What trends In HR Will Govern 2016?

I am hosting the current HR Carnival and for the theme, thought that came to my mind was on the HR trends that will govern 2016. I got some interesting posts for you today. 

David Richter, on his blog shared the "6 HR Software Trends You’ll See In 2016". He outlines what he has noticed in the HR software industry over the past 12 months and gives some thought as to what he think is likely to happen in the future. 

Stuart Rudner in the recent post shared that there will be clarity in the laws so that managing performance and imposing discipline on employees will not be percieved as "harassment". 

Stephanie Hammerwold in her recent post shared on Ban-the-Box initiatives. This is an issue that is getting more and more attention and was recently addressed by President Obama, so she thinks this is something that needs to be on your radar in the HR world in the upcoming year.

Catching them young, a strategy adopted by companies operating in the IT and tech space to improve their gender diversity appears to be gaining momentum. It's a well-known fact that not many women opt for careers in the science, technology, engineering and math or STEM fields. As a result, gender ratios are highly skewed towards male employees. Several companies are running programmes targeting girls-only schools with an objective to build a future bench strength which is more diverse in nature.

Any more trends that come to your mind, share in the comment section below. I'm waiting to hear your thoughts. 

Top 10 Issues Faced by the Human Resource Department

What’s troubling you in HR? What are the problems faced by your HR department in the current scenario? Anything new about the challenges you are facing today? Whether it's a specific problem or a list of problems? What are your 10 toughest issues in HR? Any concern keeping you awake all night?

I want to know.


This is what I asked from the top HR professionals and fellow HR bloggers for my recent HR carnival Theme which I am hosting today. Tell me your problems in HR

So this post not only has my insights on this subject but also carries inputs given by other HR bloggers from around the world on issues, challenges or concerns grappling our HR Fraternity.

So without wasting time, let’s dive in.

Top 10 Problems That Are Grappling the Human Resource Department

1

How can HR get the elusive ‘seat' at the table?

Prasad Kurian on his blog on HR, OD and Personal Effectiveness shares that a mathematical approach to HR by being more data-driven, quantitative, objective and mathematical in approach can help in getting a seat at the table. We should make an effort to figure out if the particular HR issue that we are dealing with is more like a ‘problem’ or more like a ‘paradox’ and deal with it accordingly. Data and analysis are very useful. But they are not substitutes for understanding and wisdom. 

Even when it comes to the matter of strategy making, it has been argued that the core strategy making process is essentially intuitive, with data & analysis being useful as an input/trigger for strategy making and also as tool for doing a reality check on the strategy created. The same holds in the case of HR strategy also! We must also remember that in the physical world (outside Mathematics) there are 'singularities' where 'normal rules/algorithms' no longer work!

2

How do we get our employees to not only understand their deficiencies in either behavior or performance, but also be a part of the solution in addressing them?

Judith Lindenberger from the Lindenberger Group, shares in her latest post that managers should be leading the employees through a cooperation approach to change their behavior or performance, rather than leading with compliance. Forcing or even requesting compliance first will often promote defensiveness. Just like your child, an employee when faced with his/her wrongdoing, will likely try to find a way to excuse or defend their wrongdoing. And it’s a slippery slope to non-compliance if the employee’s initial reaction is one of defensiveness. Chris Edmonds from the LeadChangeGroup.com also shares that if you want better performance then clear the path and coach for success. 

3

Raising the Bar – How can HR increase capability of the employees?

In one of the interactions with a senior HR leader, I came to know that working towards the development of employees is very essential. Companies which are far ahead in terms of technology, invests a lot in building capability of its workforce. There is a burning need to invest in the right direction. Making our people adapt to change and deliver in challenging situations is the need to the hour. Page cole from the LeadChangeGroup.com shares the Most Important Lesson You Will Learn Today and that is Learn One Lesson Per Day & Learn It Well. 

4

How to use technology in sharing of knowledge?

John Hunter from the Curious Cat, Management Blog shares that Technology can help improve our adoption of better understanding thereby creating a climate and expectation of continued learning. Few ways in which knowledge can be effectively shared are through Intranets, Wikis, websites or blogs and through traditional methods like books. 

5

How to enhance the domain knowledge in HR?

Process of continued learning and remaining at par with the new developments in the HR field is one of the challenges the HR fraternity is facing today. Apart from attending workshops, seminars there is strong need on devoting time on self learning. Legal laws and compliances are changing at a rapid pace and one must have the expertise in understanding as well as comprehending such changes. Read books, talk to HR people, meet and discuss and share your perspective with veterans from the industry. 

6

How can we attract new hires?

We are struggling to find new hires. We advertise locally and nationally on major job posting sites. And while we are having some success hiring through agencies, they charge high fees. What are we missing here? We offer a great insurance package, 401(k), profit sharing and competitive rates in one of the most popular cities in the U.S., yet we still have trouble finding good applicants. Any thoughts on the matter? Check out the insights on the post by Rebecca on Paycor.com about attracting new hires

Seems like the hourly worker is a hot topic of conversation just about everywhere these days. Yet, some organizations still struggle with high turnover and poor-fit hires. Findly shares a best practice approach for recruiting and hiring today’s hourly workers in this post here

7

What would it take to create a more human workplace?

This does not mean we hold hands and sing summer camp songs, or that you need to become a therapist. It means that we are adults at play at work. We all get to use what we are good at. We work through conflicts in a healthy way. Conflict is inevitable and good for challenging the status quo. Mary C. Schaefer, shares that if organizations are to thrive, managers are going to have to take seriously their own health and face their own demons, in order to learn to truly lead others.

8

How to retain talent especially in the IT sector?

Randstad Award 2015 research reveals IT professionals are more inclined than any others to look for a new opportunity. In fact, 18% of IT workers polled in the survey changed employers in the past 12 months, and another 20% say they consider seeking new employers in the coming year. As a result, retaining critical talent and keeping overall employee turnover in check have again become a top priority for businesses in 2015. Randstad Sourceright offers helpful tips in this post and the top three factors driving IT employees to switch employers and approaches businesses can embrace to address each of these retention challenges.

9

How can HR skill itself to manage change in the organization?

One of the focus areas is on the development of HR skills so that they are able to handle change adequately in the organization. It is often observed by senior leaders that HR takes a hell lot of time in designing and implementing anything. Be it policy matter or any key strategic decisions, HR professionals tend to take longer than usual time to come to a conclusion. Hence, to make HR become order creators and not order takers in any organization, it is vital for them to skill themselves to effectively manage any change in the organization. 

10

How to assess accommodation of disable people in organization?

This issue is more location specific. Stuart Rudner shares that it is well-established that employers in Canada are required to accommodate individuals with disabilities. This is an issue that arises frequently, but is often misunderstood by both parties. Employees must participate in the accommodation process by providing medical information, and employers must genuinely consider any request for accommodation of disability. 

Do you have more issues to add on the list. What is bothering you these days? Do you agree to the views shared in my post. Please post your thoughts in the comments section below. 

Top Five Emerging Trends in Human Resource Management

How has the HR services evolved in recent times? What are the future drivers in the HR industry?  How will HR create a better user experience? Why do HR exists in any organization?

In the recent edition of “People Matters“, Vikram Choudhury writes on the HR Industry story and the Disruptions for Growth. I present to you the major bullet points of the story. For complete and detailed reading, grab your copy today.

From a mere “transactional” role, the HR department is expected to rise and become a better service provider. Businesses are becoming mature and hence expectations and delivery from the HR department is growing tremendously. In my current post, I would like to touch upon the Top Five Trends in Human Resource Management that will emerge as a “GAME CHANGER” for those in HR.

1. Recruitment Services

  • Demand shifting to outcome based expectations
  • Consolidation is on the cards
  • Quality and timelines will be key to survival
  • Failing to adapt can prove to be fatal
  • Time to invest in Talent

Opportunities:

  • Positive hiring outlook in companies
  • Staffing and temporary recruitment
  • Managed Services

Threats:

2. Learning and Development Services

  • Learning budgets have shrunk in organizations
  • High demand for leadership development
  • Evolution of the partnership model
  • The emphasis on quality will rise

Opportunities:

  • Leadership development
  • Technical and supervisory skills
  • Gamified learning

Threats:

  • Uncertain political and economic market conditions
  • Slowdown in learning budgets
  • Changing demand patterns

3. HR Technology

  • Tech segment to mature faster than other segments
  • The increasing influence of cloud and analytics
  • Social technologies continues to grow
  • Technology companies to focus on the SME space
  • Traditional business models may become ineffective

Opportunities:

  • Cloud-based technologies
  • Analytics
  • Socially integrated products

Threats:

  • Dynamic demand landscape
  • Finding key talent
  • Low awareness of consumer market

4. HR Consulting

  • Companies should build base for future growth
  • Technology is changing nature of demand
  • Time to develop specific expertise
  • Engagement and productivity will be key

Opportunities:

  • Global expertise
  • Specific HR services
  • Skill and operations consulting

Threats:

  • Low margins
  • Low discretionary spending of consumers
  • Talent availability

5. HR Outsourcing

  • Service providers have to build value-added services
  • RPO will come in a big way
  • Opportunities from HR’s changing role

Opportunities:

Threats:

  • Talent availability
  • Low consumer maturity
  • Expectations of global standards

 With challenges comes a time of great opportunities. Good times lies ahead for the HR industry. There is a significant advantage for companies who have deeper knowledge of market conditions. Customizing product offering based on local conditions will help companies have competitive advantage in the market.

Do you think of other areas which can prove vital for the HR industry? Are there any other vital challenges that you can think of? Do share your inputs in the comments section.   

Rocking the HR Carnival Of April 2014

I am happy to be back. And this time with a BANG!!!

I hosted the December 2013 HR Carnival last year. Things have really changed so far. I thought of coming out with some theme for this Carnival of HR, but then didn’t wanted to restrict on any submission.

So, for the HR carnival fans out there, here is what April Carnival has in store for you.

This time the list is pretty long but I am sure by following the links, you will get loads of useful information for sure. 

How To Get Into Human Resource Management?

Ben Eubanks from the Upstart HR answers one of the questions which even I thought of asking many senior HR professionals at the start of my career in Human Resources. He writes an elaborate and a detailed post on helping people on how to get into human resources without experience. This post is a treasure on the subject backed by some data from a recent survey Ben developed, and insights from other HR professionals which makes this post worth reading and bookmarking for future. Its pretty long, but it’s going to be good. Mark my words. 

Training and Development

Do you think that training is a form of LUXURY? Do you see the investment made on training and development as an EXPENSE? Dan McCarthy talks about the “70-20-10” model of leadership development. Let’s stop pushing “development” as a cheap replacement for training, if it’s really just an excuse to cut costs, and let’s get smarter as to how we invest our limited training budgets. Do check out the complete post on his blog on “Great Leadership

Shawna Berthold on Technomedia’s blog tackles an interesting leadership development topic in “Filling the Leadership Gap through Performance Management.” Berthold’s post uncovers that while employers realize the importance of developing the next generation of leaders, they have not been executing on the necessary steps to develop them.  Berthold shares some best practices, tying development to performance management, as a food for thought.

Sylvia Vorhauser-Smith latest blog post on Forbes.com, Defining the Six Tiger Countries of Southeast Asia: Workforce Characteristics and Talent Management Implications, uncovers the significant differences between countries with regard to talent management and changing workforce demographics. Do check it out.

HR Reconciliation

Reconciliation is a critical HR concept, but we rarely talk about it.   We talk a lot about engagement, harmony, trust and tolerance but not so much about the reconciliation needed to be successful. Ian Welsh tries to break the ice by answering Is Reconciliation With Reality a Major HR Challenge

In business, mistakes can lead to higher expenses, lost revenues, greater risk, and diminished market share. Some mistakes are obvious – a poorly performing product, obsolete design, poor customer service. These and similar errors are easy to spot with good quality control and by keeping an eye on key performance indicators, such as number of units returned as defective. Alex Raymond shares with us the top five problems and resulting costs associated with a company that lacks effective alignment. 

Employee Engagement – HR Practices

According to a survey from Monster, nearly 60 percent of respondents said they experience work-related stress. The survey also indicates that workplace stress can be caused by any part of a job and is different for everyone. So what to do? Check out this awesome post by Kate Achille on which she shares tips for improving productivity and reducing stress with her 4 Ways To Be Happier At Work

Blake McCammon from Blogging 4 Jobs comes up with their 5 Truths To Gaining Employment and Living Life. They also come up with the 4 steps in creating a employee friendly workplace. Don’t get scared of Big Data. Check out to know What’s the Big Deal with Big Data in HR & Recruiting” 

The recent blog post from Hogan Assessment Systems, workplace assessment expert, Jocelyn Hays reflects on her educational background and experience to detail how employers select new hires in the real world.  She discusses hiring trends around determining fit, applying for multiple jobs at once, references and hiring technologies.

Karin Hurt explores in the blog post on the 9 Ways to Be a Positive Force in a Negative Workplace. The world needs people who dive deeper to change a negative workforce. It’s far easier to run away. Do read it.

John Hunter from the Curious Cat Management Improvement Blog shared one of the practices called Pay to Quit followed at Amazon wherein once a year, they offer to pay their associates to quit. The first year the offer is made for $2,000. Then it goes up one thousand dollars a year until it reaches $5,000. Go check out this post Innovative Thinking at Amazon: Paying Employees $5,000 to Quit

Taking cue from what happened in Toronto last week, when a Ceridian employee went on a rampage, stabbing several of his colleagues after apparently learning that his employment has been terminated, Stuart Rudner from Rudner Macdonald.com shares some valuable tips for employers and employees on how to handle dismissals and Planning for the Unthinkable

Ageism” has been talked about frequently in the news, especially in the recent years following the recession. It has gotten a lot of press recently with reports of workers in their 30s in Silicon Valley getting Botox injections in order to appear younger in an attempt to compete against “younger” workers. Mike Haberman in his latest blog post explores on the Seven Signs of Age Harassment.

Leadership Development

It’s time to evaluate leaders by the most crucial output for which they’re responsible: the quality of their followers. Julie Winkle Giulioni talks about How Well-Populated is Your Pipeline

According to an upcoming i4cp study on organizational agility, more than 64% of large organizations experience disruptive change in the past 24 months. Markets are changing rapidly, often unpredictably, and winners can unexpectedly become losers. Erik Samdahl digs more in Building Agile Workforce Planning and Analytics Capability. Do check out the post on his blog.

HR Technology

Anita Lettink questions on the influx of technology into HR. The general idea is that technology dehumanizes the personal touch that HR leaders are keen to have. Somewhere along the line, we’ve become so obsessed to make HR service delivery as cost-efficient as possible that we’ve overlooked the employee experience. And that means we’re missing out on something important. Read more on How HR is not About Technology.

The challenge of Big Data and analytics is to do new and better things, including better leadership development. The promise of technology doesn’t lie in doing the things we’ve always done only faster. The big payoff is when we invent knew things that deliver results we never dreamed were possible. Wally Bock shares views on Developing Leaders with Analytics

Strategic HR Orientation

Chris Fields investigates on why HR is not made part of any strategic decision making process. In his blogpost, he shares two interesting examples on the industry leaders who brought HR into the boardroom as strategic partners and how it added value to the entire discussion.

Other Interesting Reads

Danielle Weinblatt shares tips to help employers attract, screen, and leave a positive impression with creative thinkers using diverse and cutting edge talent acquisition practices.  The post, To Hire Innovators, Be Innovative covers areas including employment brand, social media, hackathons and more.

Naomi Bloom in the interests of raising money for the nationally-reviewed professional theater pulled out her hidden talent and let ‘er rip.  And that got her thinking about what other hidden talents lay forgotten or simply not uncovered and never recorded because, at the time, they don’t seem job-related to her. After reading her post, I throw this question for you. “Will you ever update your Linkedin profile with a list of your hidden talents?”

Why are You After Passive Job Seekers,” a blog post from Russell Miyaki on recruiting top performers, rather than “passive candidates.” Russell’s posts asks recruiters to think about the process a little differently to catch the attention and make an impact with these individuals.

Mervyn Dinnen congratulates the budding job seekers upon joining the corporate world. He shares with us the 3 Things Millennials Need to Know About Their Bosses.

Technology has impacted our life to the core. The moment you wake up in the morning till the time you sleep, you are hooked to the tiny device the so called your “mobile phone“. I can’t imagine a life without it today. But Doug Shaw in his recent post asks all the readers this question “What did you do before you had a mobile phone?” Head over to his blog to join in this interesting conversation.

Thats all I can share for this Carnival of HR. I am thankful to all the contributors for sharing their recent posts with us and enlightening us with their valuable thoughts. Do drop in your comments and let us know your learning from this HR carnival. 

Future Challenges In Human Resource Management

“Any change, even a change for the better, is always accompanied by drawbacks and discomforts”.  ~Arnold Bennett

Change is inevitable. We cannot reject a change. Our dilemma is that we hate change and love it at the same time. When it becomes difficult to suffer than to change, we will change. 

What makes me gung ho about change management is on account of the upcoming HR carnival where Dorothy Dalton from the Talent Management Blog is looking for posts related to “HR in changing times“. So keeping the spirit of the carnival in mind, I thought of sharing a research conducted on the aspirations and career choices of Gen Z.

In a day of illusions,

And utter confusions.

Upon our delusions,

We base our conclusions!!!

A recent survey was conducted on Gen Z (children who are currently under the age group from 12 to 18 years) to gauge their opinions and perceptions on the career they want to choose. Now, we as HR professionals need to understand what is going to be in store for us in the near future. 

36 youngsters in the age group 14 to 18 were interviewed for the research. The method adopted was to obtain categories and find their broad linkages with their aspirations as perceived by them. 

In the job context:-

What Does Freedom Meant To Them? 

  • Doing a job that offers freedom
  • Not to get bothered on leaves, permissions and working hours
  • They do not want to get directed every time on what to do and what not to do
  • They understood the value of feedback
  • Rather than being directed by a boss, they would prefer a buddy at work
  • Aspiration to become a successful entrepreneur like Steve Jobs or Mark Zuckerberg 

 Creating a Different Way…

  • Around 30% of them mentioned about “doing something different in their career” 
  • They would like to extend their professional career beyond one organization
  • Wants to set up their own business or becoming an entrepreneur
  • Many of them showed interest in taking up unconventional careers like becoming a Nat Geo  Photographer, a celeb’s hair dresser or being an image consultant
  • Around 10% of them also showed interest in pursuing a career in medicine, engineering and government  

Their Take on LIFE…

  •  More than 50 percent saw “good life” and “good money” as the key drivers for choosing a career
  • They want to create their own life
  • They associated with the symbol of all things to be nice which are signs of a good life. 
  • Owning an Audi or a BMW, going for a vacation to US and having a bash were also highlighted by them
  • They don’t like people who show off

What about Globalization?

  • They viewed their career can span on a global canvas
  • They want to study abroad, inculcate global values and wanted to be seen as an individual who can influence at a global level
  • According to them, no boundaries exist between the global job market and their local place of existence

On Professional Commitment…

  • They would not like to be associated with an organization for a longer duration
  • Many wanted to utilize their talent wherever they can
  • What matters to them was to deliver on the commitment made for that time period, irrespective of the tenure

On the Risk Taking ability

  • They don’t want to be perceived as laidback or uni dimensional in approach
  • They wanted to experiment with a couple of fields and choose what they wanted to pursue
  • Many were also keen on working for an NGO

On the Technological front…

  • Less interest was seen towards technology and careers associated with it
  • It lacked the novelty factor as many were seen inclined towards it
  • They mentioned avenues like journalism, photography, working for the UN, teaching in Africa, joining Hollywood etc.

“The first step toward change is awareness. The second step is acceptance”. 
~Nathaniel Branden

That was a snapshot of the outcome of the research. Interestingly, the Gen Z is able to share things that were generally not heard of from the previous Gen Y. Gen Y is well-versed in mobile, computing and the information systems while Gen Z is looking beyond the technological space. As HR Managers we need to work out a strategy for future where we are able to match the organization’s aspirations with Gen Z expectations. 

The biggest challenge in human resource management is to keep abreast with the changing time and mindsets of individuals. 

Five years down the line what kind of challenges do you foresee HR department will be working upon? What change as HRs do we need to bring in ourselves? Will the organizations of today work in the same way as they work today? What is your take on the entire situation? Share your comments below. 

Carnival Of HR – Important HR Trends To Watch Out

 

Hey, this is my first HR carnival as a host and I am pretty excited about it. Thanks to all the wonderful HR Bloggers who shared their thoughts with me. The theme that I shared for the current carnival was on the growing HR Trends in 2014. So here is the list of blog posts that I received. Hope you all will like it.

Cloudy with a Chance of Meatballs: HR Trends for 2014

By Judy Lindenberger 

I keep hearing about the cloud, don’t you? Cloud computing refers to resources and applications that are available on the Internet from an Internet connected device. My predictions for HR trends in 2014 are:

1) more HR data will be stored “in the cloud”;

2) there will be increased use of HR technology; and

3) technology will include apps for employees to record their time online, virtual employee on boarding, and online job application and screening systems.

There are more HR trends!

  • Another big weather change is health care. By January 2015, all full time employees at companies with 50 or more employees must be offered job-based health coverage. HR will be charged with controlling costs and increasing wellness programs.
  • Blue skies for social recruiting and referrals, which will still be two key ways to find talent.
  • HR pros will need to watch what falls from the skies around immigration reform law and the Healthy Workplace Act.

Regarding “meatballs”, HR will need to understand millenials (who I love and adore as I am the mom of two of them) in order to attract, retain and develop this talented group of employees. My favorite recipe for meatballs includes a cup of regular feedback, a half a cup of multi-tasking, a tablespoon of challenging assignments, two teaspoons of teamwork, and a sprinkle of technology.

Judy Lindenberger is President of The Lindenberger Group, a human resources consulting firm based near Princeton, New Jersey. She writes a blog, HR Locksmith, at http://www.lindenbergergroup.com/blog/. She can be reached at [email protected] or at 609-730-1049.

 Alex Raymond shares his communication strategy with employees when you hit an obstacle.

Linda Fisher Thornton from the  Leading in Context Blog shares “As we head into the New Year, let’s help our leaders be ready for this positive, proactive ‘ethical leadership future.'”

Leena Thampan from Wagepoint payroll recently wrote a blog post about what HR professionals can expect in 2014 when it comes to HR tech. Her post focuses on how user-friendliness is going to be a key factor in the adoption of HR apps when it comes to the entire organization.

 Ian Welsh shares major HR Issues That Will Change the Future of HR!

Mervyn Dinnen shares on “How to tell Your Story in 2014“?

Hope you like the compilation.

What are your predictions for the coming year?