Human Resources (HR) is such an important part of an organization, but it is also one of the departments that struggles to adapt to new and advanced work methods. Having said that, how do we transform HR in line with upcoming trends to strengthen our recruitment process, manage our workforce, and find the right technology to complement our work?
Here are five HR global trends every HR professional must know:
#1: HR AND PEOPLE ANALYTICS
Getting data is now easier and more affordable, especially with the help of platforms and professional networking. HR leaders can definitely be more strategic with planning and execution through the use of data. HR planning and decisions will be highly driven by data. How the team analyzes the data it has gathered will be an important factor in achieving goals and driving initiatives.
#2: PEER LEARNING
With all the new technology and growing skills needed to be globally competitive, the human resources team needs to make sure that it utilizes in-house talent and experts to train its staff. Learning new skills need not be expensive. If you look at the demographics of your workforce, someone who is younger and well-versed in social media can impart their knowledge to their older colleagues. Encouraging peer-to-peer learning is a great way of promoting stronger relationships and company culture.
#3: INCREASED FOCUS ON CULTURE AND EMPLOYEE WELL-BEING
Change is expected to happen, and that is why global trends require HR to use smarter operational methods, which will support the employees mind, heart, and skills. There will always be a challenge to stay ahead amidst global, economical, and demographical shifts, especially when a big percentage of the workforce are baby boomers and are now entering their retirement age. The goal of HR teams must be to integrate the mission, culture, and human side of the business with employee engagement and strengthen the company’s foundation.
#4: NEW AND IMPROVED PERFORMANCE REVIEWS
Performance reviews are always dreaded by employees because it’s too long and complicated that they end up walking out of the meeting more clueless than they were in the beginning. To fix this, let’s keep it simple and adapt Peter Drucker’s S.M.A.R.T. method. (Specific, Measurable, Attainable, Realistic and Time bound) .We also need to make sure that the leaders schedule quick meetings with their team members regularly— this will help with communication and feedback. Finally, look at how to simplify the process by using a platform to help you manage performance reviews efficiently and effectively.
#5: SIMPLIFYING THE PROCESS
We have all seen those big books for code of conduct and other HR policies and procedures. But who reads them from cover to cover? Part of making sure that HR adds to the human side of the organization is making sure that everyone understands its blueprint. By creating simple and straightforward policies and procedures, it will encourage employees to use it as a guide to be champions of the company’s mission, vision and values, rather than a penalty rulebook. This will promote a healthier partnership between the employees and HR.
It’s important to always keep an open mind to the global trends in Human Resources and use them to drive and promote an organization’s mission, vision, and values. Understanding the new methods of working efficiently and effectively will prepare HR teams in running the future of today’s complex and diverse workforce.
**Former COO of Bridge Southeast, Carla Mumar is currently a Transformational Change Advocate and the Country Manager of a start-up company pioneering on mobile micro-learning.
