As the calendar year comes to a close, leaders are already looking ahead to the coming year to determine how to strengthen and grow their business. Did your HR and talent strategy fall short this year? What are you going to do differently in 2016?
If you want to make an impact with talent strategies that will drive real change in productivity, engagement and attraction in the coming year, start thinking about how you will work with the following key HR practices in 2016. These trends will create new opportunities to build stronger connections between employees and your organization, make better strategic decisions and improve the impact of your HR program on overall results.
HR Practice #1 – Communications
When we ask employees what would make their organization a better place to work, the top recommendation we hear across industries involves improved communication. In a world where people are bombarded with information, HR needs to find innovative ways to reach their workforce in a simple, frequent and authentic manner.
Consider:
- Are employees responding well to the information delivered?
- Are there platforms for further discussion and two-way conversation?
- Is information easily accessible and clearly delivered?
In 2016, HR leaders need to make the most of new and emerging technologies to facilitate ongoing conversations with employees, allowing for real-time identification and resolution of HR issues that are detracting from the employer brand and employee experience. What’s more, communication tools should be utilized to create platforms for internal collaboration – as well as collaboration and input from future talent.
HR Practice #2 – Analytics
HR analytics is more than just a buzzword or a tool to prove the value of HR within the organization. As companies integrate analytics into their day-to-day operations, HR’s decision making process will be enhanced through more meaningful cross-functional business information to improve outcomes. Statistical tools can now predict or model the impact of a people related decision and provide immense value to the business.
In 2016, HR leaders can use technology to build more specific, targeted plans to engage employees, as analytics will allow for quick identification of deviation from the employee value proposition, measure the reactions and results of how new strategies are making an impact for continuous improvement.
HR Practice #3 – Enriched Talent
We expect to see organizations continue to flatten through 2016, leaving HR leaders with the ever-growing dilemma of non-traditional employee development. Organizations need to focus on providing opportunities for leaders and employees to further develop the depth and breadth of their skills and experiences to support talent attraction, retention and organizational innovation.
Expect to see an increase in job secondments and lateral programs in 2016. Managers will continue the transition to effective coaches – working with their individual contributors to ensure they are challenged and growing within the company.
HR Practice #4 – Employer Branding
In 2016, employees have high expectations around the employment relationship. They want their work experience to be authentic and aligned with what leadership tells them. The way people are treated by their employer is the most notable element external talent notices. The use of social media will continue to evolve in the employer brand space, enabling external candidates to gain insight into what it’s truly like to work at an organization without setting foot in the building.
As organizations adopt new business methodologies and frameworks while balancing multiple priorities and stakeholder needs it can be all too easy to lose focus on the employment experience and how your people feel about the organization. As you plan for the future, don’t forget to consider humanity and empathy in each of your decisions – it is the simplest and most effective way to establish a top employer brand.
Next week’s blog will share some specific employer branding trends to watch for in 2016.