6 Human Resource Trends the Best Companies Follow
The best in the business employ the best in the business. Of course, there’s a lot more to it than hiring the right people. The ability to negotiate what is becoming an increasingly complex labyrinth of HR processes is crucial. Let’s look at 6 crucial human resource trends that the best companies are following in 2017.
1) Crafting a Compelling Employee Experience
The best employers see the world through the eyes of their employees. They stay connected with their workforce and are intimately aware of their main milestones. The physical environment of the employees as well as the tools and technologies that they use are also taken into consideration to make “the office” an experience, not just a place to work.
Mercer, the world’s biggest human resources consulting firm, predicts that 90% of employers expect a higher competition for talent. Creating compelling experiences for employees is the perfect way to attract and retain top talent in a competitive hiring landscape.
2) Planning for a Blended Workforce
In the future, a typical workforce will not just comprise of a full-time staff clocking in and out of the company premises. Instead, it will be a fusion of full-time employees along with freelancers, consultants, part-timers, contractors and other provisional workers. In fact, this blended workforce has already arrived.
This spectrum of professionals is collectively referred to as Gig Economy Workers, and they will make up anywhere between 16% to 35% of the overall workforce. Forward-thinking HR leaders will plan for this blended workforce, addressing issues like how to infuse gig workers and what kind of training these professionals need.
3) Hiring and Developing Employees using an Agile Approach
The agile approach is usually attributed to software development, emphasizing speedy operations and the capability to manage unpredictability. The same approach is now being used by smart companies for recruiting and developing their human resource.
This method can compress the recruitment phase from more than 10 weeks to 2 to 4 weeks.
By applying an agile approach to corporate learning, companies make it easy for employees to learn very quickly.
4) Creating Spaces that Doesn’t Overlook Introverts
While not every company may have the resources to implement this, those that do will benefit from doing so. A perfect example is creating a workplace that is conducive for introverts. As author and lecturer Susan Cain said in a TED talk, most workplaces favor extroverts, causing companies to miss out on the tremendous potential of introverted people/employees.
A smart company will accommodate not just extroverts, but introverts as well. The lesson that HR needs to learn here is that a workplace isn’t just a building, but an extension of the HR agenda of fulfilling the company’s culture and engaging employees.
5) Adding a Consumer Marketing Lens to HR
Global leader of IBM Interactive Experiences Paul Papas notes that the most recent best experience a person has somewhere, becomes the minimum expectation for the experiences that person wants everywhere.
This notion drives leading companies like IBM and Cisco to transform their unrelenting focus on customers to focus on employees. A great example is Cisco using HR apps that help new employees in their work and answer questions related to HR like vacation policy, health insurance etc.
6) Developing Career Mobility Options
A couple of years ago (2015) millennials exceeded generation X as the biggest generation unit in the labor force, while in 2016, millennials became the largest generation alive, leaving baby boomers behind.
This digital generation, so to speak, craves digital experiences not just in their personal lives but professional lives as well. Creating mobility platforms is one of the best ways to retain this generation of workforce, enhance employee engagement and curb job hopping.
Companies can make the most of all of the above trends by using the right technology. When a survey by Fortune magazine asked CEOs whether they believed their company to be a technology company, a whopping 67% answered in the affirmative. Suffice it to say that the best HR leaders will leverage cutting-edge technology to develop and refine their human resource.
Fatima Mansoor is a writer at Aepiphanni, a Business Consultancy that provides Management Consulting, Implementation and Managed Services to business leaders and entrepreneurs seeking to improve or expand operations. She is a freelance blogger, specializing in business & entrepreneurship, digital marketing, and health & fitness. Her focus is on creating compelling web content for small and medium businesses form diverse industries. She mostly writes for entrepreneurs and marketing agencies across the US, Australia and UK.
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