The current crisis will pass and managers will have to face today’s challenges, especially those related to social and technological transformation. How can you bring new solutions for the new HR challenges?
Read also 6 of the Human Resources Trends that will Emerge in 2016
1 . The global race for talent
The identification of internal talent is one of the great duties that human resources will have to improve in the coming years. We can’t forget that the individual development of people within the organization is essential. Of course, we should not commit the mistake of investing in resources that will not be effective for the company, but career and professional development must be one of the management policies. You should start by identifying internal talent, individually analyzing each professional and drawing a further development of internal career that will help those workers to take more responsibility within of the company.
2. Diversity management
The main key for addressing diversity is the implementation of equality policies and conciliation. The future work is presented as a wide ocean of nationalities, generations, abilities and cultures that HR areas will be forced to manage. One of its medium-term challenges is to manage this diversity. This management should encompass the recruitment and development, with a broad vision, that includes concepts such as empathy, creativity and agility. Generic human resources policies won’t be applicable, attending to the direction the world and markets are moving to. Workers must adapt to change, and organizations must supply the needs of its employees. The flexibility of working conditions, depending on the different segments of employees, is an example of one solution. Read more about the subject here.
3. Workforce of several generations
This is related to the prior point. A major challenge for HR departments is to include several generations within a single workforce. Today, Baby Boomers, Baby Busters, Gen X and Gen Y are staff members who may work in the same organization, often with different needs, expectations and strengths. While approximately 76 million Baby Boomers are currently employed in the United States, when they retire, the twenty-first century will see major changes in work expectations and environment. When it comes to the new incoming workforce, the pursuit of lifetime contracts will be inexistent, as workers change jobs increasingly after 3 to 5 years. By putting more emphasis on proper work-life balance, they will be motivated by the learning opportunities and positive feedback. In order to retain these employees, HR departments must be prepared to supply their professional needs.
4. Alignment of employees and company values
Economic and social environment implies, more than ever, the promotion of policies for seeking the commitment of professionals to the organization. To foster an environment of internal confidence, the professional should have information on what the company is engaged, where it wants to go and what goals are set from the beginning. This involvement must be recognized and rewarded. It is about commitment. The employee’s engagement is a point that HR managers should pay special attention to: To align the values of employees with the company and corporate culture. It implies the achievement of mutual objectives.
5. Technology, the great democratizing development
In order to improve the productivity of businesses, HR managers must meet the challenge of implementing the use of the new and highest technologies in all processes, not only in the productive areas but also in the organizational processes. It may be an engine for greater efficiency and productivity. The difference between going right or wrong about technology is an excellent Human Resources management. Technology improves and accelerates changes in everything. Technology is also related to equality in opportunities and the increasing flexibility of employees: Technology is the great democratizing development, whoever you are and wherever you are.
Image courtesy of wistechcolleges at Flickr.com
6. The urgent need of producing business leaders
In the current times, organizations need managers who lead their projects and get the involvement and participation of all employees. The way of doing and monitoring so is through human resources departments, since they are challenged to manage diverse teams, in different locations. What makes the difference, no matter how simply it sounds, is to have nice and qualified people. There is a clear need to generate leaders, and it is essential that the HR function is based on this principle, because the company depends so much on who is running it.
7. Motivations against absenteeism and inefficiency
Although this is not a new one, for sure, this is still one of the biggest challenges that companies face: motivating their employees. How can the employees feel fine when they sit at their desks every morning (especially Mondays)?