On May 28, 2016, Tom Haak of the HR Trend Institute conducted a workshop at the HR Innovation Day in Leipzig. Title: HR Analytics - Danger or New Perspective for HRM. This pack contains the slides he brought with him (of which he used a selection)

1. HR Analytics
Danger or New Perspective
for HRM
Tom Haak, 28 May , 2016

2. My background in HR

3. Agenda
1. Trends and the importance of People Analytics
2. People Analytics: 5 steps
3. How to start with people analytics
4. Crunchr demo (crunchrapps.com)

4. Performance Management
• Real time 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”
• 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

5. 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

6. From hierarchy to network

7. Network
Analysis

8. Individuals >
Individuals and their
network

10. 10

11. The invasion of smart tech

12. Hitachi Business Microscope
12

15. Joy & pride

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

24. Enterprise Behavioral Matching

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

26. Making fun is serious business

28. Social Credit Code China

29. Increasing speed: fast eats slow

30. 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

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

32. 32

35. From intuitive HR to
evidence/ fact based HR

37. The Vitesse example

38. Accenture Sweden: Diversity

39. Some final remarks

40. 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
• ……..
• ……..

41. Trend area More detail
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

42. People analytics: 5 steps

49. How to start with People Analytics

58. Demo

59. Demo

60. Client 1

61. Client 1

62. Client 1

63. Client 2

64. Client 3

65. Client 4

66. Client 5

67. Demo

68. Thanks!
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
FlipBoard: The Future of HR
E-mail: tom@hrtrendinstitute.com