Click to learn about top HR trends for 2016.Where is the world of work headed in 2016? With evolving technology and an increasingly diverse workforce, 2016 is ripe with opportunities for HR to make a strong business impact.  

 

 

9 Emerging Trends Every HR Professional Needs to Know

Where is the world of work headed in 2016? With evolving HR technology, an increasingly diverse and transient workforce, and emerging social and collaborative tools, 2016 is ripe with opportunities for HR to make a strong business impact.

Jayson SabaJayson Saba, VP of Strategy and Industry Relations at Ceridian, says, “The world of work as we know it is changing – the Internet, specifically the rise of cloud computing, is transforming the way companies do business, and this influence is transcending all areas of HR as well.”

SHRM, HR Trend Institute and many others have recently published their outlook on the new world of HR and the workplace. Based on projections of top business and HR thought leaders, we offer recommendations to help you stay ahead of the 2016 trend curve.

1)      Focus on developing your leaders – While not a new focus, developing capable, competent leaders is as important as ever. Given the shifting demographic landscape and the imperative for engagement, your organization needs to be able to rely on strong leaders who can motivate, engage and inspire top performance. 

2)      Build better teams – Improving how teams work together increases trust and accountability among employees and improves productivity, efficiency and overall engagement. Saba recommends that, rather than focusing solely on employee engagement, leaders focus on team engagement – how employees relate with colleagues, managers and others. 

3)      Adjust to changing technology – HR technology is constantly evolving. In fact, Josh Bersin, president and founder of Bersin by Deloitte, recently noted 10 big HR technology disruptions on the horizon for 2016 that will influence everything from recruiting to talent and performance management to learning. Keeping your employees engaged throughout these innovative changes will be a top challenge for HR, notes Bersin. 

4)      Rethink your talent pool – As the workforce evolves, HR needs to be prepared to manage more flexible and transient employees. Taking a broader view of talent means you might be hiring on a project-by-project basis in some instances. This new world of work will present opportunities for HR to demonstrate agility and the ability to meet changing business demands. 

5)      Put analytics into action – While analytics are becoming a critical force in HR, without context, they’re not always meaningful. Focus your analytics on driving results, not just producing analytics for analytics sake. Take the insight you’re gathering and work alongside business partners to turn insight and ideas into results. 

9 Emerging Trends

6)      Understand mobile and social recruiting – Roughly 3 out of 4 job seekers are now using mobile devices to research companies, review career opportunities and apply to jobs, according to data from Jobsite. Moreover, social professional networks are continuing to grow as a source of talent. And it goes two ways – recruiters and job seekers are leveraging platforms like LinkedIn and Glassdoor to learn about each other. Companies should be equipping themselves with social recruiting strategies or they’ll risk missing out on top talent opportunities. 

7)      Upgrade performance management processes – Many companies are shifting their formal, once-a-year review process to more frequent, real-time conversations, and social tools are helping facilitate this process. Employees are looking for individualization and professional development opportunities. Saba notes that more frequent and informal feedback is key to addressing employee’s individual needs. 

8)      Develop strategic workplace policies – Workplace flexibility remains a hot topic in HR. It’s not surprising that data from the Families and Work Institute found that 88 percent of employees report having flexibility as “extremely” or “very” important when considering a job offer. It’s important to remember, however, that having policies in place is not enough if the culture and climate doesn’t support it in practice. 

9)      Revisit how your culture and values are being lived out – Workplace culture needs to be more than just a set of values on the wall. How are you treating employees? How are employees treating each other? Transparency is become the new norm, and employees expect honesty and integrity from their leaders. HR needs to be at the forefront of a company’s culture and constantly working to improve engagement, especially among virtual workers.

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