Future of HRWhat does the new world of HR look like? Are you, as an HR leader, equipped to meet the changing needs of employees in this new world of work? Focus on these five factors and you will be prepared to take your organization into the future.   


The Future of HR: Take Charge of These 5 Trends

Future of HRWhat does the future of HR look like? Are you, as an HR leader, equipped to meet the changing needs of employees in this new world of work?

According to Josh Bersin, Founder and Principal of Bersin by Deloitte, “The world of work has changed, and HR has to adapt. Research shows that HR’s job is more important now in 2015 than it has ever been before.”

As the barriers between work and life dissolve and millennials continue to make up more and more of the workforce, the demand for talent and global transparency in the job market is growing. While presenting at this year’s Ceridian INSIGHTS conference, Bersin noted that HR leaders must adapt to this world of transparency and the desire for dynamic careers. In sum, Bersin says HR needs to “Be bold!”

5 Leading Global Human Capital Trends

Based on his research published in the Global Human Capital Trends 2015: Leading in the new world of work report, Bersin shared the following global HR trends with Ceridian INSIGHTS attendees. Focus on these five factors as you take your HR organization into the future.

1)      Redefine your culture and engagement strategy – This area remains the #1 global talent issue with 50 percent of survey respondents saying the problem is “very important” (a figure doubled from 2014). HR and business leaders need to offer meaningful work that offers deep engagement and the right job fit. More importantly, organizations should view culture and engagement as a business strategy and implement programs that can measure and improve engagement. 

  • Tip: Conduct annual employee engagement surveys so you can establish a baseline for measurement and have better insight into which areas need improvement. Even better, take your employees’ engagement pulse in real time so you have a clearer picture of how employees feel about your culture. 

2)      Develop company leaders – In order to tackle this perennial issue, Bersin recommends organizations view leadership as a philosophical part of the company. This requires continuous investment and commitment from leadership with development opportunities for all employees and the chance to build mentors everywhere. According to the research report, only 6 percent of companies feel fully ready to address their leadership issues.

  • Tip: Develop your leadership pipeline by first understanding your business priorities. The type of leader you need will be different if you are looking for a strong negotiator versus a relationship-focused leader. Once you’ve determined your business priorities, set up a framework or capability model for developing your leadership succession plan. Be sure this plan includes developing leaders at all levels.

3)      Create a culture of learning – Learning and development remains a top priority with continuous education as the goal. Creating a culture of learning can have huge returns as learning organizations significantly outperform their peers when it comes to innovation, productivity, customer satisfaction, costs, time to market and profitability. 

  • Tip: Evaluate your current learning management systems and analyze where your money is being spent. A best practice is to centralize your spending and strategy and then distribute learning programs locally. 

4)      Move performance management forward – The new world of work requires a different way of thinking about how organizations manage, evaluate and reward their people. Forward-thinking HR leaders are shifting their focus from a backward-looking assessment model to a momentum-building business process that helps boost engagement and productivity. 

  • Tip: Develop a new model of performance management that encourages ongoing feedback, effective coaching and peer-to-peer, 360-degree feedback (view our article on improving performance management). Many organizations are also turning to recognition and incentive platforms that encourage ongoing peer and top-down recognition. 

5)     Reinvent HR – HR needs an extreme makeover, according to Bersin. Forty percent of HR leaders cited developing HR skills and capabilities as “urgent,” as well as noted the strong need to align HR capabilities with business goals. Bersin says that bold HR teams who take risks and try new things are eight times more effective than those who don’t. 

  • Tip: Consider what your HR organization delivers to its employees. Historically most HR departments have been known for administrative efficiency. Leaders must shift their business model to one that delivers solutions as trusted business partners who can help analyze and solve critical issues.

As you prepare to take your organization to the next level, consider the strategic vision your HR team needs to execute on these trends. Remaining agile and focused on your employees will help you be leaders in the future of HR.

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