(HACKING THE)

FUTURE OF HR
By Maya Drøschler
Hosted by Barcelona Conference Group
 FUTURE OF HR
WILL A ROBOT TAKE YOUR (HR) JOB?

• That depends….
 FUTURE OF HR
INDUSTRY 4.0

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

 FUTURE OF HR
INDUSTRY 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 ONE
FUTURE OF WORK
FUTURE OF WORK
3 SCENARIOS
 FUTURE OF WORK
3 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 WORLD
CORPORATE IS KING

• Big company capitalism rules as organizations continue

to grow bigger
THE BLUE WORLD
CORPORATE IS KING
TYPE THE BLUE WORLD:
_______________ Corporate is king

CHARACTERISTICS

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
 THE BLUE WORLD
CORPORATE IS KING

• In bed with your employer

 THE BLUE WORLD
CORPORATE 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
 THE BLUE WORLD
CORPORATE IS KING

• Honest signals: each badge generates 100 data points a

minute
 THE BLUE WORLD
CORPORATE 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
 THE BLUE WORLD
CORPORATE IS KING

• Blue HR: Bring data or get lost

 THE ORANGE WORLD
SMALL IS BEAUTIFUL

• Organizations fragment into looser networks of

autonomous, often specialized operations
THE ORANGE WORLD
SMALL IS BEAUTIFUL
TYPE THE ORANGE WORLD:
_______________ Small is beautiful

CHARACTERISTICS

Driving goal Maximising flexibility while

minimising 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.

 THE ORANGE WORLD
SMALL IS BEAUTIFUL

• Orange HR: Community Managers

 THE ORANGE WORLD
SMALL 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.
 THE ORANGE WORLD
SMALL IS BEAUTIFUL

• The gig economy is more than freelancing:

– co-creation
– hackathons
– staff-for-rent
 THE ORANGE WORLD
SMALL 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
 THE ORANGE WORLD
SMALL 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
 THE ORANGE WORLD
SMALL IS BEAUTIFUL

• From scarcity to abundance

• From owning to sharing
• From possession to having access
• From fear to trust
 THE GREEN WORLD
COMPANIES CARE

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

tech industry)
THE GREEN WORLD
COMPANIES CARE
TYPE THE GREEN WORLD:
_______________ Companies care

CHARACTERISTICS

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 in
order 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
 THE GREEN WORLD
COMPANIES CARE

• Corporate responsibility is not an altruistic nice to have,

it’s a business imperative
 THE GREEN WORLD
COMPANIES CARE

• The value of money depends on how it is earned

 THE GREEN WORLD
COMPANIES 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
 THE GREEN WORLD
COMPANIES CARE

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

business
 FUTURE OF WORK
3 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 WORK
HACK 1

• Hack your organization

 FUTURE OF WORK
HACK 1

• Individual assessment: 10 minutes

• Working on the problem: 20 minutes
• Presentation of your solution: 5 minutes per group
 PART TWO
EMERGING HR ROLES
 EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

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

 EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

• The six areas of competency:

– The Strategic Positioner: knows everything there is to know
about external business trends
 EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

• The six areas of competency:

– The Credible Activist: builds personal relationships of trust and
communicate with impact
 EMERGING HR ROLES
DAVE 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
 EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

• The six areas of competency:

– The Change Champion: makes organizational transformation
happen
 EMERGING HR ROLES
DAVE 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
 EMERGING HR ROLES
DAVE 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
 EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

• Perceived HR effectiveness and real business impact

have different origins
 EMERGING HR ROLES
DAVE 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
 EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

• A new dimension: People!

– People is the WHY of any organization
EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• The Global Consortium to Reimagine HR, Employment

Alternatives, Talent, and the Enterprise
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five forces of change

– Exponential pattern of technological change
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five forces of change

– Social and organizational reconfiguration
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five forces of change

– A truly connected world
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five forces of change

– All inclusive, more diverse talent market
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five forces of change

– Human and machine collaboration
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five forces of change integrating into two dimensions:

– Democratization of work
– Technological empowerment
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Future organizational capabilities revolve around:

– Purpose and meaning
– Culture and community
– The employee experience
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five emerging HR roles:

– The Organizational Engineer: expert in new ways of working
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five emerging HR roles:

– The Virtual Culture Architect: expert on culture
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five emerging HR roles:

– The Global Talent Scout: expert on talent platforms
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five emerging HR roles:

– The Data, Talent & Technology Integrator: expert on big data
 EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE

• Five emerging HR roles:

– The Social Policy & Community Activist: expert on CSR
 EMERGING HR ROLES
DAVE ULRICH AND JOHN BOUDREAU

Dave Ulrich John Boudreau

• The Strategic Positioner • The Organizational

Engineer
• The Credible Activist
• The Virtual Culture
• The Capability Builder Architect
• The Change Champion • The Global Talent Scout
• The Human Resource and Coach
Innovator and Integrator • The Data, Talent &
• The Technology Technology Integrator
Proponent • The Social Policy &
Community Activist
 EMERGING HR ROLES
HACK 2

• Hack your HR department

 EMERGING HR ROLES
HACK 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:

– mayadroeschler@pointofhr.com
– Twitter, LinkedIn, Snapchat, Instagram, Google+