LOOKING AHEAD – TRENDS MAP FOR HR

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:

  1. 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.
  2. 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.
  3. 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
    environment.
  4. 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
    organization.
  5. 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
    management.
  6. 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.
  7. 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.
  8. 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.
  9. Employee Engagement: Talent architects
    and talent advocates, connect employee aspirations to the business goals, thus
    driving employee engagement.
  10. 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.
  11. 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.
  12. 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.
  13. 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
    integration practices.
  14. 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
    this model.
  15. 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.
  16. 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.
  17. 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.
  18. 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.
  19. 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.
  20. 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.
  21. 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.
  22. 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.
  23. 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
    business world.
  24. 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.
  25. 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.

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