On May 7, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation for the HR faculty of the University of Applied Sciences in Rotterdam. These are the slides he used.

1. HR Trends
7 mei 2018

2. my background

3. 9 trend
areas
Short desciption
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
Individualisation | 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 3.0 | copyright HR Trend Institute

4. 1. changing shapes of organizations

5. flatter

6. from individuals to teams to networks of
teams

7. holacracy
flatarchy
wirearchy
teal
teams are the basis

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

9. from fixed jobs to fluid roles

10. job crafting
job piling
10

11. the end of traditional recruitment
profile recruitment selection
offer onboarding start

12. you hire a candidate and her network

19. 19

20. Explore your potential

21. 2. smart tech

22. man/machine
collaboration
22

23. 23

25. 25

26. 26

32. 32

33. 33

35. Joy & pride

42. 42

46. 46

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

49. Jimmy, Intel’s 3D
printed robot

50. Digital Intelligent Assistants

51. Enterprise Behavioral Matching

57. algorithm aversion
57

58. 3. Globalisation/
Localisation

61. 4. from X to Y to Z:
more generations
in the workforce
or: individualisation

62. from collective to segments to individuals

63. Job Profiles Personas A real individual
approach

64. Techie Tom
Director
Consultant
Entrepreneur
Independent
Demographics:
• Dutch
• 51 +/- 13
• Some money on the bank
• Family, children are students
Goals:
• Make a difference
• Have fun/ learn a lot
• Inspire HR professionals
• Become a guru
Challenges:
• Too many ideas
• Not enough focus
• New = good
Fears:
• Getting old
• Not being able to run
• Routine
What he likes:
• Simple solutions
• To be involved
• Brainstorming
• Being on the stage

65. 5. making fun is serious business

66. gamification

67. the consumerisation of HR

68. from ptb to cx (ei)

69. 69
The Employee Experience (or Journey)/ EX

70. Exploration Onboarding
Organization/
Teams
Performance /
Productivity
Growth Offboarding
Persona
1
Persona
2
Persona
3
Persona
N
Tailored Employee Journeys for each of the personas
What are the moments that matter for Persona 1?
What are the moments that matter for Persona 2?
What are the moments that matter for persona 3?
What are the moments that matter for Persona N?

71. gamification

72. 72

73. 73

74. 74

75. 75

79. 79

82. 82

84. 84

85. 6. purpose before pecunia

86. change the
world list
(fortune)

88. 88

89. At AMAZON
meetings
start with
30 minutes
silence

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

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

95. 7. From slow to fast

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

97. old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
97

98. 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?
98
Performance
Consulting

99. Would you hire this person again?

100. 100

101. 101

103. employee surveys
real time
pulse
classic
moments
that matter

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

105. 105

109. 8. from Big Bang change programs
to small experiments

110. 110

111. Tribes/ Chapters/ Squads

112. 9. from intuition to evidence-based

113. The Vitesse example

114. Accenture Sweden: diversity

117. 8 HR major trends for 2018
1. From PTB to EI
2. Renewed focus on productivity
3. Power to the people
4. The end of fixed jobs
5. Learning in real time
6. Hospitality and service
7. Shrinking HR teams
8. Letting go

119. Basic architecture HR
HR Trend Institute 2016
CHRO
Innovative
HR
Service
Providers
HR advice
Designing and driving
the HR agenda in the business
Pool of limited number of high level HR
advisors (HR generalists).
Focus:
HR strategy: what are the most
effective interventions (organisation/
people) that will help the strategy
implementation?
Yes:
• Strategy
• Workforce planning
• Staffing key positions
• Succession management
• Talent development
No:
• Employee relations/ individual
advice
• The go to person for all kind of HR
related questions
HR Operations
Delivering world class HR services to management and employees
Manager and
employee self
service portal
(HRIS)
HR specialists
HR call center
Comp & Ben, incl
global mobility
Recruitment
Analytics
Talent
Training & Dev.
HR Administration/ Payroll

120. TRENDS
IN
CAPABILITIES FOR
HR
SKILLS
PERSONALITY
OTHER
The HR (Human Resources) Trend Institute follows, detects and
encourages trends. In the people and organization domain and
in related areas. Where possible, the institute is also a trend
setter.
hrtrendinstitute.com
Independe
nt
Creative
Loves
people
Team
player
Agile Conceptual
Design Consulting Analysis
Storytelling Listening Financial
Internation
al
Multidiscipli
nary
Business
Savy
Marketing Connecting Social
Statistics Proj. Man. Agile
Decisive Inclusive Can Do
The HR profession is changing. A new breed of HR
professionals has to be educated and trained. Universities have
to transform their programs. What are trends in the key
capabilities for HR? What would we like to see as a checklist for
an ideal HR curriculum? Keywords: multidisciplinary, data
driven, design thinking, agile, people focused.

121. - hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
121

122. Trend
0
No, we are kind
of ignoring the
trend
1
Yes, we are
doing what
others do
2
We are
innovating
3
We are real
Trend Setters
4
We are far
ahead!
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
Individualisation| 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 | To what extend is your organisation using the trends?
Version 3.0 | copyright HR Trend Institute