hacking the future of hr by point of hr
TRANSCRIPT
![Page 1: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/1.jpg)
(HACKING THE) FUTURE OF HR
By Maya Drøschler Hosted by Barcelona Conference Group
![Page 2: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/2.jpg)
FUTURE OF HRWILL A ROBOT TAKE YOUR (HR) JOB?
• That depends….
![Page 3: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/3.jpg)
FUTURE OF HRINDUSTRY 4.0
• Internet of Things, Big Data, Machine Learning, AI, VR
![Page 4: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/4.jpg)
FUTURE OF HRINDUSTRY 4.0
• Must Human Resources change its name to Robot Resources?
![Page 5: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/5.jpg)
FUTURE OF HR MAYA DRØSCHLER
• Losing my faith in:• The existing recruting and assessment methods• Employee surveys and performance appraisals• Organizational charts and silos
![Page 6: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/6.jpg)
FUTURE OF HR MAYA DRØSCHLER
• HR Consultant, HR Partner, HR Manager, HRBP to the CEO
• Founder, Point of HR • Founder, HR Innovation Lab
![Page 7: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/7.jpg)
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
![Page 8: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/8.jpg)
PART ONEFUTURE OF WORK
![Page 9: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/9.jpg)
FUTURE OF WORK3 SCENARIOS
![Page 10: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/10.jpg)
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.
![Page 11: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/11.jpg)
THE BLUE WORLDCORPORATE IS KING
• Big company capitalism rules as organizations continue to grow bigger
![Page 12: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/12.jpg)
THE BLUE WORLDCORPORATE IS KING
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
![Page 13: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/13.jpg)
THE BLUE WORLDCORPORATE IS KING
• In bed with your employer
![Page 14: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/14.jpg)
THE BLUE WORLDCORPORATE IS KING
• 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
![Page 15: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/15.jpg)
THE BLUE WORLDCORPORATE IS KING
• Honest signals: each badge generates 100 data points a minute
![Page 16: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/16.jpg)
THE BLUE WORLDCORPORATE IS KING
• 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
![Page 17: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/17.jpg)
THE BLUE WORLDCORPORATE IS KING
• Blue HR: Bring data or get lost
![Page 18: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/18.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• Organizations fragment into looser networks of autonomous, often specialized operations
![Page 19: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/19.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
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
Employee value proposition
Waiting for your next gig?We got it for you.
Autonomy and ongoing challenges.
![Page 20: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/20.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• Orange HR: Community Managers
![Page 21: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/21.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• 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.
![Page 22: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/22.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• The gig economy is more than freelancing:– co-creation– hackathons– staff-for-rent
![Page 23: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/23.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• 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
![Page 24: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/24.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• 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
![Page 25: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/25.jpg)
THE ORANGE WORLDSMALL IS BEAUTIFUL
• From scarcity to abundance• From owning to sharing• From possession to having access• From fear to trust
![Page 26: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/26.jpg)
THE GREEN WORLDCOMPANIES CARE
• Caring leaders of our time (and yes, they’re all in the tech industry)
![Page 27: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/27.jpg)
THE GREEN WORLDCOMPANIES CARE
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.
Employee value proposition
Ethical values and work – life balance in return for loyalty towards an organization that does right by its employees
![Page 28: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/28.jpg)
THE GREEN WORLDCOMPANIES CARE
• Corporate responsibility is not an altruistic nice to have, it’s a business imperative
![Page 29: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/29.jpg)
THE GREEN WORLDCOMPANIES CARE
• The value of money depends on how it is earned
![Page 30: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/30.jpg)
THE GREEN WORLDCOMPANIES CARE
• Women seek high ethical standards, CSR and a higher purpose
• Men are attracted to powerful corporate brands, a big salary and lots of status
![Page 31: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/31.jpg)
THE GREEN WORLDCOMPANIES CARE
• You cannot disregard the women – if you want to be in business
![Page 32: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/32.jpg)
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?
![Page 33: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/33.jpg)
FUTURE OF WORKHACK 1
• Hack your organization
![Page 34: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/34.jpg)
FUTURE OF WORKHACK 1
• Individual assessment: 10 minutes• Working on the problem: 20 minutes• Presentation of your solution: 5 minutes per group
![Page 35: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/35.jpg)
PART TWOEMERGING HR ROLES
![Page 36: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/36.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• Dave Ulrich (e.a.): HR From The Outside In (2012)
![Page 37: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/37.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• The six areas of competency: – The Strategic Positioner: knows everything there is to know
about external business trends
![Page 38: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/38.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• The six areas of competency:– The Credible Activist: builds personal relationships of trust and
communicate with impact
![Page 39: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/39.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• The six areas of competency:– The Capability Builder: enables the organization’s capabilities -
what the organization is good at and known for
![Page 40: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/40.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• The six areas of competency:– The Change Champion: makes organizational transformation
happen
![Page 41: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/41.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• The six areas of competency according to Ulrich:– The Human Resource Innovator and Integrator: knows the latest
insights on key HR practice areas
![Page 42: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/42.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• 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
![Page 43: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/43.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• Perceived HR effectiveness and real business impact have different origins
![Page 44: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/44.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• 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
![Page 45: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/45.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
• A new dimension: People!– People is the WHY of any organization
![Page 46: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/46.jpg)
EMERGING HR ROLESDAVE ULRICH AND THE RBL GROUP
![Page 47: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/47.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• The Global Consortium to Reimagine HR, Employment Alternatives, Talent, and the Enterprise
![Page 48: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/48.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five forces of change– Exponential pattern of technological change
![Page 49: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/49.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five forces of change– Social and organizational reconfiguration
![Page 50: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/50.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five forces of change– A truly connected world
![Page 51: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/51.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five forces of change– All inclusive, more diverse talent market
![Page 52: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/52.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five forces of change– Human and machine collaboration
![Page 53: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/53.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five forces of change integrating into two dimensions: – Democratization of work– Technological empowerment
![Page 54: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/54.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Future organizational capabilities revolve around:– Purpose and meaning– Culture and community– The employee experience
![Page 55: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/55.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five emerging HR roles:– The Organizational Engineer: expert in new ways of working
![Page 56: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/56.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five emerging HR roles:– The Virtual Culture Architect: expert on culture
![Page 57: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/57.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five emerging HR roles:– The Global Talent Scout: expert on talent platforms
![Page 58: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/58.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five emerging HR roles:– The Data, Talent & Technology Integrator: expert on big data
![Page 59: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/59.jpg)
EMERGING HR ROLESJOHN BOUDREAU AND CHREATE
• Five emerging HR roles:– The Social Policy & Community Activist: expert on CSR
![Page 60: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/60.jpg)
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
![Page 61: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/61.jpg)
EMERGING HR ROLESHACK 2
• Hack your HR department
![Page 62: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/62.jpg)
EMERGING HR ROLESHACK 2
• Individual assessment: 10 minutes• Working on the problem: 20 minutes• Presentation of your solution: 5 minutes per group
![Page 63: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/63.jpg)
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)
![Page 64: Hacking the future of HR by Point of HR](https://reader037.vdocument.in/reader037/viewer/2022102322/58f095761a28abb8658b45c9/html5/thumbnails/64.jpg)
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+