On June 14, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at the Employee Experience Program. These are the slides he uesed.

1. Improving the Employee
Experience with HR Tech
Tom Haak
June 14, 2018

2. My Background

3. 1. Some examples

4. 1.The virtual JobTry Out

5. 2.Traineeship
Multinational

6. 3. Risk Management in
a bank

7. 4. Police Feedback

8. 5. 112: Saving
Lives

9. 6. Microlearning in a
hospital

10. 7. Learning Feedback

11. 8. Designing a new office

12. 9. Using ONA forTalent Identification

13. 10. Amazon starts
meetings with 30
minutes silence

14. 11. Skill mapping
Uman.AI

15. ImportantTrends

16. 1. Personalisation

17. Personalization
The act of tailoring an experience or
communication based on information a company
has learned about an individual
Personalization: company tailors
Customization: employee tailors

18. Basic human needs (Robbins/ Maslow)
•Certainty
•Variety
•Significance
•Love and attention
•Growth
•Contribution

23. 2. Employee Focus | Employee Experience

26. Best start
Let me
help you
Meaningful
growth
I owe you
Great
ambassa-
dors

38. 3. Speed

39. • First the basics right!We need to clean up the mess!
• First we need to implement our BIG HR system that can do everything
• We need more capacity
Speed: pitfalls and excuses

40. 4. People Analytics

41. 5. Less = More

42. 6. HRTech driving transformation

43. 7. HR Operations in the lift

44. 8. HR is about People

45. Area Customisation Personalisation Speed
Profile
Sourcing
Selection
Onboarding
First assignment
Development
Opportunities forTalent Sourcing

46. • Good times for HR
• Impact can be a lot bigger
• Don’t forget the basic principles
• It’s not technology vs people, but technology and people
• Keep moving
• Don’t forget: HR is about people
Summary

47. - Link via LinkedIn
- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard:The Future of HR
- Pinterest:The Future of HR
47

48. Enclosure

49. HR Tech Trends

50. 50

51. HR slow. Why?
• Lack of imagination
• Caught in old mental models
• Working on the ultimate solution
• Submissive
• Risk averse
• Love pilots
• Business cases poor
• NIH

52. Some considerations
1. The “Ultimate Solution” is an illusion
2. Make sure the basics are in order
3. Keep moving and experimenting
4. Work in partnership with the solution provider
5. Tackle the most urgent issues
6. Do not build yourself
7. Consider the employee expectations

53. Some criteria
• Speed
• Consumer grade technology
• Fun
• Positive user experience (simplicity)
• Trust

54. 3. Sourcing

55. Profiling | sourcing | selection

56. Two examples
• Unilever
• Rituals

57. Sourcing
• Active
• Passive

58. 58

62. 62

66. 66

67. Explore your potential

70. 4. Selection

71. 71

73. Big 5 model

80. 80

83. 5. Onboarding

84. 84

85. 85

87. 6. Organisation | Teams

88. Team composition?

89. Network
Analysis

90. ONA

91. A
B
C
ALS JE EEN LASTIG
PROBLEEM HEBT,
WIE VRAAG JE
HULP?

97. 7. Feedback

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

99. Old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
99

100. What we see today
yes
• frequency up
• use of apps
• multi-rater
• moving away from ratings
• ”good conversations”
• superficial
• relying on humans
• internal focus
?
• granular feedback?
• use of technology?
• performance consulting?
• transcend org boundaries?
100
Performance
Consulting

101. 101

102. 102

104. 8. Learning

106. OLD

107. NE
W

108. Mensen in mijn netwerk
Learning Management System
Assessment
• Kan ik mijn werk beter
doen?
• Kan ik iets nieuws leren?
Micro Learning
Oplossingen
Wie/ Wat kan mij helpen?
Content
Libraries
LEREN |
BOUWSTENEN

119. 119

120. 120

123. 9. Wellbeing

124. 124

126. 126

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

130. 10. Reward

134. 11. Operations

135. 135

136. Enterprise Behavioral Matching

137. 137

138. 138

140. 140

144. 144

148. 12. Ex Measurement/
Analytics

149. employee surveys: frequency
real time
pulse
classic
moments
that matter

150. From one time to continuous

153. Passive
Active
Slow Real Time
Blogyourmood
2017
Overview of
Employee Mood Measurement
providers

155. 155

157. 157