What are some of the big trends for HR in 2017?
Enter Gen Z
Millennials are no longer the newbies, according to FastCompany.com. Those on the older end of the millennial spectrum are hitting their mid-30’s. Now we have Generation Z entering the workforce (starting somewhere between 1994 and 1996 and now turning 21-23).
HR Leaders need to think about what they bring to the workplace, and how to prepare Millenials to lead them. Are they fundamentally different, and how?
Second thoughts on how to ditch the Annual Performance Review
In their article “5 HR Trends for 2017”, FastCompany also mention that some companies will have second thoughts about getting rid of the annual performance review. Deloitte, Adobe, Accenture, GE and SAP were on the list of those who did. Not all companies that ditched the annual review over 2015 and 2016 have seen the results they hoped for however. Performance and engagement dropped for some, and you can read more about the reasons for that in this summary of CEB Research with over 10 000 employees.
What we have come to learn is that we need to design strong alternatives to ensure the transition works, and that more data collection and change management is required.
Consumerisation – at work as it is at home
The HR Trend Institute notes ‘Consumerisation’ as a key trend for 2017. This refers to the increasing expectation that work should be experienced more like home is experienced.
‘The organisations that consciously design a positive employee experience, for the complete life cycle of an employee, are still scarce.’
That’s a huge challenge for employers, but also a huge opportunity. HR could play a key role in attracting and retaining skills and talent through providing an experience at work that employees want to be part of.
In order to get it right, HR should think about using more innovative tools, apps, and about applying gamification for recruitment, selection, onboarding and training. They should also view employees and aim to treat them like they do clients. Read more on the comsumerisation of HR, including its’ measurement, here.
Individuals to networks
The second trend from the HR Institute that we’ll mention in this blog is what they title “From individuals to teams to networks of teams”.
Deloitte in their article on Organisation Design and the Rise of Teams state:
‘This new mode of organization—a “network of teams” with a high degree of empowerment, strong communication, and rapid information flow—is now sweeping businesses and governments around the world.’
We know from our Annual Convention last year that new shapes of organisations are emerging, and that they are less hierarchical and more networked. The HR focus has largely been on individuals, and this is set to shift more towards teams and now these teams are able to adapt to a continuously changing environment. Are you keeping up?
We’ve presented a few trends here. What do you see as the big trends of 2017? And how are you responding?
As always, we’ve included links to further reading within the text of this blog. If you have more to add, we’d like to hear from you.