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From intuitive to data driven/ evidence based
HRGuest lecture at VU/ HRM & OB
Tom Haak9 September 2015
Content1. My background in HR2. Trends3. Evidence based HR?4. Some final remarks
Part 1: my background in HR
My background in HR
Philips (CE)
Challenge: • Business: heavy competition Japan/ restructuring• HR: How can we attract and retain talent when we are
downsizing dramatically
Interventions: • Global program for high potentials, focusing on
interactions with clients and top
KPMG
Challenge: • Business: from specialist to broad advisor• HR: How do we select and develop partners with the
right profileInterventions: • Competency grid, fom graduate to partner• Development center for managers
Aon
Challenge: • Business: many aquisitions, how do we make 1+1=3? • HR: How can we align leadership and business
development?
Interventions: • Bonus system with joint business as criteria• Worldwide leadership meeting
Arcadis
Challenge: • Business: from Dutch multinational to global company• HR: Feeling part of global company while working locally
Interventions: • Focus on global top 200 key positions• Global Shapers program
HR Trend Institute
• Detecting, following and encouraging trends in the people/ organization domain• Supporting organizations to use the trends in a creative
and innovative way• Sharing insights
Crunchr• An online solution for HR reporting
and people analytics• Consolidates and validates
available data from HR inforamation systems and Excel sheets across all business units and countries
Challenge: Sell!
The HR Agenda
A. What is the strategy of the organization?
A’. What are the current issues?
B. What are the capabilities need to
strengthened?• Leadership• Technical/Functional• Operational
C. What is the required culture, to avoid issues and to be successful?
D. What is the gap with the current
situation?
Clever use of
People Analytics
E. What are the priorities?
What is the plan? • Focus! • Preference for high
impact/ low effort initiatives
F. What capabilities and what
organisation are needed in HR to
implement the plan?• Mission/ vision• Roles & responsibilities• External partners • Program/ project mgt• Communication• Measurement
Recruitment/ Selection
Staffing/ Succession Mgt
Training/ Development
Talent Development
Performance Man
Compensation & BenefitsInternal
communication
HR Trend Scan
11
HR Agenda simplified
Gap
Strategy
Culture Capabilities
HR Interventions
Some possible interventionsRecruitment/
Selection
Staffing/ Succession Mgt
Training/ Development
Talent Development
Performance Man
Compensation & Benefits
Internal communicatio
nOrganisational
design
Do nothing! Health & Safety Compliance
Part 2: overview of trends
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 HRVersion 2.0 | copyright HR Trend Institute
16
Kotter: Accelerate
Enterprise Behavioral Matching
A computer with a roof (“The Edge”)
20
DKV: Artificial Intelligence in the boardroom
21
Google NL
22
Cool Blue: Office Tour
23
25
Scrum
The Vitesse example
Part 3: evidence based people operations?
Summary: • Actions often more based on
intuition than facts
• Scientific knowledge very slowly applied
Recruitment & selectionWhat we know ……
• Interview is a poor selection instrument• People overestimate their own capabilities• Halo effect (e.g. nice looking = intelligent)
What we do….
Accenture Sweden: Diversity
Network Analysis
31
Gamification in recruitment: Wasabi Waiter
RewardWhat we know ……
• People are motivated by more than money• Bonus systems hardly ever have the required effect• Individual preferences waht people find important in
work cary greatly
What we do….
Arcadis Global Shapers Badges
InnovationWhat we know ……
• Innovation is difficult to plan• Is multidisciplinary
What we do….
35
Zappos HQ in downtown Las Vegas
“Casual Colision”
36
Adobe Kick Box
LearningWhat we know ……
• People learn most on the job• Reflection is critical for learning• People have different learning styles
What we do….
At AMAZON meetings start with 30 minutes silence
CommunicationWhat we know ……
• One picture tells more than 1000 words• Messages from people close to you whom you trust are
more credible• What people say is not always what they will do
What we do….
Joy & pride
Muse: no survey
Health & SafetyWhat we know ……
• Sitting is unhealthy• Difficult to concentrate longer than 25 minutes
What we do….
Sitting is the new smoking
Visser, Rietveld & Rietveld
Some final remarks
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• ……..• ……..
Individualisation• Not: one size fits all• Big Data enables individualisation• HR using marketing techniques
Final: questions?
Success!
Twitter: @tomwhaak, @hrtrendinstWebsite: hrtrendinstitute.com
