5 ways HR professionals can use technology to improve workplace productivity
To improve workplace productivity, make sure that you are making the most of technology in the field of HR in each of the 5 following ways....
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HR Analytics: danger or new perspective for HRM?
On May 28, 2016, Tom Haak gave a presentation at HR Innovation Day, with the title HR Analytics, danger or new perspective for HRM. This is the video....
HR in Holacracies
As the shape of organisations is changing, what are the consequences for the role of HR? Do you still need HR in a holacracy or can you do without?...
People Analytics: 5 steps
Nice infographic by Crunchr. More on the Pinterest page of Crunchr. The HR Trend Institute can support you in several ways. Read more...
Checklist Managing an Innovative HR project
The 'Checklist Managing an Innovative HR project' is part of the book "Building Powerful Networks; the Arcadis Global Shapers story". This book, about the i...
5 areas where the HR conference business can innovate
HR conferences are most of the time very traditional and rather boring. There is a lot of room for innovation. 5 suggestions. ...
10 questions for Tom Haak
We were able to interview Tom Haak in his office near Utrecht in The Netherlands.
Tom is the founder and director and director of the HR Trend Institute....
3 reasons to stop counting heads
Counting heads in an organization does not make a lot of sense, as all heads are different and some heads can do a lot more than other heads....
My Top 3 favorite HR Interventions
HR and management often want to do too much too quick. I have been guilty as well. My personal archive is full with HR-plans that have never been totally implem...
3 very common mistakes HR makes
This time I want to cover three mistakes that are regularly made by HR.
Avoiding tackling the most burning issues
Strategy is more about today than abou...
10 roles for HR in 2014
In December 2012 I posted an article "13 roles for HR in 2013". I hope you have been able to play some or most of these roles last year. For 2014 they are all s...
The one big lesson from Undercover Boss
As I am still recovering from my fall nearly two months ago, I have to spend more time at home. For 10$ per month I got Netflix, and I can watch as many movies ...
Do you choose A or B? HR needs more A/B testing.
A friend works at a company that is very data driven. The beliefs of this company are laid down in a nice booklet for all staff. Belief number 6: "We do not rel...
Global Collaboration, part 8: Is Collaboration a value?
Most organisations have a list of core values. Like: people focus, client first, sustainability etc. You will never find greed on the list. ...
Global Collaboration, part 3: A picture tells more than ….
In 1994 I was working for Philips Consumer Electronics and the proud user of a personal computer. This was the early days of making presentations on the PC. Bea...
Global Collaboration, part 2: Do you want a cup of tea?
Long time ago when I worked for another multinational, there was a program to improve the relations between headquarters and the countries (sometimes also calle...
Global Collaboration, part 1: I am a Ringleader…
Improving the way we collaborate globally is an important theme in the organization I work in. Supply and demand are not well distributed globally, and the bett...
The Future of HR, Part 23: Can we get rid of Org Charts?
When I entered one of the former organizations, I asked for the organizational charts, to help me to find my way. It turned out org charts were implicitly forbi...
The Future of HR, part 16: We need change agents!
During the last weeks I reviewed and discussed various plans of the HR teams in our regions and operating companies. Always good and stimulating discussions. St...
The Future of HR, part 14: creating the HR A-team
The last weeks I was interviewing candidates for senior positions in our global HR team. As always, it is somewhat of one step back to take two steps forward. I...
The Future of HR, part 12: More Diversity!
There is a constant push to uniformity. HR needs to push back. We need more diversity!Can we imagine:An organization without job grades and job titles...
The Future of HR, part 11: Top HR Teams
Next week is the last week of one of the members in my team. She will move (internally) to a bigger job. We have worked nearly six years together, and I will ce...
The Future of HR, part 9: Moving fast and slow
The ability to speed up and slow down at the right moment is of great importance for HR. The tendency is to move at high speed all the time, but this is not ver...
The Future of HR, part 7: Kill some routines
Routines can be comfortable. Sometimes too comfortable. Maybe it is time to kill some routines.Stop with annual performance reviews. Switch to weekly, bi-...
The Future of HR, part 3: Performance Management 2.0
In my career of 30 years I have had maybe four formal performance reviews. For one reason or another my bosses have never been very keen on rating me formally, ...
The future of HR, part 2: build on Spikes!
In 2012 I participated in a workshop organized by Egon Zehnder and McKinsey in Amsterdam. They presented the results of a study they conducted in 2011 (see the ...
The future of HR, part 1: Is HR reinforcing the status quo?
Through this new series I will try to fuel the discussion about the future of HR. Personally I am struggling somewhat to see a clear future.
"Images of Or...
My universum Part 1: Is my network attractive enough?
I was stimulated a lot by a recent blog of Robert Paterson .
He showed how LinkedIn helped him to map his network.
Via the link in his blog I immediately made...
30 years in HR, part 6: HR for Prima Donna’s
Entering Aon
In September 1997 a search company approached me for an international job at Aon. I had never heard of Aon, but as my tenure at KPMG was coming to...
30 years in HR, part 5: Core Competences
KPMG Netherlands was the next station, where I started in May 1994. The Director HR was an old colleague from the Signaal days, and he was looking fo...
30 years in HR, part 4: Operation Centurion
A job at HQ
On November 1, 1988, I started at the headquarters of Philips Consumer Electronics (CE in company jargon) in Eindhoven, as Management Development O...
30 years in HR, part 3: Dangerous work!
On March 1, 1983, I started at Hollandse Signaalapparaten at their head office, in Hengelo. Henglo is in the east of The Netherlands, near the German ...
30 years in HR, part 2: trainee
The four musketeers
There we were. Four ambitious trainees: three psychologists and one sociologist. One of the other psychologists had studied architecture fo...
30 Years in HR: part 1, the start.
On July 1, 2012, I work 30 years in HR. In some of my coming blogs I will look back on those 30 years. What did I do? What (if anything) did I learn? ...
16 HR Myths that spoil the impact of HR
16 HR myths that spoil the impact of HR:One size fits all
It is worthwhile to look for the competencies of successful people
People can be...
30 Simple Ways for Leaders to increase Engagement
30 simple ways for leaders to increase the engagement of the people in their organizations.Living the values
Express a clear future mission and strateg...
