The growing popularity of social media and the use of technology are causing businesses to redefine the role Human Resources plays in companies around the world. To help you better understand what these changes mean for HR professionals in the future, here are 10 trends that you should expect to see in 2017 and yes, we know there is still a decent amount of time left for 2016 and that these kinds of articles appear in December, but we thought why not give you a head start on this valuable information. So, let’s get right to it:
- Recruiting will be data driven.
Since it keeps getting easier and more affordable to access information, experts expect that much of the recruiting will now be data driven. Instead of relying largely on applicants’ honesty and references, HR personnel can access all of the data almost instantly online. This allows leaders to be more strategic in their hiring decisions, while also helping them to be more efficient and better able to understand the current and future markets.
- Relationships instead of programs.
HR will continue to focus on building relationships instead of using programs to better understand the business. A key skill set for HR professionals in the future will be their ability to effectively understand and manage the impact that mergers and demergers, along with globalizations has in the workplace.
- Keep employee skills up to date.
In past years companies often turned to outside sources when they needed to provide extra training for their existing workforce, and keeping employees skills up to date is crucial for the success of the business. In the future HR personnel will be looking more closely at the different skills individual employees already have and find ways that this can be turned into more cost effective in house training.
- A new priority will be company culture and employee engagement.
The recent economic climate has forced businesses to implement new operational methods. Since it is necessary to stay ahead of local and global competition businesses are embracing one common theme, Workplace Culture and Employee Engagement are crucial and they are connected. Once this is accomplished the benefits will help the company succeed in the future. Leadership is another important theme that is no longer being overlooked, and this means having the right people in place to head the team. When these themes are combined companies have the foundation they need to create a brand that can compete in today’s commercialized society.
- Improve employees’ experience.
In the past companies have worked on improving their customers’ experience, and now it is time for the HR department to do the same for employees. Presently HR, IT Benefits and Procurement departments are often using different technology and programs to accomplish these tasks. This can be time consuming and frustrating for employees. In the future HR personnel should look towards streamlining this process for employees so companies are better able to retain their employees, and keep them engaged.
- Focus should be centered on resilience and well-being.
The resilience and well-being of employees should already be a primary focus of HR personnel, and more emphasis will be placed on this in the future. Well-being refers to an employee’s mental, emotional and physical state, and some companies are now providing external support when needed for staff and their families. The future is slated to bring about changes both social and economic and employees need to be resilient to meet all of these challenges. When they have the support that they need, these employees are more likely to stay engaged and remain productive members of the company.
- Work on developing the human side of your business.
One of the most common reasons companies find themselves struggling is that they don’t tap into the full potential of their employees or even empower them. While many companies followed a platform that was structured and people were encouraged to work as a machine, if companies want to succeed in the future they need to remember the importance of utilizing the human side of their business.
Companies will need to encourage employees to connect with each other through conversation and not be afraid to experiment. Curiosity will be important for success in the future since it will help businesses develop better ways to get things done. Even though having different departments do ensure accountability and help to clarify specific roles, it can also impede progress by erecting barriers. HR personnel will need to redefine what it means to fail and help employees and businesses understand that sometimes it is the only way to succeed. This will help to stimulate the new ideas that will ensure a business is successful in the changing global marketplace.
- Analyzing big data.
This is one of the biggest trends for HR personnel in the upcoming years. After all of the talk about big data it is time to put it to use for the benefit of the company, and its employees.
- Business consolidation.
Some business analysts believe that businesses will continue to consolidate and the work environment will stay challenging in most industries. While HR departments will continue to become more effective and be able to be paired effectively with data companies will still be faced with the challenges Generation Y presents, which includes how to make your company look the most attractive to them. Since this generation represents the future workforce it will soon become critical for business to retain them in order to continue to succeed.
- Change how workplace performance is reviewed.
One topic that is constantly being discussed in HR departments around the world is how an employee’s performance is reviewed. Previously a performance review was generally graded like it was a test. It was extremely impersonal and other didn’t take into account differences between employees, even if they were performing separate jobs. Many businesses have already taken an important step and removed performance grading and ratings from their reviews, instead relying on comments and discussions, when possible, with employees. Other companies have eliminated performance based bonuses, which can cause dissension in the workplace. Studies have also shown that these monetary rewards do little to improve performance or overall employee morale.