{"id":187,"date":"2014-05-21T23:42:06","date_gmt":"2014-05-21T20:42:06","guid":{"rendered":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/?p=187"},"modified":"2014-05-22T00:13:18","modified_gmt":"2014-05-21T21:13:18","slug":"5-future-trends-human-resources","status":"publish","type":"post","link":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/5-future-trends-human-resources\/","title":{"rendered":"5 Future Trends in Human Resources"},"content":{"rendered":"<p style=\"text-align: justify;\"><span style=\"color: #808080;\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright\" alt=\"HR Trends\" src=\"http:\/\/insankaynaklarigunlugu.com\/wp-content\/uploads\/a12f524e886a4d2cbd0f244001917366.png\" width=\"300\" height=\"204\" \/>Fortune Magazine conducts a survey entitled \u201cWorld\u2019s Most\u00a0Admired Companies \u2013 WMAC\u201d annualy and rates the companies according to their reputations. Even though the ranking and the names of the companies in the list change year by year, there are some companies who persistently stay in the list. (To access the list of 2014 please click <span style=\"color: #808080;\"><a href=\"http:\/\/money.cnn.com\/magazines\/fortune\/most-admired\/\" target=\"_blank\">here<\/a><\/span>)<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">In the previous weeks I attended a presentation on the future of Human Resources. The presenter was <a href=\"http:\/\/evrimkuran.com\/\" target=\"_blank\"><span style=\"color: #808080;\">Evrim Kuran<\/span><\/a>\u00a0who is well known in Turkey for her researches on generation differences in the business life. During her presentation she mentioned a research entitled &#8220;Lighting the path to sucess&#8221; conducted by Hay Group in 2012.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">The research focused on the companies who sustained their places in the WMAC list and highlighted common features of these companies. Let me summarize the common characteristics as the following:<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\"><!--more--><\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"color: #808080;\">In WMACs, structure and strategy are\u00a0consistently aligned.\u00a0These companies make strategic plans in line with their company structures and more importantly implement these plans.<\/span><\/li>\n<li><span style=\"color: #808080;\">World\u2019s Most Admired Companies understand\u00a0the importance of culture and nurture strong company cultures\u00a0that are aligned with the business strategy.<\/span><\/li>\n<li><span style=\"color: #808080;\">WMACs recognize the importance of &#8220;innovation&#8221; and \u00a0embed it into their cultures as an essential element.<\/span><\/li>\n<li><span style=\"color: #808080;\">Compared to peers, WMACs are 22 percent\u00a0more likely to have a human capital strategy\u00a0in place that has been approved\u00a0at board level. And 80 percent of WMACs\u00a0regularly review human capital metrics such\u00a0as employee turnover, employee engagement,\u00a0recruitment and job offer acceptance rates.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">When we look at these features, their common element is clear: Effective Human Resources Management<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">Human Resources (HR) Department is the division that makes the most important changes in the employees&#8217; lives. Considering this importance, HR has to renovate itself and adapt to the changes in the business life very quickly. In the last decade, big changes have occured in the field but bigger changes are yet to come. Stemming from two recent researches and my observations in the field,\u00a0I grouped the expected developments under 5 main headings.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter\" alt=\"5 \u0130K Trendi\" src=\"http:\/\/insankaynaklarigunlugu.com\/wp-content\/uploads\/a364d256100e4179984dea5a5926d1ae.png\" width=\"350\" height=\"233\" \/><\/span><\/p>\n<h3 style=\"text-align: justify;\"><span style=\"color: #333333;\">1# Strategic Business Partner<\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">HR has to be a strategic business partner of the company to be able to make contribution to the business results. In order to sustain this target, HR experts need to understand business results and interpret financial tables. In addition, they need to follow the recent developments in the company&#8217;s business sector, be an irrevocable part of the strategic business projects and bring forward new proposals to improve their jobs.<\/span><\/p>\n<h3 style=\"text-align: justify;\"><span style=\"color: #333333;\">2# Evidence Based Management<\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">Considering the research conducted by Hay Group in 2012, most important decisions taken by the firms are the ones that are related with the people. <span style=\"color: #808080;\"><a title=\"Big Opportunity for Human Resources: Big Data Analysis\" href=\"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/big-opportunity-human-resources-big-data-analysis\/\" target=\"_blank\">Considering this fact, these decisions need to have solid ground and should be based on evidence<\/a><a title=\"Big Opportunity for Human Resources: Big Data Analysis\" href=\"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/big-opportunity-human-resources-big-data-analysis\/\">.<\/a><\/span> Google is the pioneer of this approach with its HR department which is entitled &#8220;People Analytics Department&#8221;.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">As the time passes by, evidence based decision making will be the standard approach in the field and more companies will base their decision on data and evidence.\u00a0Personel point of view will always hold its place in human based decisions. \u00a0However, it will not be the only aspect of decision making and every decision will be supported with data and evidence.<\/span><\/p>\n<h3 style=\"text-align: justify;\">3# Talent Management<\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">In 2014, the problem we face is not a shortage of people: It is a shortage of key skills. Especially in the fields of computer science, life science,\u00a0mathematics, physical sciences, and engineering needs are growing. This situation will lead the companies to try to attract the talent more than ever. In order to be successfull in this talent attraction process, companies need to build their talent management systems and integrate these systems with all other HR processes.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">If you do not have a system for talent development and succession planning, build one before it is too late. In case you have a talent management system in practice, entegrate your all other human resources functions, like career development, performance management, training and recruitment with this system.<\/span><\/p>\n<h3 style=\"text-align: justify;\"><span style=\"color: #333333;\">4# Employee Engagement<\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">Thanks to Linkedin, Twitter and Glassdo<span style=\"line-height: 1.5em;\">s easy to access new job opportunities. Because of this convenience, employees are less attached to their present jobs than \u00a0before. Considering this fact, companies need to generate policies and actions that enhance employee engagement. According to Delo<\/span><span style=\"line-height: 1.5em;\">or, nowadays it iitte University&#8217;s research, top 5 elements that ensure employee engagement are the following:<\/span><\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"color: #808080;\">Focusing your managers on building passion and purpose<\/span><\/li>\n<li><span style=\"color: #808080;\">Recognizing and rewarding employees<\/span><\/li>\n<li><span style=\"color: #808080;\">Creating new career opportunities for employees<\/span><\/li>\n<li><span style=\"color: #808080;\">Simplifying the work environment<\/span><\/li>\n<li><span style=\"color: #808080;\">Implementing software systems that ease the employees&#8217; lives<\/span><\/li>\n<\/ul>\n<h3 style=\"text-align: justify;\"><span style=\"color: #333333;\">5# Revision of Performance Appraisal Systems<\/span><\/h3>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">Employee performance management in many companies is being questioned because despite billions of dollars spent to automate the performance appraisal processes, they often do not drive results. Companies surveyed in Bersin&#8217;s research say that their \u201crating and ranking\u201d process is not driving enough value and, in many cases, it creates hostility and tremendous amounts of work. Some companies like Adobe and Microsoft have already abondened their ongoing performance appraisal systems.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">We, HR professionals, should \u00a0take a bold step and redesign the traditional performance appraisal process and focus on \u201cenabling high performance\u201d instead. In order to clarify the need for this change, I will try to summarize the main differences between the two approches.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">In the traditional performance management system approach:<\/span><\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"color: #808080;\">employees are evaluated in comparison to other employees&#8217; performance and with respect to their target realization rates,<\/span><\/li>\n<li><span style=\"color: #808080;\">the main target is to reward &#8220;high performers&#8221; and increase their attachment to the company,<\/span><\/li>\n<li><span style=\"color: #808080;\">&#8220;high performers&#8221; and the processes are in the foreground.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\">In the coaching and development approach, which aims to enable high performance for all employees:<\/span><\/p>\n<ul>\n<li style=\"text-align: justify;\"><span style=\"color: #808080;\">all employees are evaluated regarding to their strengths and weaknesses. No one is compared with other employees and everyone has his\/her development plan,<\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"color: #808080;\">main target is to recruit &#8220;right people&#8221; with &#8220;right behaviours&#8221;,<\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"color: #808080;\">everyone can accomplish his\/her potential and become successful.<\/span><\/li>\n<\/ul>\n<p><span style=\"color: #808080;\">Applying the second option is not that easy but it is inevitable. In the near future more and more companies will leave their traditional performance appraisal systems and choose to enable high performance for all employees. What do you think?<\/span><\/p>\n<p><span style=\"color: #333333;\"><strong>Resources<\/strong><\/span><\/p>\n<p><span style=\"color: #808080;\">Hay Group, Lighting the path to Success, 18.04.2012<\/span><\/p>\n<p><span style=\"color: #808080;\">Deloitte University Press,\u00a0Global Human Capital Trends 2014 \u2013 Engaging the 21st century workforce, 2014<\/span><\/p>\n<p><span style=\"color: #808080;\">Bersin by Deloitte, Predictions for 2014 Research Report, December 2013<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"Fortune Magazine conducts a survey entitled \u201cWorld\u2019s Most\u00a0Admired Companies \u2013 WMAC\u201d annualy and rates the companies according to their reputations. Even though the ranking and the names of the companies in the list change year by year, there are some companies who persistently stay in the list. (To access the list of 2014 please click [&hellip;]","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[25],"tags":[39,38,41,40],"class_list":["post-187","post","type-post","status-publish","format-standard","hentry","category-strategic-management","tag-fortune","tag-hr-trends","tag-research","tag-wmac"],"_links":{"self":[{"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/posts\/187","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/comments?post=187"}],"version-history":[{"count":34,"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/posts\/187\/revisions"}],"predecessor-version":[{"id":225,"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/posts\/187\/revisions\/225"}],"wp:attachment":[{"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/media?parent=187"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/categories?post=187"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/insankaynaklarigunlugu.com\/human-resources-articles\/wp-json\/wp\/v2\/tags?post=187"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}