1.
(HACKING THE)
FUTURE OF HR
By Maya Drøschler
Hosted by Barcelona Conference Group

2.
FUTURE OF HR
WILL A ROBOT TAKE YOUR (HR) JOB?
• That depends….

3.
FUTURE OF HR
INDUSTRY 4.0
• Internet of Things, Big Data, Machine Learning, AI, VR

4.
FUTURE OF HR
INDUSTRY 4.0
• Must Human Resources change its name to Robot
Resources?

5.
FUTURE OF HR
MAYA DRØSCHLER
• Losing my faith in:
• The existing recruting and assessment methods
• Employee surveys and performance appraisals
• Organizational charts and silos

6.
FUTURE OF HR
MAYA DRØSCHLER
• HR Consultant, HR Partner, HR Manager, HRBP to the
CEO
• Founder, Point of HR
• Founder, HR Innovation Lab

7.
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

8.
PART ONE
FUTURE OF WORK

9.
FUTURE OF WORK
3 SCENARIOS

10.
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.

11.
THE BLUE WORLD
CORPORATE IS KING
• Big company capitalism rules as organizations continue
to grow bigger

12.
THE BLUE WORLD
CORPORATE 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

13.
THE BLUE WORLD
CORPORATE IS KING
• In bed with your employer

14.
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

15.
THE BLUE WORLD
CORPORATE IS KING
• Honest signals: each badge generates 100 data points a
minute

16.
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

17.
THE BLUE WORLD
CORPORATE IS KING
• Blue HR: Bring data or get lost

18.
THE ORANGE WORLD
SMALL IS BEAUTIFUL
• Organizations fragment into looser networks of
autonomous, often specialized operations

19.
THE ORANGE WORLD
SMALL IS BEAUTIFUL
TYPE
_______________
CHARACTERISTICS
THE ORANGE WORLD:
Small is beautiful
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.

20.
THE ORANGE WORLD
SMALL IS BEAUTIFUL
• Orange HR: Community Managers

21.
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.

22.
THE ORANGE WORLD
SMALL IS BEAUTIFUL
• The gig economy is more than freelancing:
– co-creation
– hackathons
– staff-for-rent

23.
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

24.
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

25.
THE ORANGE WORLD
SMALL IS BEAUTIFUL
• From scarcity to abundance
• From owning to sharing
• From possession to having access
• From fear to trust

26.
THE GREEN WORLD
COMPANIES CARE
• Caring leaders of our time (and yes, they’re all in the
tech industry)

27.
THE GREEN WORLD
COMPANIES 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 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

28.
THE GREEN WORLD
COMPANIES CARE
• Corporate responsibility is not an altruistic nice to have,
it’s a business imperative

29.
THE GREEN WORLD
COMPANIES CARE
• The value of money depends on how it is earned

30.
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

31.
THE GREEN WORLD
COMPANIES CARE
• You cannot disregard the women – if you want to be in
business

32.
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?

33.
FUTURE OF WORK
HACK 1
• Hack your organization

34.
FUTURE OF WORK
HACK 1
• Individual assessment: 10 minutes
• Working on the problem: 20 minutes
• Presentation of your solution: 5 minutes per group

35.
PART TWO
EMERGING HR ROLES

36.
EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP
• Dave Ulrich (e.a.): HR From The Outside In (2012)

37.
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

38.
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

39.
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

40.
EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP
• The six areas of competency:
– The Change Champion: makes organizational transformation
happen

41.
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

42.
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

43.
EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP
• Perceived HR effectiveness and real business impact
have different origins

44.
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

45.
EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP
• A new dimension: People!
– People is the WHY of any organization

46.
EMERGING HR ROLES
DAVE ULRICH AND THE RBL GROUP

47.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• The Global Consortium to Reimagine HR, Employment
Alternatives, Talent, and the Enterprise

48.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five forces of change
– Exponential pattern of technological change

49.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five forces of change
– Social and organizational reconfiguration

50.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five forces of change
– A truly connected world

51.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five forces of change
– All inclusive, more diverse talent market

52.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five forces of change
– Human and machine collaboration

53.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five forces of change integrating into two dimensions:
– Democratization of work
– Technological empowerment

54.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Future organizational capabilities revolve around:
– Purpose and meaning
– Culture and community
– The employee experience

55.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five emerging HR roles:
– The Organizational Engineer: expert in new ways of working

56.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five emerging HR roles:
– The Virtual Culture Architect: expert on culture

57.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five emerging HR roles:
– The Global Talent Scout: expert on talent platforms

58.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five emerging HR roles:
– The Data, Talent & Technology Integrator: expert on big data

59.
EMERGING HR ROLES
JOHN BOUDREAU AND CHREATE
• Five emerging HR roles:
– The Social Policy & Community Activist: expert on CSR

60.
EMERGING HR ROLES
DAVE 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

61.
EMERGING HR ROLES
HACK 2
• Hack your HR department

62.
EMERGING HR ROLES
HACK 2
• Individual assessment: 10 minutes
• Working on the problem: 20 minutes
• Presentation of your solution: 5 minutes per group

63.
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)

64.
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+