With digital transformation taking place, most companies will be in need to evolve with new HR trends. The strategies, frameworks, and skills that were relevant a decade back will soon become obsolete.
Technology is rapidly increasing and revolutionizing the HRs journey.
The Current workforce is already experiencing challenges due to the digital transformation, and HRs should start embracing these changes to stay relevant.
Past vs. Present: Then and now, key-trends changing the HR industry in 2020:
From talent engagement to a holistic experience
Talent or employee engagement is a crucial factor for most organizations. Not all organizations realize this, however, many organizations around the world have started emphasizing on this topic. In short, employee engagement is all about keeping your workforce motivated and engaged by incorporating positive values and implementing measures such as perks, benefits, workplace wellness, awards, and recognitions, etc.
It sounds interesting, yet employers face challenges.
The committees responsible for organizing such events often find it a struggle in making people participate in some fun activities. For instance, everybody will be present for birthday celebrations except for the ones celebrating them or work anniversary celebrations, and how can you miss out talking about the rangoli celebrations. These are just certain instances where you cannot make the needle move to create positive employee engagement.
To be precise, the ladder should now change from engagement to creating an experience. In my opinion, fun activities are of course a good distraction, but not a great idea. Such celebrations can cause a distance between the shared purpose.
Working in a cool environment, providing green room to rest, flexible timings does help but it still does not guarantee the individual’s engagement and neither experience.
The reason why employee experience needs to follow an agile and holistic strategy. HR professionals might have to change their traditional engagement activities and curate personalized relationship strategies to analyze the employees’ activities.
Businesses are now creating winning situations – this is done based on using a common network or platform where employees engage, collaborate, and share their ideas.
For instance, Zoho People and WebHR have been doing a great job in engaging and helping employees by providing value both to the employees and employers.
You need to share purpose and not just goals
We’re living in a world where businesses are drastically changing, the key results, it is even changing the HR industry.
Thus, changing business goals and articulating them into business purposes will be a major milestone for HR professionals in the present era. Have you ever thought about why aligning business goals with the organizations’ purpose is a need of the current HR industry? Well, it is evident for employees to find more meaning in their work responsibilities once their objectives are made clear.
The company’s mission and objectives are management-driven, which means the functional goals can be defined based on half and half effect. In short, half of it will be from the functional leader and half will be from the contributor. This will have effective accountability between both sides. Having said that, the HRs will have a major role to play here – they will be helping in defining, designing, and governing a purpose-driven culture for organizations.
HR analytics should be – of the people, for the people, and by the people
Analytics in HR is primarily used to make use of data, infer insights from the data and come up with making decisions to further attract, manage and help retain employees.
HR analytics majorly deals with the metrics of HR functions, the time to hire, and the expense required to train an employee, and the time is taken until the time the individual gets promoted. The complete process is managed by core human resource professionals and for human resource professionals.
At times, there’s a confusion between the terms people analytics and HR analytics. Well, this term is comfortably used as a synonym for HR analytics and is widely applicable to people. This term could simply be used or applied to analytics between a customer or even people outside the organization, this person does not necessarily have to be an employee of the same organization.