On December 8 and 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation in the Future of Work program. These are the slides he used.

1. Improving the Employee
Experience with HR Tech
Tom Haak,
December, 2020

2. My Background

3. - Link via LinkedIn
- hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
3

4. 1. ImportantTrends and
the HRTrend Scan
2. Employee Experience
Basics
3. My collection of
Employee Journey maps
4. Sourcing
6. Onboarding
7. Organisation |Teams
8. Feedback
9. Learning
11. HR Operations
14. Measurement &
Analytics
15. Communications
17. Rating HRTech
Solutions
18. AskTom Anything
5. Selection +Test 10. Wellbeing
16. Reward
13. Employee Monitoring
12. Continuous Listening

5. 1. ImportantTrends and the HR
Trend Scan

6. Man and Machine
AlphaGo
Lee Sedol

9. Personalisation

10. 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

15. 2. EX Basics

16. What are important elements?
Purpose
Technological
environment
• Consumer grade
technology
• Available to everyone
• Focused on
employee needs
Cultural environment
• Sense of purpose
• Fair treatment
• Feeling valued
• Managers acting like
coaches and mentors
• Feeling like you are
part of a team
• Ability to learn
something new and
advance and get
resources to do so
• Referring others
• Diversity and
inclusion
• Health and wellness
• Brand perception
Physical environment
• Workplace options
• Values reflected in
the workplace
• Being proud to bring
friends/ visitors
• Workplace flexibility
and autonomy
Moments that
matter
• Specific
• Ongoing
• Created
Jacob Morgan

17. 3. My collection of Employee
Journey Maps

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

50. 4. Sourcing

51. The virtual JobTry Out

52. Traineeship
Multinational

53. Skill mapping
Uman.AI

55. Profiling | sourcing | selection

56. Using ONA forTalent Identification

57. Sourcing
• Active
• Passive

59. 59

62. 62

65. 65

68. 5. Selection

70. 70

73. Big 5 model

75. stayhealthystayengaged.com

76. personaluserguide.com

84. 6. Onboarding

85. 85

86. 86

88. 7. Organisation | Teams

89. Network
Analysis

91. Capability
Pool 1
Capability
Pool 2
Capability
Pool 3
Capability
Pool 4
Capability
Pool 5
Capability
Pool 6
Capability
Pool 7
Sourcing/
Staffing
The Organization,
built from teams

92. ONA

96. 8. Feedback

97. Police 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. Super Simple
1. To what extend would you recommend [insert name
organisation] as an employer to your family and friends? (1-
10, results in NPS)
2. What can we do to help you to do your work better?

102. 102

103. 103

105. 9. Learning

106. Microlearning in a
hospital

107. Learning Feedback

110. OLD

111. NE
W

112. People in my netwerk
Learning Management System
Assessment
• How can I improve?
• Can I learn something
new??
Micro Learning
Solutions
What/Who can help me? ?
Content
Libraries
LEARNING | BUILDING
BLOCKS

126. 126

127. 127

129. 10. Wellbeing

130. Amazon starts
meetings with 30
minutes silence

131. 131

134. 134

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

138. 11. Operations

139. 139

141. 141

142. 142

144. 144

149. 149

153. 12. Continuous Listening

154. Risk Management in
a bank

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

156. From one time to continuous

159. 13. Employee Monitoring

165. 14. Measurement and
Analytics

166. 112: Saving
Lives

171. 1. ImportantTrends and
the HRTrend Scan
2. Employee Experience
Basics
3. My collection of
Employee Journey maps
4. Sourcing
6. Onboarding
7. Organisation |Teams
8. Feedback
9. Learning
11. HR Operations
14. Measurement &
Analytics
15. Communications
17. Rating HRTech
Solutions
18. AskTom Anything
5. Selection +Test 10. Wellbeing
16. Reward
13. Employee Monitoring
12. Continuous Listening

172. 15. Communications

176. 16. Reward

177. Gamification and
adaptive pay

178. Reward in Holacracy

179. Model Baardma

180. Capability
Pool 1
Capability
Pool 2
Capability
Pool 3
Capability
Pool 4
Capability
Pool 5
Capability
Pool 6
Capability
Pool 7
Sourcing/
Staffing
The Organization,
built from teams

184. 17. Rating HRTech Solutions

185. Employee
Expectations
• Speed
• Clear benefits for the employee
• Data is portable
• Fun
• Fair
• Easy
• Personalised
• Trust (safe)

186. Rating HRTech Solutions