Die neue Organisation – different not only by design

In der Deloitte Studie Global Human Capital Trends 2016 werden 4 Treiber der Veränderung von Organisationen identifiziert:

• Technologie und Digitalisierung überall
• Demographischer Umbruch
• Zunehmend schnellere Veränderungen in der Wirtschaft
• Neue Vertragsmodelle zwischen Arbeitgeber und Arbeitnehmer

Aus der Untersuchung ergeben sich Trends in Organisationsstruktur und Kultur sowie in Lernen, Führung und Workforce Management sowie innerhalb der HR- Funktion an sich. In der Zusammenfassung bedeutet das:

To lead this shift toward the new organization, CEOs and HR leaders are focused on understanding and creating a shared culture, designing a work environment that engages people, and constructing a new model of leadership and career development. In competition for skilled people, organizations are vying for top talent in a highly transparent job market and becoming laser-focused on their external employment brand. Executives are embracing digital technologies to reinvent the workplace, focusing on diversity and inclusion as a business strategy, and realizing that, without a strong learning culture, they will not succeed.

Die top 10 Human Capital Trends für 2016 sind laut Studie:

1. Organizational design: The rise of teams
2. Leadership awakened: Generations, teams, science
3. Shape culture: Drive strategy
4. Engagement: Always on
5. Learning: Employees take charge
6. Design thinking: Crafting the employee experience
7. HR: Growing momentum toward a new mandate
8. People analytics: Gaining speed
9. Digital HR: Revolution, not evolution
10. The gig economy: Distraction or disruption?

Für HR bedeutet das eine sich verändernde Rolle:

Amidst these changes, the HR function is taking on a new role as the steward and designer of these new people processes. The mission of the HR leader is evolving from that of “chief talent executive” to “chief employee experience officer.”