Samual Greegard, Baseline
Amid a rapidly changing business and IT environment, perhaps only one thing is entirely clear: Digital disruption in the new normal. A recently released report from Bersin by Deloitte Consulting, “Predictions for 2015: Redesigning the Organization for a Rapidly Changing World,” underscores just how tumultuous and transformational the year will be, and just how much impact it will have on IT and human resources. “The global economic recovery, changing demographics and rapid changes in the technology landscape have come together to redefine the entire nature of work,” states author Josh Bersin, principal and founder of Bersin by Deloitte. “This has resulted in a “new world of life—one in which work, home, family and personal lives are completely interconnected in a real-time way. 2015 is the time to be bold, innovative, and forward-thinking. The technology and workplace changes around us are dramatic and rapidly occurring.” The consulting firm predicts that this emerging digital order will fundamentally change our lives and will alter the power dynamics between employers and employees. Technology is introducing greater transparency in the job market and a need for entirely different skill sets. The following are 10 key trends for 2015 from the report.
- Getting Engaged Engagement, retention, culture and inclusion are critical to keeping employees happy and boosting bottom-line results. It’s critical to measure, monitor and benchmark culture and address any gaps.
- Overhauling Appraisals Only 8% of global organizations believe that current performance management processes are effective. More than 70% are looking to revamp appraisals—in some cases radically.
- Terms and Conditions Workers feel overworked, and smart devices may exacerbate the trend. This leads to a need for flex-work, new office designs and tools, and new perks, such as free food and unlimited vacations.
- Skills as Currency About one-half of the jobs today will not exist in 10 years, and the numbers are higher In IT. Consequently, organizations must focus on leading-edge learning and skills development.
- It’s All About the Talent Hiring the right people is paramount. This requires a transition from traditional recruiting methods to a more networked approach that taps employees and helps build a brand.
- Building a Pipeline A younger workforce desires an “experience” rather than a job, so there’s a need for a flexible approach to developing, managing and encouraging talent in order to create a leadership pipeline.
- On Going Global 85% of business and HR leaders surveyed rate development of a global leadership pipeline as urgent or important, but huge gaps exist. Firms must invest more in leadership development and succession planning.
- Talent Analytics Gets Real Although the term “people analytics” has gained traction in the business world, many companies have not plugged in tools to understand success factors and build a better workforce.
- Focus on HR Tech Many companies have aging HR systems and infrastructure in place. There’s a growing need for innovative, cloud-based products as add-ons — particularly for next-gen analytics — as well as mobile tools that extend HR software and analytics into the field.
- New Roles, New Structures HR managers must operate as skilled consultants who embed themselves into the business. There’s a greater need for HR business partners and centers of expertise—and the technology to support them.