Fasten Your Seatbelts HR!
Well it’s here. A new year, a new administration, and a new generation entering the workforce. . . things are moving fast. So what can we expect in 2017 and how prepared are we to meet what might be a great deal of change coming at us? Let’s take a look.HR in the Driver’s Seat
According to Human Resources Today, HR’s role is becoming more pivotal than ever in the overall success of the enterprise. A quote from one of their contributors, David Razon, states, “Only recently have companies begun to think of HR as a thought leadership partner.” He goes on to say, “The primary objective for HR folks is to enable the business through talent capability building, and you can only do that in response to a business strategy. If the business strategy changes frequently, the HR teams have to be exceptionally nimble as well.” So there are the marching orders. Be strategic, nimble, and pretty much ready for anything. So what will this year’s trends be?
Trends Already Here
These are the developments Human Resources Today cites as the trends that will impact HR’s role in 2017:
- Technology plays a bigger role in supporting dynamic learning. Technology resources will continue to evolve, and Bersin by Deloitte has predicted major trend changes in how HR approaches learning and development. Specifically, technology will help companies offer workers highly customized, on-demand learning programs. Technology solutions can help improve onboarding, specific skills development, increased investment in soft skills, planning talent to take leadership roles, and prepare the workforce for the next evolution of the skills they need. Millennials, in particular, view learning as a benefit.
- Engagement strategies move into real-time. Employee engagement can have an impact on every level of your organization, from productivity levels to morale to profits. Many companies rely on surveys to help them understand employee engagement which provides a somewhat historic picture of how levels were previously, or how levels stand at one moment in time. In reality, engagement levels aren't static. A great bonus or a terrible interaction with a manager, for example, can cause engagement levels to skyrocket or plummet. As a result, HR managers are recognizing the need to have a pulse on employee engagement and use real-time tools and technology to monitor and respond to engagement levels.
- The demand for HR talent with analytics and digital marketing savvy increases. As companies increasingly outsource routine functions, the role of HR talent is changing. In 2017, many companies will begin to recruit individuals with specific technology-driven talents. Top contenders include HR analytics, data analysts, and marketing talent with an interest in more effective candidate outreach and employer branding. By adding more digital marketing and analytics capabilities, HR can improve its ability to make data-driven decisions and effectively expand sourcing programs.
- Tighter talent markets increase sourcing diversity, compensation discussions, and a focus on the candidate experience. In 2016, many HR leaders recruiting for selected talent noticed that a healthier economy increased competition. Certain skills, such as technology-related positions, are particularly in demand. As the talent market tightens, HR managers will be diversifying their sourcing strategies, in part through internet marketing and employer branding. HR will also have to revisit compensation discussions to ensure they are competitive and focus on delivering an outstanding candidate and employee experience.
Ready, Set, Go!
Armed with upgraded skill sets, new technology tools, and a “can do” attitude, HR should be poised to tackle anything 2017 can throw at it. But you don’t have to go it alone. Incentra’s technology-based engagement solutions support every one of the above trends. Let us help out.