Human Resources Tools & Trends In 2020

 

Human Resources Tools & Trends

In

2020

We have just entered 2020, not just a new year, but a new decade in which we can predict with certainty that change and evolution in the world of Human Resources Management  will continue to evolve rapidly.

 

At the present time technological innovations, demographic and social changes, lifestyles and personal decisions, as well as the economic context, are factors that combine to shape the next trends that we will see will take place during the next months the organizations.

In this post we are going to describe some of the HR trends that we believe will impact our clients around the world and that, according to research and experts in this area, will be part of our lives for years to come. Or put another way, we will pose some questions about trends that can lead to practical problems within our teams and organizations. Do the challenges lie in how we will respond to these questions?

1 - How do we listen to employees?

We all like to be heard, and our employees look forward to being able to express their opinions at all times and get answers. The companies that listen are the ones that will obtain an increase in income and productivity, thus benefiting from a reduction in their turnover levels.

To have a positive impact on the employee experience, an aspect that has become increasingly relevant, we need to listen at the right time: the most common is that most employees give their feedback four times a year through questions posed by their organizations, however, it will be pursued to personalize these questions depending on the generation or journey within the company of each professional. We must find the most appropriate moments when employees want to be heard and then listen to what they have to say to us.  

After listening, we must ensure that employees perceive that actions are carried out as a result of their comments. We must be transparent about what we have heard, when responding and what we hope to change as a final result.

2 - How do we handle the data?

Spending dedicated to talent analysis (Talent Analytics) is the line that has experienced the fastest growth within Human Resources budgets in recent years. 75% of organizations have increased their planned spending, tripling the average of the teams that manage this area in the last three years.

The data we collect provides us with information about decisions in all areas, based on questions we ask ourselves. Questions such as who should we recruit, from where, how should we do so that our employees can develop and grow professionally, what do they demand in terms of incentives and how we can retain them in our company.

 

However, while in recent years our focus has been on answering the question "What data should we collect?", There is now a trend to the question " How do we use the data we collect ethically? " Social media and Artificial Intelligence are here to stay and more and more frequently they raise new questions related to ethics when it comes to considering what is inside and outside the organization; Is everything external outside the reach, control and contact of an organization?

 

For this reason, Human Resources has a fundamental role in defining the ethical position that organizations must take to respond to such questions.

 

3 - How do we define "career"?

Heather McGowan predicts that in the future we will have 16 different jobs in 5 different industries. Two-thirds of the jobs of the future don't even exist today. In this context, the traditional lines between education and employment have been radically transformed and eroded. McGowan points out how “Education becomes learning, without an end state. The measurement of success is the ability to learn, adapt and create new value. "

In this new environment, new skills that don't yet exist will be demanded. We already know that millennial place development and growth as a priority above traditional benefits and we also know that traditional careers based on changing job titles and promotions are becoming obsolete.

Human Resources should lead the way in establishing new work environments that foster continuous learning, provide transparency in job opportunities and movements, and allow employees to jump from one discipline or business unit to another, while learning in a different way than usual. they learned in the past.

 

4 - How do we learn and develop?

While the rise of Chatbots has been lauded for successfully eliminating repetitive tasks from many jobs, what has been largely ignored is that about half of all traditional on-the-job learning opportunities are disappearing with the introduction of these new technologies. The experience level of the past, which has allowed us to learn and practice our fundamental skills, has disappeared, leaving only work in the equation, which requires a higher level of experience.

Human Resources needs to develop learning strategies not only by asking: "How do we develop new digital skills in our employees?", But by reformulating the question as follows: "With the emergence of Artificial Intelligence that is eliminating many of the learning opportunities, how can we develop all the skills we need?

 

5 - How do we allow people to “enter”?

In the same way that we allow people to enter our homes by letting them see who we are, this will need to be replicated at the workplace. More than 70% of employees say their bosses should show more transparency. Tools such as Glassdoor, Blind and Rate my Professor are allowing this type of transparency to be implemented. Companies leading the way in this area are offering radical transparency by making all salary and performance data available free of charge.

 

Human Resources must therefore go a step beyond its comfort zone in terms of transparency and what information to share with employees without asking "How do we control our narrative?” But rather, “How can we know the growing need for transparency from our employees?”

 

6 - How do we manage?

In the last decade, organizational spending has increased tenfold in terms of administrative staff development. The result, The effectiveness of the administrative staff remains unchanged. This investment appears to have had a negligible impact. So what has not worked?

 

Gartner predicts that nearly 70% of today's administrative tasks will be automated within five years.

 

This means that from now on, we should think more deeply about redefining what it means to be a Manager to improve effectiveness. For example, should managers primarily focus on unlocking the potential of the team, providing disruptive thinking, and building a collaborative environment? The sooner we imagine the role of our Managers, the sooner we can reimaging and carry out the recruitment, development and performance processes.

 

7 - How do we work together?

The appearance of research that continues to reinforce what we already know is more and more frequent; lasting success comes from effective teams and not just from effective individuals. A Google study carried out on 180 computers, analyzed which indicators affected the most in terms of high performance. The answer was the creation of psychological safety: create environments where failure is admitted, ignorance is shown and it is allowed to ask questions and learn.

 

So if we know that growth and success are the result of collaboration and psychological safety, what does it mean for performance management approaches? How can we incorporate collaboration into our work from the beginning as one of the objectives? How can we describe teamwork as an action, something we do or how we behave, rather than as an undefined attitude?

8 - HR must lead the way again in 2020

Human Resources leaders and teams have a critical role to play in this new environment with new technologies and social and demographic trends that we are experiencing and will experience in the coming months.

 

For employees to prosper, grow in our organizations, and perform at their best, Human Resources will need to act as a leader in terms of listening and caring for employees, having clear strategic thinking, and fostering collaboration between your employees.

 

Likewise, new technologies can help and contribute to the achievement of the priorities of each organization and Human Resources must take advantage of the opportunities that these tools offer, to overcome the continuous current and future challenges they face.