Top HR Trends expected in 2014 & beyond… HR Business Partnership: Every HR person should ask the question how his role or the function aligned to the number decided by the top management. How they can relate the consequences, impact of the actions of HR function on the overall business. Question is not related to the cost control, but how HR play the role to optimize the productivity, engagement and people cost, how people are aligned towards the organizational goals. HR professional are consultants for the business leaders and functional leaders on their people issues. HR is expected to play the role of Coach to managers on people issues. No more (more) fresher: We have also seen the mass recruitment in past. Recruitment from college campuses was common, the placements will still be there, but not for all. There are so many (engineering and management) colleges are shutting their shops due to less response from the industries for the placement. The main issue is employability skills of these students. Industries will be very choosy to recruit the candidates from colleges. Offloading HR transactional jobs: If you are good in payroll, attendance, other HR operational jobs, better you upgrade your skills as a HR expert or HR generalist or HR business Partner. Most of the companies are eliminating HR transactional jobs and such jobs are outsourced to optimize the cost. Still you will be employed, but your growth will remain restricted. More focus on building organizational capabilities (training & development): “ Organizational Capability is a business’s ability to establish internal structures and processes that influence its members to create organization-specific competencies and thus enable the business to adapt to changing customer and strategic needs”. (D. Ulrich & D. Lake (1990). Organizational Capability). What D. Ulrich & D Lake told in 1990 is still relevant. Perhaps the focus was still missing and people miss the opportunities. Now this has to be continued. Identifying and building right capabilities is the first priority to HR. There are certain issues with talent, one of the issues is RIGHT talent, another is their skills and competencies suitable with your company. You will not get the apple to backfill the apple. You have to hire good oranges. To convert them into apple, companies have to continue the focus on training and development of their staff. Focus on HR technology and tools and reduce HR FTEs: Instead of relying on person, companies are automating their HR processes. Everything is online, If you dont swap your card, you get the sms intimating the same, your training history is online, your appraisals are online. Managers are not expected to go to HR for small issues. Managers will have their control on their team through Managers Self Service and Employee Self Service. HR is only here to advise and consult. No paper work and bureaucracy, however more face to face discussion is expected. Focus on Ethics, Code of Business Conduct and corporate governance.: Companies are looking for sustainability and trust for shareholders. To build this, companies are advocating work ethics, code of business conduct and corporate governance. HR is expected to train their employees on value system, ethics and create the positive work culture to foster the same. There is lot of awareness among the people about the same and they expect that they are well treated, respected, valued and follow the work ethics. No hefty Compensation, but benefits can be more: Today, there is no differentiation between Software Engineer working in IT industry and Production Engineer working in Manufacturing industry. Compensation percentile and compa ratios may be different in different segments, but there is not big gaps. Only compensation is also not the differentiation factor. There are no heavy increments unlike in past. You may hardly receive 8-10% increase in coming years. However right employees will be rewarded. They will get more
Posted on: Tue, 11 Feb 2014 19:13:47 +0000
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