The dramatic change in the face of work has put organizations in a rather demanding position: social media and mobile technology enabled hyper connections between people around the globe have opened the insides of the companies to the world. There’s no more keeping your dirty laundry to yourselves. People talk. And you can close your eyes as much as you want, but they still talk. That’s probably why the top 2 trends in the new world of work are culture & engagement and development of better leadership. Companies are facing the need to make drastic improvements into their employer brand in order to not only survive in the war of talent, but also engage existing talents, and more over, avoid customers disappearing because people talk.
Deloitte’s new study recognized that 78% of the more than 3300 business and HR leaders in 106 countries have recognized the importance of developing company culture and engagement of people, as well as the development of better leadership as the top 2 issues to tackle in 2015. Yet, at the same time only 47% of the respondents feel they are ready and equipped to develop culture and engagement and (42%) leadership.
Based on the study, the key challenges over the top 10 trends are:
- Business and HR leaders’ need to gain clear understanding of their organization’s culture, how that culture affects leadership and engagement, and how well the many internal talent and HR programs actually work towards engaging and empowering people.
- The continuing struggle to develop leaders at all levels to communicate and execute the strategy, and engage and empower talents.
- The tools, trends and technology is developing so fast, companies are struggling to maintain the necessary level of skills within the organization.
- HR leaders must reinvent their roles and deliverables in order to support the businesses in the vast changing world. HR’s performance was rated on the average 20% lower than the previous year. HR performance must be accelerated to deliver much better value as the economy improves. CEO’s are already replacing HR’s with non-HR professionals to fill in the roles of Chief HR Officers.
- There are more and more needs to adjust the workforce on demand, in other words use more flexible approached on workforce such as hourly, contingent and contract workforce.
- Traditional performance management systems will not match with the more flexible workforce solutions. Therefore those need to be replaced with more innovative solutions both in technology as well as in the metrics.
- Businesses need more metrics and analytics to address the complex business and talent needs, and support the decision making as early as possible.
- Such a information overload and change in the way way work is done requires heavy simplification of the work. Otherwise people won’t cope. We are seeing work environments changing and practices being simplified to help employees focus and relieve stress of at work.
- Many traditional jobs will be replaced with machines reading, analyzing and even speaking and making decisions. Jobs will need to be redesigned to collaborate, not compete with machine learning.
- People data exists everywhere. There is a growing need to bring it in from social media and social, talent and recruiting networks make better HR & leadership decisions.
Source: Global Human Capital Trends 2015, Deloitte
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How is your company coping with the pressures of realigning HR with business goals and strategy? Are you recognizing your company culture, and how that can be developed and used in order to support the strategy, engage people and develop leadership? If your organization needs sparring in how to cope these topics, do not hesitate to contact us at experience(at)emine.fi
Lue myös kirjoituksemme aiheesta: ”Fakta-lehti: Suomi ui HR-trendeissä vastavirtaan”
