Bersin by Deloitte Offers Predictions for HR in 2015
Employers will be challenged to re-engineer the workplace, rethink jobs and reshape the way to attract, engage and manage people if they are to drive business performance amidst a growing global economy in 2015. Those are among the top new predictions for the year ahead from Bersin by Deloitte, Deloitte Consulting LLP.
Organizations should focus on bold, innovative strategies to develop leaders, engage employees and foster a healthy workplace culture if they want to succeed in a global environment where competition for talent will be fierce, according to the new insights in "Predictions for 2015: Redesigning the Organization for a Rapidly Changing World." Available both to Bersin WhatWorks members and on a complimentary basis to non-members, the new Predictions report provides an annual review of the key business, training and talent management imperatives and trends HR and business leaders should consider in strategic planning and budgeting to drive their business forward in the year ahead.
"The global economic recovery, rapid growth of millennials in the global workforce, a 24/7 work environment and technology-driven transparency everywhere are redefining the entire nature of work," said Josh Bersin, principal, Bersin by Deloitte, Deloitte Consulting LLP. "Amidst these new challenges, many traditional challenges remain. Eighty-three percent of companies are seriously worried about their leadership pipelines. In fact, Deloitte's recent 'Business Confidence Report 2014' indicates that 50 percent of leaders who have expressed ambition to become part of the C-suite cite 'little or no access to leadership training' as one of the main obstacles to assuming greater leadership roles."
Retention and engagement remain the No. 2 issue around the world, creating a whole new focus on employee wellness and happiness as an HR strategy. A healthy workplace culture is equally important. "If we measure and understand our organization's culture well, we can then hire and develop as leaders those people who fit and use our culture to drive performance and alignment," Bersin said.
The report includes 10 predictions that highlight many of the enormous changes under way in the workplace. In addition to predicting that companies will focus on global leadership development, engagement and culture, directions for 2015 include the following:
- The redesign of performance management will likely continue. A more agile, transparent model for feedback is emerging as many people working in teams, and new social tools let people share goals, recognition and work-related information in a transparent way. This new model has been shown to create much higher levels of performance and innovation.
- Time to address the overwhelmed employee. As more technology floods the workplace (smart watches, wearable devices and even smarter phones), HR should take a hard look at the entire work environment. Among potential solutions to consider are systems that reduce commute time and allow people to choose when and where they work.
- Skills are now currency; corporate learning takes on increasing importance. Look for an explosion in availability of high-quality, low-cost content from massive open online courses, learning management systems that provide learning recommendations and smart learning paths for employees, and mobile learning applications that look more like on-the-job performance support.
- Invest, refocus and redesign talent acquisition—leveraging network recruiting, brand reach and new technologies. In addition to marketing their organization and career opportunities, organizations should also market their mission, purpose, leadership team and work experience. Millennials and high performers look at all of these factors in an employer today.
- Talent analytics and workforce planning become imperative for competitive advantage. Now is the time to bring together the reporting and analytics teams in recruiting, compensation, engagement, learning and leadership, and assemble a plan to evaluate your workforce with a holistic data perspective.
- Revisit your HR technology plan, reduce core vendors, and look for innovative solutions that drive high levels of value. Look for vendors that are making a major investment in mobile applications and mobile HR applications. Also seek vendors that have a plan and program to deliver embedded analytics.
- Review and redesign roles and structure of your HR team and invest in HR professional development. For example, reduce the number of HR generalists and replace them with a lesser number of senior HR business partners. Shift the focus of "centers of expertise" to "networks of expertise" so that specialists in recruitment, training and other parts of HR all connect to each other, and some are embedded in the business.
To learn more, visit http://bersin.com.