Trends to watch while implementing Agile HR through digital platforms

Human resources (coined in 1960) is department of employees where they connect with activities like motivation, training, soft skill development, organizational behavior and assessment for self-development. The past decade, has been harsh on individuals in terms of appraisals and jobs. Human resource department has been under fire due to the same. But, not for long since the advancements in technology platforms, HR pressure will reduce in the coming decade. So what is going to change.

As millennials have started working in offices, there has been a growth in the tech savvy index and information orientation of enterprises. The trend of succession planning (La’-la’ companies) has moved to well-planned future and talent acquisition. To understand the landscape, some of the trends are as mentioned below

1. The Social Connect of Enterprises with Employees:Even after the success of Facebook and Twitter, enterprises are hesitant to impart via web-based social networking. It is still considered as a device of interruption in profitability of brand image. But, because of the increase in mobile utilization, the touch points are simple and therefore, enterprises are moving to a more conveying approach than controlling one. As indicated by a study from BambooHR, there is an increase of 30 percent web-based life communications from organizations to workers.
2. Personalized Benefits: Wellness, retirement, and education are few of the advantages offered by the enterprises to employees across the globe. But, as the companies have adopted a head-on strategy, individuals are expecting more personalized advantages instead of group ones. Organizations are moving towards a methodology where they offer a specific amount of cash to people which they can choose in the event that they need to move towards loans, care, or anything that goes under the company policy.
3. The Feedback Monster: Probably the biggest fear in the mind of the C-suite is the ‘input’ itself. In the event, it is personal it hurts egos and on social media attracts attention and damages company image. The majority of the enterprises end up concentrating on compensation as opposed to on feedback mechanisms because of the absence of appropriate frameworks and input techniques. Today, organizations are adopting a casual strategy to speak with the employees. By focusing on the impact metrics, the performance review of employees is made easy and focus on work-life balance is considered.
4. Technology Shaking Up HR Practices: Digital technologies are changing the paradigm of digital enterprises. From working remote to candidate pooling, dynamics in a workplace are changing. Due to access to a global network, work arrangements and schedules are becoming flexible. The digital technologies are trying to communicate between these silo points and bringing in uniformity in organization work policies and not much of a surprise the touch of the human element.
5. Individual Career Development: A year ago, when we met a specific group, we came to a conclusion that when it comes to developing a company, a full stack of skills and a connection between the CIO and CEOs are needed. This would take the pressure off an employee to run after the tasks they are given. Today, being a jack of all trades is one of the most important factors when it comes to hiring. The Millennial workforce, which is more focused and intelligent, is gearing up for new experiences in less time. So, instead of buying loyalty, companies are incentivizing new social contracts and business paradigms. If the HR teams in organizations become more agile and communicative, they can create flexibility and save a load of money for the companies.
6. Analytics is the Key to a Win-Win: HR managers in medium scale organizations are using metrics to understand their employees, measure costs, and foresee the impact on the workforce of trainings. But, still the level of data analysis in the HR workforce is lacking which has led to a 92% negative impact on the employee requirement to solution alone. What’s next in the coming year then? Even if analytics has had a sluggish start, the use of data will lead to the biggest game-changer in hiring, compensation, and acquisition. For example, analytics will bring about a connection in character mapping and skill mapping to the requirement of an organization.