Download - HR Innovation Lab 2016 (English version)
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HR Innovation Lab
By Maya Drøschler
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HR Innovation Lab
WHY?
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HR Innovation Lab
• 87% of the global workforce is not engaged at work.• Eight out of ten managers have no management skills. • ‘The overwhelmed employee’ is a growing phenomenon.• Stress has become an epidemic disease.• 500 million people across the world are underemployed.
The existing HR processes have failed.
The existing HR processes have failed.
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HR Innovation Lab
• The gig economy is here to stay – especially young people and women are leaving the corporate world.
• Robots, AI and automation will take over a third of jobs by 2025.• Exponential technologies like AR and VR are the predecessors of
the virtual workplace which will transgress physical borders. • Social media, rating apps and public employee reviews make the
world transparent: no one can hide anymore.
Our organizations must absorb all these changes, but we don’t
know how.
Our organizations must absorb all these changes, but we don’t
know how.
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HR Innovation Lab
CULTURE
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HR Innovation Lab
• Disruptive companies outperform old brands not just because of their business idea and business model, but because of their culture.
• Innovative companies create consistency between the external business conditions and the internal cultural conditions.
• Innovation resistant companies have a growing gap between these two dimensions, the outside and the inside.
Most customers are employees. All employees are customers.
Most customers are employees. All employees are customers.
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HR Innovation Lab
GAPS
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HR Innovation Lab
• HR is a derived effect of the industrial era with its emphasis on silos and hierarchies, efficiency and cost reductions.
• The primary responsibilities of the HR department are to ensure the status quo and to mitigate risk. The mantra is to ‘avoid’: avoid employment tribunals, avoid recruiting the wrong persons, avoid poor employee survey results, avoid bad publicity.
• The organizations of the future need the opposite: creativity, innovation, pace - and a risk-taking culture.
In the future organization HR must think inclusion instead of
avoidance.
In the future organization HR must think inclusion instead of
avoidance.
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HR Innovation Lab
HOW?
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HR Innovation Lab
• We set up an independent think tank (the Lab).• We establish one or more online platforms that support digital
dialogue.• People located in Jutland/Funen meet twice a year; people located
on Zealand meet twice a year. We all meet once a year.• First meeting event: April 15th 2016 from 5pm to 8pm (Zealand). • Members of the Lab must be willing to put some of their own
resources, creativity and visions into a common pool of thought.
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HR Innovation Lab
WHAT?
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HR Innovation Lab
• Blogs and white papers• Videos and podcasts• Talks and webinars• Workshops and conferences• Networks and partnerships
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HR Innovation Lab
VALUES
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HR Innovation Lab
• Our recommendations are evidence-based – we use the available research or investigate things ourselves.
• We have strong beliefs – we believe in a more human-centric future of work.
• We are innovative – we’re not afraid to experiment with our own ways of collaborating, communicating and sharing our ideas with the world.
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HR Innovation Lab
…but we’re not so modern that we can do without a slide about our core values.
Please contact Maya Droeschler [email protected] for further information.