On June 7, 2018, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop as part of the Masterclass "The Future of Work" of the Amsterdam Advanced Graduate School (http://aags.uva.nl/content/executive-programme/the-future-of-work/future-of-work.html). These are the slides he used.

1. Trends in HR
Future of Work, 7 juni 2018
Tom Haak

2. 9 trend
areas
Short desciption
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
Individialisation/ Personalisation
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

3. 1. The Employee Experience

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

5. 5
The Employee Experience (or Journey)/ EX

6. 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

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

8. Question
• What were for you the one/two most important moments in your
working life so far? Try to be very specific.
• Please share briefly with your buddy

9. 9

10. 10

11. 11

12. 12

13. 13

21. New Google Campus

22. New Facebook HQ
(by Frank Gehry)

23. New Apple HQ (by Norman Foster)

24. Amazon Towers | Seattle

25. 2. changing shapes of organizations

26. flatter

27. from individuals to teams to networks of
teams

28. Holacracy
Flatarchy
Wirearchy
Teal
Teams are the basis

30. Kotter: Accelerate
30

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

32. Job crafting
32

33. Job Piling
33

34. The end of traditional recruitment
Profile Recruitment Selection
Offer Onboarding Start

35. FUTURE PROOF SKILLS
SENSE-MAKING
SOCIAL INFLUENCE
COMMERCIAL AWARENESS
CROSS CULTURAL COMP.
COMPUTATIONAL THINKING
NEW MEDIA LITERACY
TRANSDISCIPLINARY
DESIGN MINDSET
COGNITIVE LOAD MAN.
VIRTUAL COLLABORATION

36. From Vacancies to
Using Talent

38. Network
Analysis

42. 42

43. 43

44. Explore your potential

45. 3. The invasion of smart tech

46. man/machine
collaboration
46

47. 47

48. 48

49. sourcing | recruitment | selection

50. Explore your potential

53. 53

55. 55

57. 57

59. 59

62. 62

63. 63

64. 64

68. Joy & pride

72. onboarding

73. 73

75. od | teams | collaboration

76. Hitachi Business Microscope
76

80. A
B
C
ALS JE EEN LASTIG
PROBLEEM HEBT,
WIE VRAAG JE
HULP?

81. feedback | learning | wellbeing

82. OLD

83. NE
W

84. Mensen in mijn netwerk
Learning Management System
Assessment
• Kan ik mijn werk beter
doen?
• Kan ik iets nieuws leren?
Micro Learning
Oplossingen
Wie/ Wat kan mij helpen?
Content
Libraries
LEREN |
BOUWSTENEN

85. 85

86. 86

92. 92

93. 93

96. 96

98. 98

99. 99

100. hr operations

102. 102

103. Enterprise Behavioral Matching

104. 104

105. 105

113. 113

114. performance management | reward

118. labour relations

120. Build a digital employee value proposition and simulate change
120

121. measurement | analytics

122. From one-time to continuous

123. employee surveys
real time
pulse
classic
moments
that matter

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

126. 126

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

129. algorithm aversion
129

130. 130

131. 4. Globalisation/ Localisation

135. 5. from X to Y to Z:
more generations
in the workforce
or: individualisation

136. from collective to segments to individuals

137. 137
The Employee Experience (or Journey)/ EX

138. 138

141. 6. Making fun is serious business

142. the consumerisation of HR

143. Consumer experience =
Employee experience =
Employee intimacy

144. 144

145. 145

146. 146

147. 147

150. 150

153. 7. Purpose before pecunia

154. change the
world list
(fortune)

156. At AMAZON
meetings
start with
30 minutes
silence

159. Zappos HQ in
downtown Las Vegas
“Casual Colision”
159

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

162. 8. Increasing speed: fast eats slow

164. 164

165. 165

168. 168

169. The end of traditional recruitment
Profile Recruitment Selection
Offer Onboarding Start

170. 170

171. 171

174. Would you hire this person again?

175. 9. From Big Bang change programs
to small experiments / Agile

176. 176

177. Tribes/ Chapters/ Squads

178. 10. From intuitive HR to
evidence/ fact based HR

179. The Vitesse example

180. Accenture Sweden: Diversity

181. 13. HR Tech: Where to start?

182. https://hrtech.community

183. Some considerations
1. The “Ultimate Solution” is an illusion
2. Make sure the basics are in order
3. Keep moving and experimenting
4. Work in partnership with the solution provider
5. Tackle the most urgent issues
6. Do not build yourself
7. Consider the employee expectations

184. 14. Power to the People

185. 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

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188