21 December 2016

7 trends disrupting the HR industry in 2017

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As the holiday bustle builds and the time soon arrives for actioning our New Year resolutions, it’s never too early for HR and business leaders to start thinking about what’s in store for 2017.

According to Bersin by Deloitte, there’s a lot!

In their most recent report, Bersin by Deloitte predicts it will be a big year for HR technology—in fact, one of the most disruptive years seen this decade. Let’s explore why that is.

HR itself has changed. HR isn’t just about managing paperwork, compensation and performance evaluation anymore—HR’s scope of work has shifted and expanded significantly, and for the better.

Here are 7 trends that will dramatically change the usual course of events in HR next year:

# 1 The ever-increasing rise of mobile

Mobile is already considered king, but in the HR industry, mobile has risen relatively slowly. As mobile becomes a critical part of HR technology, we might expect to see HR technologies built entirely on mobile architectures.

#2 Shifting focus to employee engagement, collaboration and innovation

In the past, HR was relatively detached from workforce engagement and hierarchical in its focus on automating processes and aligning with the greater business agenda. While these functions are still important, there is a major shift in the HR ethos that embraces a more friendly and employee-centric culture of empowerment and engagement. Now, feedback goes both ways between employees and employers, and the tools are shifting to accommodate that.

#3 Training is no longer as ‘corporate’

Days dedicated to formal in-person onboarding are no longer necessary with the rise of HR technologies like Velpic that enable people to learn by watching customised training videos at their own pace. Coupled with hands-on training, this can be one of the most effective ways for employees to progress in their careers by upskilling effectively and efficiently. And learning doesn’t end after onboarding.

#4 Training is no longer a luxury

Today’s workforce values training and has come to expect it, and rightly so. It’s a win-win situation—employees and employers both benefit from continual employee training. Why wouldn’t you offer it?

#5 Companies shift from ‘traditional’ to ‘digital’ organisations

You can be a digital organisation even if you don’t produce digital products or services. What it means is simply that your organisation becomes less hierarchical, and driven by the digital ideology of agile innovation and constant improvement. Digital organisations reinvent the way they manage and measure performance—the formal annual performance review becomes less relevant as periodic check-ins are more frequent and allow employees to improve more, and faster.

#6 Knowledge sharing becomes even more important

As team culture becomes more prominent and people shift more fluidly between departments, projects, or teams, HR technologies like Velpic ensure you don’t waste any time context switching. You can quickly create and repurpose lessons, and assign them to new teammates to train them up for doing great work right away.

#7 The rise of contingent workers

In Australia last year, part-time employment hit 31.06%, the highest level on record. About 40% of the American workforce are contingent workers in one way or another. That’s almost half! With a huge number of temporary freelancers and contractors in the workforce globally, there is definitely a need for a knowledge sharing product that will get contingent workers up to speed quickly, so companies aren’t paying for time that isn’t as productive as it could be.

What next?

With these trends in mind, now is the perfect time to find out how technology like Velpic can help you respond proactively to boost your business performance—by managing change more effectively and efficiently with smarter digital HR tools.