On May 26, 2016, Tom Haak of the HR Trend Institute conducted a workshop for PublicSpirit

1. Workplace Trends
26 May , 2016

2. Objectives
• Insight in current workplace trends
• Inspiration
• First thoughts on: how could we use the trends?

3. 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” (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
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

5. From hierarchy to network

6. Kotter: Accelerate
6

7. Different talent sources
Internal talent
pool
Online
Intermediary
Alumni
Start-ups Self employed
Talent Sharing
Outsourcing

8. Sharing Talent
8

9. Job crafting
9

10. Job Piling
10

11. Network
Analysis

12. Individuals >
Individuals and their
network

15. 15

16. 16

17. Explore your potential

19. The invasion of smart tech

20. Hitachi Business Microscope
20

22. Joy & pride

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

32. Jimmy, Intel’s 3D
printed robot

35. Digital Intelligent Assistants

36. Enterprise Behavioral Matching

41. Fastest growing occupations US 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 occupations US 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: one size fits all
• Big Data enables individualisation
• HR using marketing techniques

44. Globalisation/ Localisation

46. Making fun is serious business

47. 47

48. 48

49. 49

50. 50

54. Havas Boondoggle Airbnb recruitment campaign 5.004

55. Purpose before pecunia

57. At AMAZON
meetings
start with
30 minutes
silence

58. Zappos HQ in
downtown Las Vegas
“Casual Colision”
58

60. Sitting is the new smoking
Visser, Rietveld
& Rietveld

63. Impossible.com

66. Increasing speed: fast eats slow

67. Recruitment proces often too 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 a Bell curve,
but a Power Law distribution
Performance
Number of people

70. 70

71. 71

72. Would you hire this person again?

75. From Big Bang change programs
to small experiments

76. 76

77. Tribes/ Chapters/ Squads

78. From intuitive HR to
evidence/ fact based HR

82. The Vitesse example

83. Accenture Sweden: Diversity

84. Some final remarks

85. 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
• ……..
• ……..

87. Thanks!
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
FlipBoard: The Future of HR

88. Enclosures

89. Trend
1
No!
2
No
3
??
4
Yes
5
Yes!
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
The HR Trend Scan | Could we use the trend?
Version 2.0 | copyright HR Trend Institute

90. 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