Human resources is growing faster than ever before, often on the front line of new business models and innovative programs. HR managers are having a major impact on the performances of employees and organizations. They now have a seat at the table, as leaders in building and growing healthy businesses and innovators in developing new opportunities for employee education. Show As the business world continues to grow and change, here are the newest trends affecting human resources:
When executives find a new business model or employee program that would make their business more competitive, efficient or profitable, they are going to want to know how they can make it work for their company. That’s where HR management steps in. After all, they know what makes the company tick. More than ever, executives are leaning on human resources to help them analyze and understand their workforce and the trends that are propelling business models worldwide.
Millennials, people born between 1981 and 1997, now rank as the largest percentage of the American workforce. They are more than 53 million strong and counting, not to mention they operate differently from previous generations. According to the 2016 Deloitte Millennial Survey, this generation looks for companies that hold their same personal values and have a “positive energy” in the workplace. Survey respondents said they are more likely to stay with a company for five years or more if they are provided opportunities for training and leadership roles.
Going hand in hand with the younger workforce is the emerging trend of employers becoming more engaged with employees. While previous generations have expected to stay with one company and climb the corporate ladder, the new workforce expects to have several employers during their careers and expects to have a relationship with each of them. This means expectations of learning and growth opportunities, and a flexible work environment.
Mingling among the full-time employees is a growing population of contingent workers – employees that work part-time or on contract. Often called the “gig economy,” companies are still figuring out how to fully integrate these workers into the team. An overwhelming 71 percent of business and HR executives said the trend toward contingent workers is important, according to the Deloitte University Press report “Global Human Capital Trends 2016.” Yet only 11 percent have completed management processes to handle these employees.
Data-driven analytics have long been used to chart profits and losses, impact and reach. But now companies are using them to analyze current and prospective employees. Human resource managers are culling information form social media networks, employment brand data, demographics and feedback surveys to predict workplace trends, attract and retain talent and shape a productive and engaged workforce.
Organizational design was the top 2016 priority in the Deloitte University press study, with a whopping 92 percent of executives saying it was key for their companies. With this focus on organization comes an emerging trend to group employees into teams that will focus on specific projects or challenges. With these networks comes more of a need for HR to provide leadership training and performance management to help the teams operate smoothly.
Diversity doesn’t just mean age, race, ethnicity or gender. It can also mean diversity of thought, perspective or socioeconomic background. Studies have shown that companies who value diversity reap the benefits, including innovation and higher performance levels. Diversity allows companies to compete on a global scale, reaching new clients and uncovering talent. It also means a focus on inclusion in the workplace to create a culture where employees feel respected and part of the team.
We’ve been living in a digital world for years now – decades even, at some companies – but the pace at which digital operations are replacing their analog counterparts has disrupted traditional models and left leaders scrambling to keep up. In 2016, two-thirds of executives have listed digital HR as a priority in the Deloitte University Press survey. Among the innovative digital offerings are internal and external mobile apps and cloud-based technology.
For decades, standard business models remained relatively stagnant, even as the world around them changed. But gamechangers in the business model realm, including companies like Airbnb and Uber, have forced other corporations to remain agile and flexible to stay competitive. This means HR managers also need to adapt frequently to changes in skill sets and technology. What important trends that affect HRM practices?7 Emerging Trends in Human Resource Management (HRM). A hybrid structure. ... . Global expansion on the rise. ... . Employee experiences take precedence. ... . Analytics gaining the front seats. ... . A surge in monitoring the employees. ... . Automation of everyday tasks. ... . Augmenting the hiring processes.. What is future trend in HRM?One of the principal HR trends in 2023 will also be learning. Organisations will invest in it, providing employees with new skills, development, and greater chances of reaching higher levels. The key to making learning continuous is to make it available at all times.
What is the most important workplace trends affecting HR today?Focusing on worker well-being
Therefore, HR needs to focus on employees' mental health and well-being, trust between leaders, teams, individuals, and the work environment (e.g., feelings of inclusion).
What kinds of future human resource activities might we see developed over the next several years?HR business partners
Devising recruitment policies that improve candidate experience. Developing hassle-free employee onboarding programs. Remodeling performance management practices.
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