Over the past 7 years we have seen a progression in Human Resources from being transactional and development-oriented to being viewed as a strategic partner that helps drive an organization’s business.
This advancement is due largely in part to the assistance of technology and automation which reduce transaction time and yield robust, consolidated reports. Here are four leading HR trends we are seeing organizations embrace in 2016 to help move towards a strategic HR presence.
Embracing technology means being open to the idea of using a robust piece of software to help manage and organize your HR related data. Using such technology will allow your business to create a strategic workforce and to extend your HR vision universally across your organization. New mediums for self- service functionality and data availability will also help foster employee engagement and development. For many organizations, this involves a move to cloud-based technology and results in a more agile and responsive approach to business.
Benefits of embracing technology include:
- automation of many manual processes
- provide transparency to business processes and data updates
- consolidated data for consolidated reporting
- system standards that will assist you with compliance tracking and reporting
- broaden your reach of existing employees and potential candidates
- offer new engagement mediums for your employees and managers as well as job applicants.
Organizations are moving beyond basic applicant tracking. The shift is to integrated data solutions with a talent and role-based foundation. In addition, a recruiting marketing component allows organizations to better attract specific talent and to reach a larger audience base. Having a solution which stores Talent Profiles allow organizations to better retain top talent and to mirror top performing profiles in the selection process.
Benefits of strategic recruiting include:
- automation of the requisition and posting process
- increased reach of postings and the candidate search process
- transparency of the fulfillment process
- offer new engagement mediums for your employees and managers as well as applicants (increases engagement)
- the creation of Talent Pools for cultivating new prospective applicants
- the use of Talent Profiles to find candidates with similar skillsets as your existing top performers (trends) helps reduce bad hires.
Growing and Developing Your Employee Base
Today’s workforce is rapidly evolving. We have five generations of employees working together and each generation brings a different set of needs and expectations. And there is a strong, competitive market for top talent. Organizations need to recruit high potential employees and grow and develop their existing employees. Employing talent management initiatives such as performance management, career development, and learning opportunities allows organizations to meet the complex challenges of the workplace.
Benefits of growing and developing your employee base include:
- increase employee engagement through mobile and self-service capabilities
- assess and track employee performance
- identify top performers and those in need of assistance
- develop actionable, trackable, and reporting performance improvement and growth plans
- offer trainings and track their effectiveness
- use employee surveys and feedback tools to increase satisfaction and retention
- facilitate collaboration between employees regardless of location.
Preparing for Key Position Vacancies
Key positions are essential within your organization and a vacancy could possibly wreak havoc on your business. There is a decisive movement to identify key positions, predict upcoming vacancies, and prepare successors to assume these roles. This exercise is moving to the forefront of HR activities as many organizations face an aging workforce (moving towards retirement) and a younger workforce with a tendency to change companies more frequently than previous generations.
Benefits of preparing for key position vacancies include:
- identification of business-critical positions and hard-to-replace talent
- a succession plan with multiple tracks proposed
- short term and permanent plans
- multiple layers of advancement and/or backfill
- increased training and the use of growth plans for tapped employees
- this also leads to better retention and engagement of top talent
- a strategic approach to managing your workforce.
For more information about how technology can help drive your HR segment towards being a strategic partner within your organization, please check out these Resources on SAP SuccessFactors.