Looking Ahead – Trends Map for HR
Posted on 8th November 2016
The 90s saw the beginnings of the great software
revolution. Diverse groups of enthusiastic innovators, with high aspirations
and the courage to dream big, set out to create organizations with great value
systems. Ones which encouraged, rewarded innovation and thought leadership.
Now, as we reap in the rewards of those innovators, we redeem the faith,
celebrate the passion, hard work and commitment of every one who has been a
part of this momentous IT journey.
Organizations have matured and grown, have seen
unprecedented transformations and written/ rewritten several success stories.
The organization who have weathered the storms successfully have been proactive
in aligning the HR strategy to the business strategy, creating employment
opportunities along this journey, thus contributing significantly to the
economic reforms of the society.
This is also a good time to evaluate how Human
Resources (HR) has changed over the years. We have seen technology usher in a
lot of changes in the way HR collates data, uses it for the employee lifecycle
management and correlates it to business success. Transactional HR has slowly
given way to the millennial buzzword ‘Transformational HR.’ Organizational
structures have incorporated efficiency boosting, workable concepts like ‘two
in a box’ virtual teams, designing of career architecture, workforce management
etc. Change management has been effectively used to make the organization ready
for the new business opportunities. Talent management analytics has changed the
dynamics of workforce.
So here are my 25 HR focal mantras for the future:
- Organization Design: The design of an organization
needs to be aligned to the core business that it operates in and has to ensure
that the organization runs efficiently and effectively.
- Talent Acquisition: Hiring the right
candidate should take precedence over hiring the best candidate. The concept of
creating the correct job profile in order to ensure hiring of right candidate.
Concept of ‘global scouts’ who identify the right talent from any labor pool
around the world to match the business needs.
- Learning Culture: We live in an age
where the concept of – two-year half-life – is apt. That means in two years,
half the existing technical skills may become redundant, hence creating a
culture in which employees who constantly upgrade and hone their skills become
exponentially important and the organization is required to provide a conducive
- Talent Management: Getting the right
person for the right role to ensure that it becomes the best fit is the key
mantra to success in talent management. To ensure that you have the right
talent for your future requirement becomes the key for future success of the
- Performance management: Thanks to
automation, measuring performance is becoming easier and mapping it to the
outcome and hence rewards and career should be the key to performance
- Employee Value Proposition: A strong
Employee Value Proposition (EVP) will help retain top performers and attract
the best external talent. There is a renewed interest in research that
redefines employee value proposition in a modern working world, thus
linking it to talent acquisition.
- Employer Branding: Creating the pull
factor for the required talent group and to ensure that the existing talent
feels bound by the brand pull is the basis to success of talent branding. It
needs to be more employee and candidate focused.
- Aligning HR and Business: Implementing
holistic metrics that track the business impact of HR and not just standard HR
efficiency and effectiveness metrics, will be the key to success.
- Employee Engagement: Talent architects
and talent advocates, connect employee aspirations to the business goals, thus
driving employee engagement.
- Cultural Environment: HR needs to rethink and retool
how they deliver an enhanced employee experience and support new ways of
working by creating a culture that promotes innovation, enhances productivity
and brings in efficiency. One important shift will be the change of focus from
work-life balance to work-life integration.
- Transparency: Transparency brings in trust – the
concept that some good organizations are following is known as 99:100:100 which
means 99% of information is available to 100% of employees at 100% of time.
- Corporate Social Responsibility: Research conducted by
Cone Millennial Cause group, detailed in The 2020 Workplace, found that 13-25
year olds wanted to work for a company that cares about how it impacts and
contributes to society. More than half of them said that they would refuse to
work for an irresponsible corporation. The future mantra are the 4Ps that
denote process, people, profit and planet.
- Rewards and Recognition: Innovations in total rewards
and gamification will play a very important part in reward strategy of the
future. We will see a lot of innovation around health care and work-life
- Global Workforce: A confluence of disruptive forces
will transform work and working in the next 10 years, most of them involving
globalization, hence we are looking at a stage where globalized workforce will
form the masses of employment availability. HR needs to be ready to work with
- Mobility: With a global work force, ease of mobility
will be the key to success, as organizations which have excellent mobility
practices, will be able to support the workforce requirements of the future.
- HR Practices and Policies: Globalization and
macroeconomic shifts mean, the 2020 workforce will be made up of a wider group
of ages and nationalities than ever before. In order to succeed, companies will
need to have a broader understanding of their people and the markets in which
they operate, hence aligning the HR practices to workforce will be key.
- Diversity Practices: Diverse work teams will be a
reality in organizations – diversity will become more of a business concern
than a social concern and be more closely linked to competitive strategies.
Diverse populations will make more money and spend more money and this increase
in wealth will empower diversity.
- Compensation Strategy: Compensation strategy, as
always will pay a very important role in talent acquisition and retention,
organizations with agile mobility comp practices will have an edge over others.
- Employee Feedback: Action plan around employee
feedback will be a very important. Employees want to know that actions will be
taken based on their feedback, which makes them feel empowered.
- Social Media Strategy: We have been hearing of SMAC-
Social, Mobile, Analytics and Cloud, for a long time, but now, with the
availability of strong Internet across the globe, the practice of social
platforms is being used by organizations in TA, employer branding, learning and
development among others. Some organizations use MOOC (massive open online
courses) to ensure constant upgradation of skills.
- Statutory Compliance: Statutory compliance provides
confidence to investors, management, employees and the compliance will be
tracked through software. With mobility of workforce increasing and more and
more social security agreements being signed across nations, the global
workforce will be more united.
- Collaboration: Overall key to success will be
collaboration and developing leaders, not managers. With millennials in the
workforce, management will become automated, and managers will have to become
problem solvers and career architects.
- Excellence: Organization/employees that strive for
excellence will be successful, excellence in disruption will be the future and
all organization that challenge the existing tech/process will lead the
- Contingent Workers: Organizations will acquire
right-fit talent at fixed cost for specific projects and avoid permanent
employment, while part-time/temp employees/freelancers will have an option of
choosing the work project that will be of their interest hence more productive.
- Integrity: There is no concept of grey in integrity,
an organization can build a culture of integrity by imbibing certain behaviors
as customers will have high faith in organizations with ethics and integrity.
It is the responsibility of each employee to ensure that we collectively create
an organization with integrity at the core.
These 25 HR mantras thus encapsulated, should be the
basis of the human resources strategy for the future. Cutting through the HR
mumbo jumbo and creating an engaged, committed workforce, implementing clear
quantifiable measures, identifying milestones and adding to the ‘human element’
of what organizations are hoping to achieve in the future, is and should be the
guiding force for the years to come.