2 january 2018
2017 was an exciting year for HRbuilders! We are proud to report that HRbuilders Belgium remains an established third party provider for HR interim management, confirming its market position. HRbuilders Europe has accomplished a whole series of successful international matchings and gained confidence of many new international customers. And we are thrilled to announce that we also decided to take our chance in the American market. With our US journey we want to offer solutions to our current clients and international companies who are looking for an HR professional based in the US on the one hand and help American clients with filling in of temporary international HR vacancies on the other hand.
In 2017 we connected 110 HR interim managers to challenging assignments and we are looking forward to connecting even more great HR people in 2018. On behalf of the entire HRbuilders #dreamteam we would like to sincerely thank you for your confidence and we wish you and your family a very inspiring 2018. Happy to share with you some of our most shared Connect-with-content articles of 2017.
Hallmarks of future-forward organizations
There’s no one-size-fits-all solution for organizations on their mission towards #TheFutureOfWork. There are however characteristics that are shared by high-performing organizations. In this article that we shared with our HR network in August we selected 3 articles with hallmarks that keep popping up when reading about and interacting with forward-thinking organizations:
The role HR plays in the workplace is undergoing a major shift. With today’s increasing jockeying for top talent, C-level has woken up to the importance of employee engagement, retention and development.
Employee engagement is no longer ‘a nice to have’, it has become a necessity and HR is in the driver’s seat in the shift towards employee-centred processes, environments and strong value-based cultures, also known as the employee experience.
That’s why HR leaders need to open their minds to new ways of designing and the great news is that the skills required could already be within their organization in other departments.
- shares 5 Skills HR Can Learn From marketing, statistics, psychology, design and storytelling,
- shows in what ways high-performing organizations operate in a radically different way than old-school organizations
- and takes on a journey towards 2027.
Read this article again if you want to embrace the speed of change and understand how strategy connectedness, customers and talent pools are changing as part of the digital transformation.
In October 2017 we came across this great issue form Deloitte review with a framework for understanding the future of work and its implications for all stakeholders better. As the entire #dreamteam of HRbuilders is eager to learn as much as they can on #TheFutureOfWork and how HR leaders can best prepare for it, we all read it with a lot of enthusiasm and shared our main take aways.
In order to really understand #TheFutureOfWork and the opportunities it presents, we need to view it holistically, not in fragments.
The future of work is a big subject, with lots of specialists studying one of the dimensions of the future of work: automation, demographics, the growth of the contingent workforce...
The result is that we lose sight of the connections and interdependencies across all of these dimensions. It is impossible to grasp where we are and where we’re headed without seeing the full picture of this transformation in our lives, our businesses, and our society and we can’t see the whole thing unless we take a step back and let all the elements come into view.
So, when talking about #TheFutureOfWork it is key not to lose sight of interdepencies and to look at the integrated picture of what is driving the future of work.
Note that ‘the integrated picture' is not the same as ‘the bigger picture’.
Read this article again if you want to learn more about the major changes shaping #TheFutureOfWork and the opportunities this brings for HR.
One of the most mind opening conferences we’ve attended in 2017 was HRtech in Amsterdam. In this edition of Connect-with-content we distilled our key learnings and shared it with our community.
There are two perspectives to look at the reality that 50% of all work can and will be automated.
- One perspective is complete dystopia: a jobless society in which HR has become obsolete.
- The other perspective is a more positive one that focuses on the fact that energy and resources are freed up: if 50% of work is automated, you have massive resources at your availability for transformation and people can finally focus on tasks they applied for in the first place
There are always more perspectives when looking at technology and innovation and how it will impact work, our workforce and HR. Unfortunately, 85% (!) still is convinced they will not be affected, only the others. They are convinced that when it comes to innovation and technology, they are agile enough to respond, react and thrive.
That’s what Peter Hinssen calls eisenbahnsheinbewegung in his book ‘the day after tomorrow’
Eisenbahnsheinbewegung is the false feeling of movement described when you sit in a stationary train and see the train next to you start moving. Your brain is tricked into thinking that you are moving and that the actual moving train is standing still. This is exactly what 85% of all companies are experiencing. Peter Hinssen is convinced that eisenbahnsheinbewegung is the most dangerous word when it comes to innovation.
At HRbuilders we tend to agree and that’s exactly why we are committed to connecting great HR people, providing you with valuable curated content and helping you as an HR professional to stay ahead of the curve. It is also our mission to shake things up in the in the sector of Human Resources and to look into the new ways of working in game changing companies.
Hope you had a great start of 2018!