A Review on “What 2012 has in store for HR…”

What 2012 has in store for HR...

Human resource management (HRM, or simply HR) is not just management of

an organization's human resources, or workers, it’s far beyond that. HR has evolved and

changed each passing year to bring about success in an organization through the employees.

Many emerging trends that were noticed till 2011 are mentioned here in this article. Also the

forecast of HR trends for the year 2012 is also briefly explained.

The author says variable pay plans and performance-based award programs are on a

rise. As the global recession continued till 2011, again in 2012 we’ll see rise in remunerations

in an organization. Companies are trying to place a greater focus on variable pay packages

despite predictions of higher pay increments in 2012

The mobile platform will have become the dominant communications and interaction

platform by early-adopting best-practice organizations. The capabilities afforded users of

smartphones and tablet devices grow immensely day by day. Long before unified inboxes

existed for the desktop, smart device users could see all incoming e-mail, social messaging,

text messaging, and voice and video messaging in a single place. Tablets will become the

virtual classroom, and an emerging class of tools will let employees manage almost every

aspect of their professional life digitally. 

 In less than a decade, as employees "bring their own technology" with them, the

workplace will shift to wherever an employee is located. The idea of "BYOT" was

improbable, even inconceivable, only five or six years ago because of integration, security

and other issues. Yet today, it looms as a strong likelihood thanks to the relentless advance of

technology and the continued blurring of lines between personal and business technology.

Bring your own technology, or "BYOT," will impact the size and design of the corporate

office, as fewer square feet per employee will be needed, and open, collaborative workspaces

will continue to replace cubicle and personal office-based designs.

The author mentions about Nanotechnology, biometric security, sensor-driven smart

buildings, and unified communications in workplaces. The introduction of these converging

technologies will enhance human performance. And I also feel that the changing scenario in

recent years will bring about a mammoth change in the organizations. Also, cloud computing

will be replaced by “always-networked” personal devices. Posting a job from an iPhone or

making organizational changes from an Android Phone will be common. But still, the author

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A Review on “What 2012 has in store for HR…”

indicates that ‘cloud’ will have a silver lining because many software companies and clients

are pushing toward cloud based solutions. According to me, the issues of access, security and

control in cloud are not positive signs. Even a good cloud based software provider can't take

away every risk factor.

Despite high engagement scores, more than a majority of employees are willing to

quit their current job as soon as a better opportunity comes along. The turnover rates in high-

demand occupations has increased and because most corporate retention programs have been

so severely degraded, retention could turn out to be the highest-economic-impact area in all

of talent management. So the author suggests implementing personalized approach rather

than “one-size-fits-all” retention strategy.  While growth has slowed somewhat in China,

Australia and Southeast Asia — including India — continue to see dramatic demand for

skilled talent. In the U.S. and Europe, demand is still largely limited to certain industries

where skills shortages have been an issue for years. 2012 will see a significant escalation in

the war for top talent. While recruiting will move forward at a breath-taking pace, so too will

rapid leadership development.

 The continued growth of technology, social media, and easy communications now

makes it possible for most knowledge work and team activities to occur remotely. Allowing

top talent to work “wherever they want to work” improves retention and makes recruiting

dramatically easier. So the author is right when he says: workplaces will lose walls.

Bersin’s predictions for the year 2012 may turn out to be fairly accurate as previous

year’s predictions. Social networking may get an additional boost, but trial-and-error

approach used by most firms may produce mediocre results. In 2012, organizations will

further evolve to agile models of goal-setting and performance coaching. I think it would also

have been better if increasing number of companies could rethink their traditional

performance appraisal processes.

The author could have added human resource outsourcing, employee referrals and few

other expected emerging trends in HR. But I think the areas touched by the author have been

clamouring for attention and are ripe for change. I think that 2012 will bring about a whole

new way of working.

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