Presentation of HR Innovation Lab by Maya Droeschler

1. HR Innovation Lab
By Maya Drøschler

2. HR Innovation Lab
WHY?

3. HR Innovation Lab
• 87% of the global workforce is not engaged at work.
• Eight out of ten managers have no management skills.
• ‘The overwhelmed employee’ is a growing phenomenon.
• Stress has become an epidemic disease.
• 500 million people across the world are underemployed.
The existing HR processes have
failed.
The existing HR processes have
failed.

4. HR Innovation Lab
• The gig economy is here to stay – especially young people and
women are leaving the corporate world.
• Robots, AI and automation will take over a third of jobs by 2025.
• Exponential technologies like AR and VR are the predecessors of
the virtual workplace which will transgress physical borders.
• Social media, rating apps and public employee reviews make the
world transparent: no one can hide anymore.
Our organizations must absorb all
these changes, but we don’t
know how.
Our organizations must absorb all
these changes, but we don’t
know how.

5. HR Innovation Lab
CULTURE

6. HR Innovation Lab
• Disruptive companies outperform old brands not just because of
their business idea and business model, but because of their
culture.
• Innovative companies create consistency between the external
business conditions and the internal cultural conditions.
• Innovation resistant companies have a growing gap between these
two dimensions, the outside and the inside.
Most customers are employees.
All employees are customers.
Most customers are employees.
All employees are customers.

7. HR Innovation Lab
GAPS

8. HR Innovation Lab
• HR is a derived effect of the industrial era with its emphasis on silos
and hierarchies, efficiency and cost reductions.
• The primary responsibilities of the HR department are to ensure the
status quo and to mitigate risk. The mantra is to ‘avoid’: avoid
employment tribunals, avoid recruiting the wrong persons, avoid
poor employee survey results, avoid bad publicity.
• The organizations of the future need the opposite: creativity,
innovation, pace - and a risk-taking culture.
In the future organization HR
must think inclusion instead of
avoidance.
In the future organization HR
must think inclusion instead of
avoidance.

9. HR Innovation Lab
HOW?

10. HR Innovation Lab
• We set up an independent think tank (the Lab).
• We establish one or more online platforms that support digital
dialogue.
• People located in Jutland/Funen meet twice a year; people located
on Zealand meet twice a year. We all meet once a year.
• First meeting event: April 15th
2016 from 5pm to 8pm (Zealand).
• Members of the Lab must be willing to put some of their own
resources, creativity and visions into a common pool of thought.

11. HR Innovation Lab
WHAT?

12. HR Innovation Lab
• Blogs and white papers
• Videos and podcasts
• Talks and webinars
• Workshops and conferences
• Networks and partnerships

13. HR Innovation Lab
VALUES

14. HR Innovation Lab
• Our recommendations are evidence-based – we use the available
research or investigate things ourselves.
• We have strong beliefs – we believe in a more human-centric future
of work.
• We are innovative – we’re not afraid to experiment with our own
ways of collaborating, communicating and sharing our ideas with the
world.

15. HR Innovation Lab
…but we’re not so modern that we can do without a slide about our
core values.
Please contact Maya Droeschler mayadroeschler@icloud.com for
further information.