human resources trends 2015
TRANSCRIPT
Top HR trends in 2015
Top HR trends in 2015
Tech savvy HR
Mobile and global workforce
Generational diversity
Individualization
Employee engagement and democratization
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Top HR trends in 2015
Tech savvy HR
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Tech Savvy HR
HR needs to become even more tech savvy in 2015, with a stronger movement towardscloud computing and mobility. With the plethora of new HR technologies available, HRneeds to provide IT with clear guidance on the requirements and choice of appropriateHR solutions. HR cloud and mobility solutions enable business to automate their entireemployee life cycle from requirements planning, recruitment and development toemployee exit. Employees can now be engaged using various devices from smartphones,tablets to laptops. HR must understand the capabilities and impact of technology on theirworkforce. HR needs to review current technology strategies with IT to determine if itserves business requirements. HR processes and policies also need to be reengineeredand adapted to cater for new technologies and workplace practices to ensure relevanceand appropriate governance.
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Top HR trends in 2015
Mobile and global workforce
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Mobile and Global Workforce
In 2015 there will be a major shift towards mobility across all industries and businesssizes. This supports a mobile workforce, which requires a redefinition of HR practices andpolicies to deal with employees across geographical locations. The talent pool isbecoming global, with HR departments getting visibility of talent across borders throughsocial media. Global talent is extending the workforce beyond traditional boundaries,which requires a rethink of diversity and organizational culture. HR practices and policiesneed to cater for the globalization of employees to ensure HR stays effective in servingbusiness operations. Cloud computing and mobility offers HR the capabilities of managingtheir global and mobile workforce 24x7 worldwide with multi-language options.
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Top HR trends in 2015
Generational diversity
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Generational diversity
HR needs to guide business in dealing with the impact of generation gaps in the workingenvironment. These gaps extend from expectations in work-life balance, utilization ofsocial media and access to new technologies. HR needs to put structures in place forformal mentoring and knowledge transfer between employees. HR also needs to adjustpolicies and practices to ensure the workplace is a productive and supportiveenvironment. Issues arising from not dealing with generation gaps are high levels ofattrition among younger staff that perceive the business as inflexible. Further issuesinclude animosity between staff due to differences in opinion about work-life balance,flexi hours or even the use of social media at the office. Other trends like BOYD (bringyour own device) greys the line between what is professionally accepted vs. respect forprivacy. HR needs to ensure they understand the IT strategy on new technologies toincorporate this into HR practices and policies.
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Top HR trends in 2015
Individualization
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Individualization
As younger generations are moving into the working environment, older generations arealso expecting more customization of their working experience. This means a wider rangeof employment options, catering for individual needs. Job differentiation requires arelook at standard employment contracts and HR policies. Taking it a step further,individualization will require HR to be creative in providing flexible individual optionswithin boundaries to align individual needs to business requirements. This might includevariable working hours, technology access, home offices, personal and life partnerbenefits to mention a few.
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Top HR trends in 2015
Employee engagement and democratization
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Employee engagement and democratization
With the availability of more technology platforms and access to social media, HR needsto increase the level of employee engagement to retain best skills and turn employeesinto brand ambassadors. Omni-channels allow businesses to use different channels anddevices in engaging their employees. Employees are now able to interact with thebusiness across their chosen technology 24x7 while expecting the same level ofengagement across these channels. With social media, businesses are experiencing ademocratization within the workforce. This requires careful thought from HR to placeguidelines in sharing business information across social media. Business can benefit fromthis “digital freedom” to help share exciting events, such as product launches or socialresponsibility.
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