Itâs 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: âThe biggest issue for HR leaders is to get laser-focused on âthe employee experience.ââ âJosh 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 Globoforceâs WorkHuman Research Institute ï¬nds 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: âWeâve 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.â âCandace Osunsade, senior vice president and chief administrative ofï¬cer at the National Aquarium
Outcome: Because todayâs 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: âThe way to attract and motivate the millennial generation is to connect them to a purpose.â âEileen Benwitt, EVP and chief talent ofï¬cer 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, ï¬nds PwCâs 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: âEveryone 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.â âKyle Lagunas, research manager, IDC
Outcome: HR technology continues to be a core strategy for growth and development: ISG Group ï¬nds 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 ï¬nds that 54 percent are looking for better capabilities and functionality.
This yearâs 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.