4 Key HR Trends to Watch for in 2018

 

 

Technology the disruptor?

We have seen it happen so much that is has become almost cliched. Online travel agents are dominating accommodation bookings. Uber anyone?

When you shop, Google will have search suggestions for different products. Google even sends you small pop up alerts when products you browsed go on sale.

Human resources have begun to experience this disruption, in the sheer flexibility that technology provides in catering to employee behavior and needs. People analytics is on the rise, up to 69% in 2017 from only 10-15% in 2016, where companies are investing more into how they look at people data.

Below are the top trends influenced by technology to be in the know about, in 2018.

 

Hiring is intelligent

Soon you will be able to go on virtual tours of your workplace, and job advertisements and applications will become interactive and visual. Augmented Reality (AR) and Virtual Reality (VR) are beginning to be introduced in hiring processes, as well as for training purposes. Real-world scenarios are being created to prepare employees in what to expect on the job.

Headhunters are using social media and search tools to refine their passive candidate search further. Merely going through social media accounts, forums and using hashtags or sub-forum topics opens communication and allows recruiters to group and canvas employees.

 

Work from home or across the globe

Working from home is a growing fad. In the US, the past two decades have seen a quadruple in people working remotely, now 37%. VPN technologies are allowing anyone with wifi to access work systems. Hiring someone around the globe is the norm because of supporting technologies.

Mobility has now taken over the traditional definition of the ‘employee.’ Gartner’s prediction that by 2020, 40% of employees will be ‘non-routine’ is telling, especially with the ease one can work remotely today. Contractors and freelancers will be part of an organization’s workforce, working side by side from all over the globe thanks to technology.

 

Personalisation of the employee experience

Employee experience was the top item for executives to grab in 2017, especially with the massive influx of millennials entering the workforce.

Similar to how physical workspaces were redesigned for workers, the way employees learn has become informal and self-directed. Rising with the use of technologies, learning can be interactive using VR and AR technologies, and also easily accessible on social media. Social platforms also had synergy in the collaborative user-generated content and idea sharing inherent on social media, helping feed learning activities.

 

HR Redesign and People Analytics for the future

Traditional hierarchies will become a thing of the past. Organisations will become focus on flexibility, facilitating teamwork, agility, and collaboration.

People analytics is now coming to the forefront as a discipline and specialist function. Businesses are investing heavily to enhance prioritizing data requests, merging various data sources with different stakeholders and other essential items to create real data for people focused decision making.

The people analytics teams of the future will create communication channels and models to bridge the gap between senior management and team leaders. Fancy graphs and glitzy formulas are a thing of the past, where the people analytics team will be responsible for creating evidence backed data to back people-based decisions.

People analytics will play a critical role as it will become a way for organizations to not only help with the changing needs of their employees, but it will also help them declutter existing obsolete processes and help them choose the best tools available among the thousands out there.

 

Interactive tools have become popular in hiring and training employees, but personalisation is still the key attraction for millennials and younger professionals. Data that considers actual gains and satisfaction levels need to be prioritised and used as decision making tools, or these new tools will simply become another hyped thing management pushes employees to accept.

The mobile workforce is now made up of freelancer and contractors, where hiring decisions are skill based and hiring on demand. There are increased levels of competition as many traditional roles are disappearing thanks to the global workforce and different ways of doing tasks. However, there has to be reliable data to back how to hire talent, regardless of their employee status to retain and reward the best talent, as well as having an organizational structure that best complements and manages non-traditional employees alongside traditional permanent ones.

 

This is only the beginning. HR and recruitment decisions will need to match their people data to best cater to employee wants and needs. Though there will be many challenges in how to make decisions based on people analytics, doubtless it will make a positive difference for employees for the future.

 

What do you think? How does your workplace implement training and communication?

Please share your stories and thoughts in the comments below.

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

*