The industry’s HR trends for 2014, part 3: the ever evolving global workforce
As a global HR services provider, our goal is to help HR professionals in making HR work – better. Therefore, NGA decided to gather the industry’s most trending evolutions for 2014.
A total of 15 trends have as such been divided over 3 blog posts, which will all focus on 1 specific HR area. The first blog post <add link> focused on the strategic role of HR. While last week’s post provided you with 5 trends related to HR Technology, this last blog focuses on 5 new trends related to our changing global workforce:
11. Focus on employee retention – the ongoing war for talent
In 2014 employee retention will become a top priority, predicts Josh Bersin. During the past five years, companies have reduced costs, restructured, rationalized spending, and pushed people to work harder than ever. But this year the power will shift: high-performing employees will start to exert control. Top people with key skills will be in short supply. In addition, people want work which is meaningful, rewarding, and enjoyable. Top performers will seek out career growth. Mid-level staff will strive for leadership development. And HR will have to compete, adapt, and innovate to stay ahead.
12. Redefining employee engagement
Given the above retention challenges, Josh Bersin’s opinion is that HR will have to look at engagement from a holistic standpoint. A company’s work environment, management practices, benefits and recognition programs, career development, and corporate mission all contribute to engagement.
According to Pat Greer, recognition is the first step towards employee engagement, beginning at the start of an employee’s career. Employee engagement consists of meaningful work, support, tools, and wellbeing in the job.
13. Millennials are entering the job market
As a new generation is entering the job market, it is important for HR to know their characteristics. Pat Greer summarizes: “Besides their penchant for technology, millennial employees are more global in their thinking, more invested in relationship building, and more willing to be flexible within the workplace. Knowing these values, plus the many other traits held by millennials such as having passion, believing in accountability, and being achievement driven, will help HR professionals as they seek out productive employees to fill new roles.”
Melissa Bailey goes one step further: HR also needs to adapt its way of working to these needs, and focus on offering a more personal touch to this generation of candidates and employees. Employers should consider how technology can help facilitate, rather than replace, a personal interaction.
14. The rise of flexible working environments
While some companies are wary of introducing flexible working in their business, most now acknowledge its benefits – including a happier and more productive workforce, says Nicholas Roi.
SAP states that virtualization and globalization are increasingly transforming the workplace. Remote and flexible working arrangements will continue to proliferate, expanding outside country boundaries and forcing employers to be more innovative in how they use collaboration tools.
15. Continuous learning and development
In 2014, Josh Bersin expects that companies will aggressively redesign their appraisal and evaluation programs to focus on coaching, development, continuous goal alignment, and recognition. The old-fashioned performance review will slowly be replaced by a focus on engaging people and helping them perform at extraordinary levels.
In addition, companies that focus on continuous learning in 2014 will attract the best and build for the future, says Josh Bersin. The skills gaps in the workplace are greater than ever, and organizations must build continuous learning solutions to engage current people and attract professionals to their organization.
Jeanne Meister, Contributor at Forbes, sees two innovations: firstly, companies are evolving towards an on-going dialogue rather than a once a year review. Secondly, some companies are going one-step further to create a new evaluation process focusing on an informal system of real-time feedback, without any forms to fill out or submit to HR. The goal is to make key HR processes more transparent, leverage the wisdom of the crowds and to democratize the flow of information throughout the organization.
We hope that the past 15 HR trends for 2014 have been useful to you and your company, and will help you to prepare for the future.
To conclude, we would like to refer to Anita Lettink’s summary of the 2014 HR trends in her recent article: “In 2014 your HR will be mobile, social and in the cloud, as big data will demonstrate to the business that you must recruit and develop talent. And while you’re introducing new technology, don’t forget to reskill your HR department.”