HR departments are no hard on the outside seeming in when a company is developing growth tactics. As enterprises become more people-centric and recognize that their people are, by far, their most valuable assets, companies are looking towards HR to be forward-looking leaders, continually improving or even redefining how an employer attracts, manages, and retains talent.
These are entirely unpredictable times: technology is changing rapidly. The expectation of the end user is stimulating. Budgets are hard to bid for in an industrial and political climate that creates a need of safety. The problem for people leaders is that the very same set of conditions make it business critical that we should no longer lag back from the industry if it comes to our adoption of cloud-based, self-service people purposes. Research recommends that barely 20% of business leaders are ‘pleased’ with the people systems in their company. For HR, that’s sobering.
As innovators in our right through the prescient, insightful feedback clarifications we provide to companies that convert people analytics into maximized productivity and efficiency, Darwin box understands how valuable it is for enterprises to keep a steady eye on the road ahead. Presenting 5 top trends that have to be implemented in 2019.
Top Trends to implement in 2019
A Typical Employment
Given their increasing dominance in the workforce, employers must understand how vital non-traditional working benefits are to millennials and other younger generations. 85% of Millennials state that telecommuting advantages are an essential consideration in their career options. Furthermore, with over 50% of the entire workforce proposed to be freelancers, remote workers, or some other method of a non-traditional employee by 2020, such dynamics will proceed to be a significant trend in 2019 and beyond.
While Darwinbox has spoken of the influence of the gig economy to virtually any employer, as well as methods and procedures to make the most of that vital employee segment, every company has talent and task needs that fall outside of their center competencies but are still necessary, perhaps one-off or occasional assignments in marketing, website design, or anything else that need fulfillment but don’t require a full-time position. For these reasons, organizations must continue to incorporate atypical employees as a pillar of their continuous talent strategy. Failing to heed the importance of flexible workers will place industries at a competitive disadvantage, lacking the versatility needed to operate the extraordinarily vibrant and ever-changing labor market.
Technology in Recruiting
Speaking of technology, information isn’t the only advantage that innovative solutions can bring to the HR space. Classifying through endless resumes and correspondence, both digitally and on paper, are essential segments of HR’s responsibilities but also remarkably tedious and resource-consuming. Though we have recruitment management software, however, technology will proceed to provide efficient solutions for such issues, giving HR the adaptability to handoff resume reviews to digital tools that integrate natural language processing into their facilities.
These tools can quickly and effectively hunt for keywords and even understand the nuanced language that can either reveal a diamond in the recruiting rough or, just as importantly, expose flaws that might make an individual a poor fit for the company. Similarly, repeated and laborious tasks like sifting through resumes, no concern how significant they are to finding talent, are usually prone to human error. By using technology preferably than HR staff to perform these tasks, employers considerably reduce the chances of unintentionally missing key talent.
AI/ Machine Learning
So much of HR’s engagements involve interaction with both candidates and employees on a continuous basis and over a variety of different information channels. While such communication is an integral part of getting and maintaining an adequate talent pipeline, it also strains already expanded schedules and resources. Thankfully, the AI aim that is just starting to take root in HR will proceed in 2019, further evolving practical solutions to streamline those communications without sacrificing impression.
Between AI and its technological first cousin, machine learning, discoveries like chatbots and other automated information tools have clouded the lines between human and machine communication. Going forward, HR software will be responsible for integrating AI-based communication clarifications that will be able to efficiently handle much of the time-consuming communications between an employer and recruits, candidates, and regular employees, thus allowing HR to analyze on their many other engagements and tasks without ceding effectiveness. While machine-learning isn’t a cure-all, companies that understand its enormous benefits and the different areas where it can add value to methods and procedures – HR involved – will stand to collect the most significant rewards.
Working hand-in-hand with recruitment messaging, employer branding not only identifies a company during recruiting but, just as importantly, discovers a sense of balance and satisfaction for an existing workforce, creating a cascading effect on about all aspects of the enterprise. Given the highly twisted, overarching nature of social authority in modern society, a company’s brand and reputation should be preserved and encouraged like the rare commodity it is.
The idea of employer branding is broad and includes many facets of an HR department’s various responsibilities. It starts with the company’s culture which, of course, is a crucial determinant in the levels of satisfaction and productivity throughout a workforce. A healthy lifestyle that is both engaging and motivating is an enterprise’s first case against the corrosive qualities of extreme, continuous attrition. It not only makes the regular employee appreciate their position and wants to excel, but it also attracts fresh talent to the crease, feeding on itself and giving the constant influx of talent so significant to effectively compete in a crowded, unforgiving marketplace.
Feedback and People Analytics
We have seen feedback and people analytics a lot in many companies, given its growing influence in every organization, no matter its scope or the industry it serves, it empowers its attention. From an HR aspect, continuous feedback and analytics plays a vital role in every stage of the employee activity, from recruitment and onboarding to employment and the alumni stage. To that point, the expected integration rate of people analytics tools has improved from the historical average of 10-15% to nearly 70% in 2017.
Of course, not all feedback is designed equally and needs to adhere to the evolving requirements of the modern workplace. Suffice it to say, the antiquated notion of the annual review and occasional discussions with supervisors are widely inadequate in providing employers the agility needed to flex and pivot around important, authentic, real-time information collected straight from the workforce.