The global nature of employment, coupled with the ever-changing labor regulatory environment, makes the role of human resources management a study in evolution. With the new year come updates to HR laws, best practices and employee development demands on organizations. This may prompt some businesses to revisit how they can develop their workforce, cope with global business pressure, incorporate technology into employee growth and training, and prepare for future organization transformation. We know that the best way to handle change is to be prepared for it, so here are a few tips from the human resource community to survive the transformations of the coming year. Forbes predicts:
1. There will be a shift away from top-down HR management styles
2. HR will be transformed into a team of skilled professionals
3. Companies will make global leadership a top priority
4. Training will focus on career development
5. HR may change titles
At the annual Employee Development Roundtable, organizational development and HR professionals discussed the fact that the future of employee and organization development will no longer be classified under human resources, but rather talent management, be sure to make the most of it. The reason for this? “Organizational development is successful when it is seen as a business necessity and not just another department within an organization. It is most effective when it is offered and embraced at all levels of an organization,” said panelist Catherine Halen, vice president of human resources at Beebe Medical Center. Panelists anticipate that this change of direction will lead to:
- A need to focus on business organization, not just individual employee goals.
- A drive to inspire employees to brainstorm ideas that will bring innovation and empowerment to the business.
- Creation of strategy within the company to ensure the business ranks highly among competitors.
Skilled Managers Instead of Top-down HR
Human resource experts want businesses to focus on the overall development, which they believe will change significantly if the human resource department changes its name to talent management. How does this name change affect the way a company manages its employees? That’s where the shift from top-down management comes in. Instead of having a group of people who manage the entire company’s employees, the future outlook is to develop a group of high-performing managers who have expertise in the department they manage. That way, companies can:
- Focus on training managers to better mentor employees in their division.
- Emphasize the importance of employee development by offering training sessions to improve different skill sets relating to job performance and tasks.
New Focus on Training
There is a high demand for “doers” rather than managers. Organizations need to focus on on-demand training, coaching and simulation through blended learning systems. Training and career development will be heavily reliant on technology and cloud services to help employers build more formal career development programs. Panelists discussed that many companies need to:
- Encourage hands on experience rather than text book training.
- Stay on top of relevant technology to help workers get the job done.
Companies are going to shift away from traditional human resource management, which generally focuses on ways to roll out from the original business location, because this type of management doesn’t favor businesses with many locations. Individual workplaces have dynamic differences that make a standard practice, governed by HR, hard to manage based on culture and level of skills in the workplace. To combat single practices, participants at the Employee Development Roundtable suggested businesses:
- Focus on local organization with a globalization plan on the back burner.
- Encourage employees to bring new ideas to the table to help build the business.
- Utilize talent inside and outside of the organization to build relationships that will have a positive effect on business.
This will help better manage individual enterprises to achieve overall company goals.
We want to know how your HR team feels about the changes discussed above. Is your company going to embrace the new management trends, or stick to more traditional business management? Let us know on Twitter by mentioning @SageHRMS in your tweet or drop a note on our LinkedIn forum, Human Resources & Payroll Challenges for Midsized Businesses.