I don’t believe in HR Trendsetters


This is the time of the year when HR gurus pitch their HR trends to the public. Few of them proved to match with reality tough. I talk with HR managers on a daily basis and none of them can confirm any of the trends that got pitched to us last year. How is that possible? What is keeping trends from spreading throughout our organizations? Can it be social legislation, corporate culture, tight budgets or simply cold feet?


Social networks like Facebook, LinkedIn and Twitter completely changed the scene of HR. Especially for selection and recruitment. But does that also means all organizations are actively present there? It doesn’t!

Another trend is the rise of process oriented collaborative applications. They sure hold the potential to really put HR on the map as business partner. The increasing need of versatility and responsiveness of organizations is a perfect example of that. In addition to more classical T&A, these solutions are ideal to increase efficiency of knowledge workers. It helps them to manage cross department activity and increase their contribution to the corporate result. And yet most HR managers I talk to are not completely convinced of the added value (yet?).

Alongside ‘the internet of things’, ‘Big Data’ seems to be a real hype too. The value of turning information into intelligence can undoubtedly be critical for HR as well. The potential of the business impact is underestimated on a global scale. While a lot of people are suspicious towards finding the right technology, the most important obstacle lies somewhere elseData culture,organization structures and analytical capabilities are the ones blocking smooth adoption.

The move from traditional software towards cloud applications like Microsoft Office 365, Adobe CS and SaaS HR software are paving the path towards maximal flexibility. Home offices and flexible working hours have become a non-issue. A necessity these days because employee demand for flexibility has never been this high. Organizations neglecting flexibility feel it immediately when it comes to recruitment. Does this mean home offices and flexwork are common in all organizations? It doesn’t! How come?


The contradiction between these examples really made me crave an in-depth understanding of the gap between trends and reality. I feel it is my mission to brief you on this in an authentic manner.

I need your help to accomplish this! This is why I call upon you as HR-ambassador: “Are you willing to look at this gap?”


Are you?

If you are, please contact me via LinkedIn. You will be the first to hear my findings afterwards.


Trends that are not new

The majority of HR trends indicated a clear link between necessary changes in HR and a talent retention strategy.


Trends and their Reality

The driving forces behind trends are not just social and economic changes but also new technological developments.