Hacking the future of HR by Point of HR

(HACKING THE) FUTURE OF HR

By Maya Drøschler Hosted by Barcelona Conference Group

FUTURE OF HRWILL A ROBOT TAKE YOUR (HR) JOB?

• That depends….

FUTURE OF HRINDUSTRY 4.0

• Internet of Things, Big Data, Machine Learning, AI, VR

FUTURE OF HRINDUSTRY 4.0

• Must Human Resources change its name to Robot Resources?

FUTURE OF HR MAYA DRØSCHLER

• Losing my faith in:• The existing recruting and assessment methods• Employee surveys and performance appraisals• Organizational charts and silos

FUTURE OF HR MAYA DRØSCHLER

• HR Consultant, HR Partner, HR Manager, HRBP to the CEO

• Founder, Point of HR • Founder, HR Innovation Lab

FUTURE OF HR AGENDA

• Part I: Future of work: blue, orange or green?• Hack I: Be proactive and hack an upcoming

problem.

• Part II:Emerging HR roles.• Hack II: Be bold and hack the HR department.

• Lunch

PART ONEFUTURE OF WORK

FUTURE OF WORK3 SCENARIOS

FUTURE OF WORK3 SCENARIOS

• Three future options for HR according to PwC:– Blue HR will take on a new, data driven role, focused

on executing business strategy.– Orange HR will only engage in transactional work and will

be almost entirely outsourced.– Green HR will become the driver of the corporate social

responsibility agenda.

THE BLUE WORLDCORPORATE IS KING

• Big company capitalism rules as organizations continue to grow bigger


TYPE_______________

CHARACTERISTICS

THE BLUE WORLD:

Corporate is king

Driving goal

Profit, growth and market leadership.

How to compete

Scale is the crucial differentiator.

Employee value proposition

In a world, where the core is shrinking and the periphery is expanding, the promise of job securiity and status will attract a lot of talent


• In bed with your employer


• Data driven HR: sociometrics– The sociometric badge captures:

• Number and length of interactions• Tone of voice• Gestures• How much people talk/listen/interrupt• Expressions of empathy• Levels of introversion/extraversion


• Honest signals: each badge generates 100 data points a minute


• We all have an intuition about it. But because we can measure it, social intuition is no longer magic; it’s now quantitative science.

.

The study: Sandy Pentland outfitted executives at a party with devices that recorded data on their social signals—tone of voice,

gesticulation, proximity to others, and more. Five days later the same executives presented business plans to a panel of judges in a

contest. Without reading or hearing the pitches, Pentland correctly forecast the winners, using only data collected at the party


• Blue HR: Bring data or get lost

THE ORANGE WORLDSMALL IS BEAUTIFUL

• Organizations fragment into looser networks of autonomous, often specialized operations


TYPE_______________

CHARACTERISTICS

THE ORANGE WORLD:

Small is beautiful

Driving goal

Maximising flexibility whileminimising fixed costs.A Massive Transformative Purpose.

How to compete

Embracing the rise of the Gig Economy, hiring a diverse mix of people on an affordable, ad hoc basis.Don’t own assets, but have access to assets


Waiting for your next gig?We got it for you.

Autonomy and ongoing challenges.


• Orange HR: Community Managers


• The gig economy is growing rapidly: increasing from 10% of the workforce in 2005 to 16% in 2015 (in the US)

– The alternative ways of working are spreading across industries and occupations that are not normally associated with the gig economy.

– The majority of people joining the gig economy are well educated. – More women than men work as freelancers. – Millennials are the first generation of freelance natives.


• The gig economy is more than freelancing:– co-creation– hackathons– staff-for-rent


• You wanna borrow one of my employees?• HR must be ready to look for talent in awkward places• New types of partnerships will be the norm in 2020 and

beyond


• The HR department of the orange organization will devote its attention to people who work outside the organization, and who will have no intention of ever working for it in a conventional employment relationship


• From scarcity to abundance• From owning to sharing• From possession to having access• From fear to trust

THE GREEN WORLDCOMPANIES CARE

• Caring leaders of our time (and yes, they’re all in the tech industry)


TYPE_______________

CHARACTERISTICS

THE GREEN WORLD:

Companies care

Driving goal

Positive social and environmental impact.

How to compete

A social and environmental conscience is demanded by customers and staff. The organization must get it right inorder to survive and compete.


Ethical values and work – life balance in return for loyalty towards an organization that does right by its employees


• Corporate responsibility is not an altruistic nice to have, it’s a business imperative


• The value of money depends on how it is earned


• Women seek high ethical standards, CSR and a higher purpose

• Men are attracted to powerful corporate brands, a big salary and lots of status


• You cannot disregard the women – if you want to be in business

FUTURE OF WORK3 HR SCENARIOS

• Green HR: protects the company brand, culture and values. Aligns employees’ purpose with company purpose.

• Orange HR: recruits outside experts and specialists and allocate the right internal and external talent to the various projects.

• Blue HR: monitors and measures performance and makes evidence-based decisions about HR interventions, adding value to the business.

• Where is your organization heading?

FUTURE OF WORKHACK 1

• Hack your organization

FUTURE OF WORKHACK 1

• Individual assessment: 10 minutes• Working on the problem: 20 minutes• Presentation of your solution: 5 minutes per group

PART TWOEMERGING HR ROLES

EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP

• Dave Ulrich (e.a.): HR From The Outside In (2012)


• The six areas of competency: – The Strategic Positioner: knows everything there is to know

about external business trends


• The six areas of competency:– The Credible Activist: builds personal relationships of trust and

communicate with impact


• The six areas of competency:– The Capability Builder: enables the organization’s capabilities -

what the organization is good at and known for


• The six areas of competency:– The Change Champion: makes organizational transformation

happen


• The six areas of competency according to Ulrich:– The Human Resource Innovator and Integrator: knows the latest

insights on key HR practice areas


• The six areas of competency:– The Technology Proponent: implements HR technology to

streamline administrative work flows and to help people stay connected with each other


• Perceived HR effectiveness and real business impact have different origins


• Let’s talk some more about:– How to innovate our organizations through bold HR and

management practices – How to work more evidence-based by leveraging HR technology

and using (local) data


• A new dimension: People!– People is the WHY of any organization


EMERGING HR ROLESJOHN BOUDREAU AND CHREATE

• The Global Consortium to Reimagine HR, Employment Alternatives, Talent, and the Enterprise


• Five forces of change– Exponential pattern of technological change


• Five forces of change– Social and organizational reconfiguration


• Five forces of change– A truly connected world


• Five forces of change– All inclusive, more diverse talent market


• Five forces of change– Human and machine collaboration


• Five forces of change integrating into two dimensions: – Democratization of work– Technological empowerment


• Future organizational capabilities revolve around:– Purpose and meaning– Culture and community– The employee experience


• Five emerging HR roles:– The Organizational Engineer: expert in new ways of working


• Five emerging HR roles:– The Virtual Culture Architect: expert on culture


• Five emerging HR roles:– The Global Talent Scout: expert on talent platforms


• Five emerging HR roles:– The Data, Talent & Technology Integrator: expert on big data


• Five emerging HR roles:– The Social Policy & Community Activist: expert on CSR

EMERGING HR ROLESDAVE ULRICH AND JOHN BOUDREAU

Dave Ulrich

• The Strategic Positioner• The Credible Activist • The Capability Builder• The Change Champion• The Human Resource

Innovator and Integrator• The Technology

Proponent

John Boudreau

• The Organizational Engineer

• The Virtual Culture Architect • The Global Talent Scout and

Coach • The Data, Talent &

Technology Integrator • The Social Policy &

Community Activist

EMERGING HR ROLESHACK 2

• Hack your HR department

EMERGING HR ROLESHACK 2

• Individual assessment: 10 minutes• Working on the problem: 20 minutes• Presentation of your solution: 5 minutes per group

FUTURE OF HR• What we need the most in the future:

– Analytical, tech-savvy people (blue)– Creative, innovative people (orange)– People with BIG hearts (green)

FUTURE OF HR• Company: Point of HR• Blog: HR Forretning• Think tank: HR Innovation Lab

• You’re welcome to contact me at:– [email protected]– Twitter, LinkedIn, Snapchat, Instagram, Google+

mailto:[email protected]

Recruiting & HR

Hacking the future of HR by Point of HR