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Trends in Human Resources (HR) over the past decade varies in all industries. The foci are on employee experience engagement, data, performance, increased need for analytic tools and generations in the workplace. The trends provide an insight into current and future HR departments.Employee experience engagementThe culture and work-life experience for employees can be confusing with the way that companies have been changing over the past few years. The idea behind businesses is to provide services/goods when they are needed, not just during “regular work hours.” The trend sees more companies having individuals provide services outside normal business hours (Khanna, 2016). Abundant technology and the internet has created potential for employees to work at home. Trends have even transitioned from telecommuting to employees primarily working from a home office. Employees are particularly linked to their responsibilities especially if there is a need for them to be “on call.” Because of this, many are unable to unplug from their jobs and remain immersed in work via emails. The concern of this is, most are unable to separate themselves from their work during a vacation (Khanna, 2016). DataThe growing need in HR to track turnover, performance and attendance is not easy. With advancements in technology, HR is capable of predicting what will benefit the company based off of employee behavior. The trends over the past 10 years, in collecting and utilizing data to make HR accurate decisions, within a company are becoming a requirement. As tracking continues, paperless systems are more relied upon. This type of record keeping requires HR departments to have systems capable of storing and retrieving information as well as safeguarding personal information (Biro, 2014). Not all the information recorded is for any employee purview and systems and policies have become more and more prevalent with safeguarding data HR departments use on a daily basis. Companies are also trending to utilize data on employees externally from the company servers and work on-line with collogues separated by distances simultaneously in order to hold meetings and share information all over the world. The trends on capturing employee data and analyzing the data are ever increasing in HR.PerformanceEvaluations of employee performances are a common practice among companies. The trend has more companies focusing on different aspects of an employees performance than redundant performance ratings, annual appraisals and social performance critiquing. Industries are beginning to focus more on goal setting strategies and employment development programs instead (Writer, 2010). HR specifically handles this portion of an organizations function to alleviate issues where managers and supervisors become overwhelmed with other responsibilities. The benefit of HR handling the performance of employees is so the process can be tracked an evaluated without bias. As mentioned the trend replaces the previous type of annual performance appraisal, which is usually administered by a supervisor or manager. The difference in the performance of employees with goals and development programs provides more investment and growth for employees in a company. Strictly providing only ratings and critiques for employees alone does not foster the advancement of their personal and professional development in an organization. The recent trends provide evidence HR departments are able to curtail the goal setting strategies and employment development programs on initial on boarding all the through when and if the employee leaves the company.                                                                  Analytic tools       As mentioned the increased need for data on employees is critical to HR, but the need for data entry and electronic record keeping is essential to utilize analytic tools in HR. The need for employers to better provide accurate forecasting reports for specific professions is extremely beneficial to the success of the HR department and the professional growth of employees. The most beneficial trend noticed over the past decade is the use of talent analytics (Biro, 2014). Talent analytics applies business analytics techniques and data mining to HR collected data. The overall goal of talent analytics is to provide businesses the insights on how to effectively manage employees so that organizational goals can be ascertained the most fast and efficient way possible. The main concern with this process is for HR to identify the exact data needed in order to create models and accurate predictions so businesses can receive an optimal return on their investment most precious asset, their employees. With the growing trends in analytic tools utilized by HR businesses can expect to gain more from their employees and future human capital investments.Generations in the workplaceAs the workforce continues to grow so must the employees and with age comes retirement. In order to continue the growth of the workforce individuals must replace the current workforce and be capable of not only replacing current employees in each type of industry but also in larger numbers. The United States divides generations into three basic genres (Shah, 2015). Traditionalists are individuals born before 1946, Baby Boomers are born 1946 to 1976 and Millennials are born after 1976. The only workforce currently available to add to the growing workforce is Millennials. The Millennial generation is further broken down into three different genres; Generation X born 1965 to 1976, Generation Y born 1977 to 1995 and Generation Z born 1996 and after. Typically HR is having difficulty placing Millennials into the skilled labor workforce. The trend is Millennials are more prone to assume professions which supervise Baby Boomers who were not able to retire and unable to train enough Millennials to relive them of their professions. Still Millennials are gradually asserting themselves into many professions with some very auspicious differences from earlier generations. The primary differences and trends with Millennials is their desire to maintain a work-life balance and to have a HR department who will accommodate their lifestyle while developing their abilities and strengths or employers are finding the Millennials will find an employer who will (Shah, 2015).ConclusionThe past 10 years of trends in Human Resources has exposed the benefits of understanding how the categories discussed affect a business directly. Understanding the impacts employee experience engagement, data, performance, analytic tools and generations in the workplace can have on a business allows for the potential use of these different metrics for businesses. Having an HR department capable of handling these different aspects of a business and other responsibilities could lead to the increased efficiency and success of a company.

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