On June 18, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) facilitated a workshop with the European HR team of Amway. These are the slides he used.

1. HR trends
Workshop for HR team of Amway Europe & Africa
18 June 2018, Madrid

3. Part1. HR Trends

4. 0. The Employee Experience

5. Consumer experience (CX)
Candidate Experience (?)
Talent Experience (TEX)
Employee experience (EX)
Employee intimacy (EI)

6. 6

7. 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

8. Moments that matter
• Specific
• Ongoing
• Created
• Obvious
• Opaque
• Invisible

11. 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

12. 1. changing shapes of organizations

13. flatter

14. from individuals to teams to networks of
teams

15. holacracy
flatarchy
wirearchy
teal
teams are the basis

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

17. from fixed jobs to fluid roles

18. job crafting
job piling
18

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

20. you hire a candidate and her network

27. 27

28. Explore your potential

29. 2. smart tech

30. man/machine
collaboration
30

31. 31

33. 33

34. 34

40. 40

41. 41

43. Joy & pride

50. 50

54. 54

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

57. Jimmy, Intel’s 3D
printed robot

58. Digital Intelligent Assistants

59. Enterprise Behavioral Matching

65. algorithm aversion
65

66. 3. Globalisation/
Localisation

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

71. from collective to segments to individuals

72. Job Profiles Personas A real individual
approach

73. 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

74. 5. making fun is serious business

75. gamification

76. the consumerisation of HR

77. from ptb to cx (ei)

78. 78
The Employee Experience (or Journey)/ EX

79. 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?

80. gamification

81. 81

82. 82

83. 83

84. 84

88. 88

91. 91

93. 93

94. 6. purpose before pecunia

95. change the
world list
(fortune)

97. 97

98. At AMAZON
meetings
start with
30 minutes
silence

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

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

104. 7. From slow to fast

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

106. old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
106

107. 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?
107
Performance
Consulting

108. Would you hire this person again?

109. 109

110. 110

112. employee surveys
real time
pulse
classic
moments
that matter

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

114. 114

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

116. 116

117. Tribes/ Chapters/ Squads

118. 9. from intuition to evidence-based

119. From one-time to continuous measurement

120. The Vitesse example

121. Accenture Sweden: diversity

124. - hrtrendinstitute.com
- Twitter: @tomwhaak
- Flipboard: The Future of HR
- Pinterest: The Future of HR
124

125. 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 Amay using the trends?
Version 3.0 | copyright HR Trend Institute

126. 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

127. 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