Following are some trends we see in 2016 for HR and these trends have been chosen for you to help by the team of HR trend institute.
HR embraces agile:
Agile seems to be very hot trend in 2016 in HR where 2015 was the year of analytics but this year is of Agile HR. even many of the HR teams do not know what this term means so here I am going to brief it for your easiness to use it in your organization effectively. As many conference organizations and HR network facilities work hard to find out the trending HR topics for this year and in this list Agile HR has often made the shortlist.
Elements of Agile HR:
- Keep your HR team small
- Stop with all your regular meetings
- Make sure there is fresh input in your team regularly
- Find innovative and flexible partners
- Do not strive to be perfect
HR Performance Ratings:
In 2015 a few big corporations pompously announced that they were improving their performance management processes. As I have very mixed feelings about this trend. Yes, the feedback frequency should be a lot higher that once per year. Yes, nobody profit from a patronizing and uneven approach. Yes, conveying people a rough performance rating is not very obliging. But: measuring performance is very important, and the redesign or abolishmentof performance management should not mean that one stops with measuring performance as well. Hopefully Performance Consulting will emerge as a trend in 2016.
Individualization:
Treating employees as not the part of a group or a segment but seeing them as individuals in organizations is more visible in 2016. In this case HR should learn from marketing as they still far behind from the way they deal with their employees as compared to clients. But by adopting individualism concept there is a small movement to understand the employees and their needs individually rather as a whole in a team.
Talent everywhere:
Talent management is becoming a broader concept slowly but still in much organization this concept is narrow and they do not know how they can engage and retain talent. The talent pool is broader. More and more talent does not want to be employed by (big) organizations. They are self employed, and are involved if you can proffer a demanding opportunity. While others wish to work for start ups. The trend: connecting to talent outside the organization, and design new talent development programs that are also helpful for these groups. This can be done directly, or through intermediaries.
Artificial intelligence:
Artificial Intelligence is rising up and also in going to the HR field. 2016 will possibly not be the year of ‘Machine learning’, but the advances are going quick. For e.g. “Personality Insights”, powered by IBM Watson. Feed the machine with text written by the person you want to analyze, and Personality Insights gives you a sound personality profile within seconds
No comments:
Write comments