Top 4 HR Trends for 2017
The hottest HR trend in 2016 was making employees feel like they were also consumers, wherein they felt that being a part of the company is a social and consumer-style experience. That the company provided more benefits aside from the regular government-mandated ones.
In the rapidly advancing world of technology, the digitalization of offices seem so near. HR managers must focus on employee experience, coupled with adapting to digital advances.
Agile methodology originated in software development to speed up the process of the project and employees. It has since extended beyond the realms of just information technology, and has finally reached the shores of HR.
In Agile, each step of the project is divided into “Sprints”, which aims to tackle a certain number of points. For each problem, they would put it into the next Sprint, to address it immediately. Sprints can last as short as two days, or may even extend up to two weeks. It all depends on the situation at hand.
For recruiters, Agile methodology is used to find, identify, and train top talents into employees. Agile is up to 80 percent faster than normal. The method of teaching and receiving feedback was emphasized, which allowed trainees to grow at a fast pace.
Emphasize worker diversity
Susan Cain explains in a TED Talk that most workplaces cater to extroverts and their need for stimulation. Extroverts are productive employees. Wherein introverts are likewise talented individuals who possess a different skill set that may be crucial to office operations. CEOs, HR officers, and managers should evaluate how they can best accommodate both talents to their workforce.
Open-floor plans seem to be in vogue now, but it may not be the best set-up for most. While it emphasizes work interaction, there are some who can unleash their full potential when in an enclosed space. It is where they can ultimately focus on crucial projects with pressing deadlines.
A Steelcase research reveals that among approximately 12,500 employees across 17 countries, workers who are free to choose where and how they get their work done are 88 percent more likely to be more engaged in their work.
It is not a question of whether to design an open office or with cubicles, but rather how they can provide both for employees.
Employees and applicants are also consumers
It is also important to make sure that HR departments are ready and well-equipped to handle new applicants who are looking for more opportunities, and even better work culture.
The premise is simple. In the current peak of social media, even office culture seems to be a topic. It is not uncommon to see disgruntled employees who post their frustrations on a company’s Facebook page for mishandling an HR case, or for their policies to be extremely questionable. Since everything is now online, expect grievances and feedback to be on the web as well. The HR must treat the company like how a hotel, restaurant, or cafe would brand themselves to the outside world.
Paul Papas, global leader of IBM Interactive Experiences, sums it up well in his statement. “The last best experience that anyone has anywhere becomes the minimum expectation for the experiences they want everywhere.” It simply means that when an employee has been with the best (and it is safe to assume that they are top talent), it becomes their baseline going forward in their career. If a company offers less than that at first glance, these top talents will look elsewhere.
Holistic employee wellness
The concept of employee wellness is employee’s health is passé. Companies are now starting to realize that wellness is more than just being physically capable of showing up to work every day. It extends to an all-encompassing, comprehensive approach, which also highlights financial knowledge, mental health, or social wellness.
When bills are piling up, or workers are anxious of emergency expenses because they cannot afford another loan, even when employees are physically present, they will not be capable of working because these fears may paralyze them. When workers are unable to concentrate on work because of discriminatory policies or negative office cultures, this may take a toll on employee’s mental health. For these reasons. it could lead to decreased productivity.
The reasons behind these high or low numbers may be masked because of an office’s management inability to acknowledge that there are more issues present than just absenteeism.
In 2017, employees search for growth and holistic experiences, not HR officers which will tell them to leave their problems at home. Because try as they might, these problems will manifest in the workplace, and will result in either resignation for