On November 24, 2015, Tom Haak of the HR Trend Institute, conducted a workshop at Oracle Cloud Day South Africa. Karel Stanz (University of Pretoria) and Ronnie Toerien and Vance Kearny (both Oracle) were also part of the workshop. These are the pictures Tom Haak used in his introduction.

1. Digital HR
Oracle Cloud Day South Africa
November 24 , 2015

2. My background in HR

3. 9 trend
areas
Short desciption
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
From X to Y to Z: 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 2.0 | copyright HR Trend Institute

4. From hierarchy to network

5. Kotter: Accelerate
5

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

7. Network
Analysis

11. 11

12. 12

13. The invasion of smart tech

14. Example Invasion of Smart Tech:
Hitachi Business Microscope
14

15. 15

16. Joy & pride

21. Insight You: DNA test
21

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

24. Job crafting
24

25. Job Piling
25

26. Occupations
US (2014)

27. Jimmy, Intel’s 3D
printed robot

30. Digital Intelligent Assistants

31. Enterprise Behavioral Matching

39. Globalisation/ Localisation

41. From X to Y to Z:
more generations in the workforce

42. 42

43. Individualisation
• Not: one size fits all
• Big Data enables individualisation
• HR using marketing techniques

44. Making fun is serious business

45. 45

46. 46

47. 47

48. 48

51. 51

54. Purpose before pecunia

55. At AMAZON
meetings
start with
30 minutes
silence

56. Zappos HQ in
downtown Las Vegas
“Casual Colision”
56

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

62. Impossible.com

64. Increasing speed: fast eats slow

65. Performance management trends
Process
• Faster feedback
• No more annual reviews
• No performance ratings
• Accenture, Deloitte, Nokia
Measurement
• How to measure
performance?
• How to predict top
performers?
Performance
Consulting

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

67. 67

70. 70
L

71. From Big Bang change programs
to small experiments

72. 72

73. Tribes/ Chapters/ Squads

74. From intuitive HR to
evidence/ fact based HR

78. The Vitesse example

79. Accenture Sweden: Diversity

80. Some final remarks

81. Human nature does not change (so fast)
What are people looking for?
• Security
• A sense of belonging
• Clear goals
• Being heard
• Challenges
• Success
• Support from the top
• Attention
• ……..
• ……..

82. Success!
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
FlipBoard: The Future of HR

83. The HR Trend Scan | To what extend is your organisation adapting to the
trends?
Please rate your organisation on each of the 9 trend areas

84. Trend area More detail
From Hierachy to network
From closed to open organisatons; the borders of organisations become more blurry. More
people in the flexible workforce. Increasing importance of communities. Information travels
fast. Transparency key.
The invasion of smart tech
Big data. Data science. The internet of things. Robotisation. Self driving cars. Renewable
energy. Artificial intelligence (machine learning). Wearables. 3D printing. Smart offices.
Globalisation/ localisation
World more connected. Countertrend: consumers want local products. For some
professions (design, software) from local to global market. Urbanisation.
From X to Y to Z: more
generations in the workfoce
Different generations with different needs and expectations. Gen Y (millennials) will be a
substantial part of the wokforce. As people work longer more generations work together.
Diversity.
Making fun is serious business
Work and fun used to be separated. Today the expectaion is that work should be fun.
Gamification is entering work.
Purpose before pecunia
People are looking for organisations that do good in the world. Just Corporate Social
Responsibility is nog enough. Sustainability. Sharing economy. Diconnecting (information
overload).
Increasing speed: fast eats slow
Technology/ Internet enable new business models. Big organisations do not need many
people. New entrants can capture the market fast. Exponentiality.
From big bang change programs
to small experiments
Also fueled by technlogy. Experimenting has become easier. Learning by doing. Moving and
learning is better that standing still. A-B testing. Agility. Scrum. Traditional change
management too slow.
From intuitive HR to evidence/
fact based HR
HR/ people analytics. Big data entering HR. Not all new: scientific knowledge is often poorly
applied in organisations. HR can learn from marketing. HR: understand data + people.Version 2.0 | copyright HR Trend Institute