15 HR Trends
1
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 HR Trend Institute 2017 1. The Consumerization of HR People are more and more expecting an experience at work, that is comparable to the experience they have at home. “Bring Your Own Device” was a first step. HR is still slow in adapting new technologies. HR can learn a lot from Marketing. 2. Performance Consulting Most organizations are redesigning the performance management cycle (more frequent feedback, from multiple sources). Good people want to become better, and the focus of performance consulting is on providing concrete actionable feedback, and suggestions on how to improve performance. 3. From Individuals to Teams to Networks of Teams Today teams are the major building blocks of most organizations. The focus of HR is (slowly) shifting, from individuals to teams. As most HR tools are today focused on individuals, this is a major transformation. 5. Chatbots in HR Chatbots are quickly entering the HR domain. Chatbots can help to increase the service level, the speed and efficiency of HR. In recruitment, onboarding, training and HR services. Chatbots help to improve the candidate and employee experience. 6. HR Operations in the lift As most HR professionals wanted to become strategic business partners, HR Operations has been undervalued. In the last years we have seen an upgrade in HR Operations, that will continue. In HR Operations we need a new breed of HR professionals, with a high service orientation. 7. The end of static jobs Many organizations are no longer hiring for specific jobs. They look for personality, cultural fit and core capabilities. Jobs become flexible roles in teams. Employees get the opportunity to look for roles, that fit with their wishes, needs and capabilities. HR practices need to be adapted. 8. One Size does not fit all… Treating employees as individuals, and not as part of a segment, is one of the most important long-term trends. The way organizations deal with employees is still far behind the way they deal with clients, but there is movement. Further individualization has large implications for HR. 9. The Battle of the Apps We see more and more clever HR Tech solutions. The big HR systems have not lived up to their promises. Implementation is slow and expensive. A good mix between a solid core HR system, payroll solutions and focused innovative HR Tech (best of breed) applications, that can be integrated with existing platforms as Slack might be most effective. 15 HR Trends Illustrations: Studio Fee Overbeeke (http://feeoverbeeke.nl) The Employee Experience (or the Employee Journey) is a concept that is quickly gaining ground. The experience starts at the orientation phase, and in a sense it never stops. Designing and implementing a great experience is not easy. Start with making the first day on the job extraordinary! 10. The Employee Experience Developments in artificial intelligence (AI) and machine learning are going fast. Yes, in various areas people will be replaced by intelligent machines. Men/ Women and machines together can improve performance in many areas, also in many HR practices, as selection and talent identification. 4. Man-Machine Collaboration 11. Agile HR As organizations are adopting agile ways of working, HR has to learn to work agile as well. Reinventing HR is also necessary, in order to be able to add value in organizations that work new ways (holacracies, self managed teams). Coaching agile teams is a new role that is required. 12. To a more Human HR We see a trend to a shift back to a more employee centric approach. In a sense, HR is returning to its roots. Pleasing employees is becoming more important than pleasing management. The focus on the employee experience a clear indication of this shift. 13. Talent Everywhere There is talent everywhere. Organizations limit themselves unnecessary, if they focus too much on developing and retaining the talent on the payroll. You can make your talent pools larger, if you include talent elsewhere (at suppliers, partners, alumni, self- employed professionals) Most HR practices are still very much focused on individuals. As networks, teams and networks of teams become more important, ONA becomes an important HR tool. What do networks look like? Where are the natural connectors that can help to grow the organization? 14. Organizational Network Analysis (ONA) 15. The use of Personas Segmentation can still be useful. An employee persona is a representation in a fictional figure representing a certain segment of your employees, with comparable demographics, behavior patterns, motivations and goals. The personas are designed based on research and data. Personas are a great communication tool.
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Transcript of 15 HR Trends
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
HR Trend Institute 2017
1.The Consumerization of HRPeople are more and more expecting an experience at work, that is comparable to the experience they have at home. “Bring Your Own Device” was a first step. HR is still slow in adapting new technologies. HR can learn a lot from Marketing.
2. Performance ConsultingMost organizations are redesigning the performance management cycle (more frequent feedback, from multiple sources). Good people want to become better, and the focus of performance consulting is on providing concrete actionable feedback, and suggestions on how to improve performance.
3. From Individuals to Teams to Networks of TeamsToday teams are the major building blocks of most organizations. The focus of HR is (slowly) shifting, from individuals to teams. As most HR tools are today focused on individuals, this is a major transformation.
5. Chatbots in HRChatbots are quickly entering the HR domain. Chatbots can help to increase the service level, the speed and efficiency of HR. In recruitment, onboarding, training and HR services. Chatbots help to improve the candidate and employee experience.
6. HR Operations in the liftAs most HR professionals wanted to become strategic business partners, HR Operations has been undervalued. In the last years we have seen an upgrade in HR Operations, that will continue. In HR Operations we need a new breed of HR professionals, with a high service orientation.
7. The end of static jobsMany organizations are no longer hiring for specific jobs. They look for personality, cultural fit and core capabilities. Jobs become flexible roles in teams. Employees get the opportunity to look for roles, that fit with their wishes, needs and capabilities. HR practices need to be adapted.
8. One Size does not fit all…Treating employees as individuals, and not as part of a segment, is one of the most important long-term trends. The way organizations deal with employees is still far behind the way they deal with clients, but there is movement. Further individualization has large implications for HR.
9. The Battle of the AppsWe see more and more clever HR Tech solutions. The big HR systems have not lived up to their promises. Implementation is slow and expensive. A good mix between a solid core HR system, payroll solutions and focused innovative HR Tech (best of breed) applications, that can be integrated with existing platforms as Slack might be most effective.
15 HR Trends
Illustrations: Studio Fee Overbeeke (http://feeoverbeeke.nl)
The Employee Experience (or the Employee Journey) is a concept that is quickly gaining ground. The experience starts at the orientation phase, and in a sense it never stops. Designing and implementing a great experience is not easy. Start with making the first day on the job extraordinary!
10. The Employee Experience
Developments in artificial intelligence (AI) and machine learning are going fast. Yes, in various areas people will be replaced by intelligent machines. Men/ Women and machines together can improve performance in many areas, also in many HR practices, as selection and talent identification.
4. Man-Machine Collaboration
11. Agile HRAs organizations are adopting agile ways of working, HR has to learn to work agile as well. Reinventing HR is also necessary, in order to be able to add value in organizations that work new ways (holacracies, self managed teams). Coaching agile teams is a new role that is required.
12. To a more Human HRWe see a trend to a shift back to a more employee centric approach. In a sense, HR is returning to its roots. Pleasing employees is becoming more important than pleasing management. The focus on the employee experience a clear indication of this shift.
13. Talent EverywhereThere is talent everywhere. Organizations limit themselves unnecessary, if they focus too much on developing and retaining the talent on the payroll. You can make your talent pools larger, if you include talent elsewhere (at suppliers, partners, alumni, self-employed professionals)
Most HR practices are still very much focused on individuals. As networks, teams and networks of teams become more important, ONA becomes an important HR tool. What do networks look like? Where are the natural connectors that can help to grow the organization?
14. Organizational Network Analysis (ONA)
15. The use of PersonasSegmentation can still be useful. An employee persona is a representation in a fictional figure representing a certain segment of your employees, with comparable demographics, behavior patterns, motivations and goals. The personas are designed based on research and data. Personas are a great communication tool.
