campaign 5.004
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- 57. At AMAZON meetings start with 30minutes silence
- 58. Zappos HQ in downtownLas Vegas “Casual Colision” 58
- 60. Sitting is thenew smoking Visser, Rietveld & Rietveld
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- 66. Increasing speed: fasteats slow
- 67. Recruitment proces oftentoo slow Profile Recruitment Selection Offer Onboarding Start
- 68. 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
- 69. Performance: not aBell curve, but a Power Law distribution Performance Number of people
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- 72. Would you hirethis person again?
- 75. From Big Bangchange programs to small experiments
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- 78. From intuitive HRto evidence/ fact based HR
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- 85. 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 • …….. • ……..
- 87. Thanks! Twitter: @tomwhaak, @hrtrendinst Website:hrtrendinstitute.com FlipBoard: The Future of HR
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- 89. Trend 1 No! 2 No 3 ?? 4 Yes 5 Yes! From hierarchy tonetwork / 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 The HR Trend Scan | Could we use the trend? Version 2.0 | copyright HR Trend Institute
- 90. Trend area Moredetail From Hierachy to network From closed to open organisatons; the borders 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. Self driving cars. Renewable energy. Artificial intelligence (machine learning). Wearables. 3D printing. Smart offices. 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. 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
Editor's Notes
- #48 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.
- #59 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.
- #77 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!