Dr. Armin Trost is a professor for Human Resource Management at the Furtwangen Business School in Germany. Before his career as professor he was responsible for global recruitment at SAP. He is widely known not only as an author of multiple books and leading articles in the field of Human Resource Management.

Dr Trost has a very interesting vision on the future of HRM. In the keynote speech in the movie below he explains
why and how we have to entirely rethink HR:

Some interesting parts of his presentation:

In the figure below where people know what is the outcome and people know how to get there. So on the left hand bottom side, these jobs will disappear. These jobs will be substituted by smart technologies, robotics etc.

Jobs with a lots of uncertainty, complexity and dynamic (right up in the figure). This is what people do in their daily work. People have high relevance.

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Traditionally Human Resource Management can be defined as:

The right people,
in the right place,
at the right time

Traditionally HR is managed on the marked part in the figure below.

the-agile-future-of-hr-and-talent-acquisition-prof-dr-armin-trost-11-638

But the traditional HR doesn’t fit with what the people (employees) want.
The needs of (working) people:

I want a meaningful job,
that fits to me and my life.

So it means HR should be about enabling people to do what matters to them. So the role of HR is enablement (build infrastructure).

What a company is looking for or the square. People are not like that.

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The future HR according Dr Trost focusses on:

  • Diversity: look for a crazy guy
  • Power: the boss/manager is not in power but enables and coaches
  • Consequences: employee is dedicated to client (not to his manager) and get feedback

Another very sharp message is:

Trust reduces complexity

It is very interesting to think about this and the only conclusion is that it is true.

Personally I completely agree with Dr Trost. I think means that as long as not all jobs where people know what is the outcome and people know how to get there, will be automatized the recruitment (or better matching) can be done by software that knows the availability, location, preferences, etc. of the people who like (or probably have) to do this jobs. With a good reviewing system supported by artificial intelligence there is no manual recruitment needed. It is already on the way, now it is to break down silo’s of people in company- or recruiter owned (talent) pools. But it may become a race to the bottom, as it is between man and machine. As long as automation is not profitable above letting people do the job. And will take longer when the people that do the job cost less.

On the other side there are the jobs with a lots of uncertainty, complexity and dynamic. These are the people who have high relevance. These are the people who can choose because this qualifications “proven” will be probably rare. And more important the qualified people will bring a bright future for the company’s they’re working for. The qualified people will earn their extremely high salaries easy back.

But these are the people that can say:
I want a meaningful job,
that fits to me and my life.

This meaningful may change in time. Also the type of contract  (permanent, flexibel, freelancer, etc.).

Also here the matching depends of the preferences and behavior of the candidate. Also here artificial intelligence may help.

I think it is not only the same concepts but they are same people. People who can use a personal job assistant. An personal job assistent integrated in for example Siri, Cortana or Google Now. Or maybe first some kind of Uber for work.

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