Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

HR Innovation Lab 2016 (English version)

•Download as PPT, PDF•
•
Maya Drøschler
Maya Drøschler

The document outlines the goals and approach of the HR Innovation Lab, which aims to address major challenges facing the modern workplace. It notes key issues like lack of employee engagement, unprepared managers, stress, and underemployment. The Lab will take an innovative approach to rethinking HR practices and culture through an independent think tank, online platforms, and member events. It will produce blogs, papers, videos and other materials to share ideas and recommendations, which will be evidence-based but also push for a more human-centric future of work.

1 of 15
HR Innovation Lab By Maya Drøschler
HR Innovation Lab WHY?
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.
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.
HR Innovation Lab CULTURE
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.
HR Innovation Lab GAPS
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.
HR Innovation Lab HOW?
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.
HR Innovation Lab WHAT?
HR Innovation Lab • Blogs and white papers • Videos and podcasts • Talks and webinars • Workshops and conferences • Networks and partnerships
HR Innovation Lab VALUES
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.
HR Innovation Lab …but we’re not so modern that we can do without a slide about our core values. Please contact Maya Droeschler mayadroeschler@icloud.com for further information.

More Related Content

HR Innovation Lab 2016 (English version)

  • 1. HR Innovation Lab By Maya Drøschler
  • 3. 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.
  • 4. 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.
  • 6. 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.
  • 8. 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.
  • 10. 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.
  • 12. HR Innovation Lab • Blogs and white papers • Videos and podcasts • Talks and webinars • Workshops and conferences • Networks and partnerships
  • 14. 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.
  • 15. HR Innovation Lab …but we’re not so modern that we can do without a slide about our core values. Please contact Maya Droeschler mayadroeschler@icloud.com for further information.