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Editor’s Note: Predictions On Point

It’s hard to believe another year is coming to a close. For our December issue, it has become tradition to look back on our predictions piece from 12 months ago and see how our experts fared.

Prediction: “The biggest issue for HR leaders is to get laser-focused on ‘the employee experience.’” —Josh Bersin, principal and founder of Bersin by Deloitte

Outcome: This has been critical in 2016: The Employee Experience Index study from the IBM Smarter Workforce Institute and Globoforce’s WorkHuman Research Institute finds that positive employee experiences are linked to better performance, extra effort at work, and lower turnover. What are the main drivers? The study names recognition programs (81 percent), teamwork (73 percent), and employee feedback (83 percent) as contributors to a positive outcome.

Prediction: “We’ve also taken strides to improve the application and interview experience by treating our applicants as customers and emphasizing their future potential, if not as employees, then as volunteers, donors, guests, and general brand ambassadors.” —Candace Osunsade, senior vice president and chief administrative officer at the National Aquarium

Outcome: Because today’s job seekers have access to more information than ever before, leveraging candidates and employees as brand ambassadors provides a competitive advantage for organizations. In fact, Edelman research reports that content provided by employees is trusted by 52 percent.

Prediction: “The way to attract and motivate the millennial generation is to connect them to a purpose.” —Eileen Benwitt, EVP and chief talent officer for Horizon Media

Outcome: Purpose in work is proving to be an important element for hiring and retaining top performers: 81 percent of business leaders think purpose can impact employee satisfaction and retention, finds PwC’s report, Putting Purpose to Work. As for younger workers, the study shows millennials are 5.3 times more likely to stay with an organization when they have a strong connection to their purpose.

Prediction: “Everyone now accepts the fact that technology is a necessary part of talent strategy. Consequently, to achieve true best practices, HR needs to implement systems that support the new ways of doing things.” —Kyle Lagunas, research manager, IDC

Outcome: HR technology continues to be a core strategy for growth and development: ISG Group finds that more than 70 percent of respondents are embracing HR SaaS platforms, saying that they have already implemented or will move to SaaS in the next two years. And for those HR professionals who want to replace their HR software, Brandon Hall research finds that 54 percent are looking for better capabilities and functionality.

This year’s story, Change Driving Change on page 14, predicts talent strategies, mobile-enabled processes, improved performance management approaches, and more ethical practices will drive business growth.

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