Key HR Trends & Tools

Key HR Trends & Tools

In this lesson, you’re expected to learn about:
– commonly used tools and techniques
– talent management
– the role of HR

Today, it is assumed that the main asset of any organization lies in people.

Quality, productivity, profitability, customer satisfaction and the image of a company depends largely on training, coordination and motivation of its staff.

For a company to function properly, it requires that the people composing it are willing and able to work properly.

Inadequate people management can lead to a number of problems that hinder the performance of an organization such as:

 Lack of motivation
 Undefined responsibilities
• Lack of training / information
• Lack of internal communication
• Non-cooperation
• Lack of coordination
• Conflicts of interest

Every organization has different needs, priorities, and guidelines that are used to guide employee behavior however there are some techniques that are used by most such as:

• Employee Engagement Surveys
• Empowerment Tools & Techniques
• Employee Satisfaction Surveys
• Employee Development Plan
• Career Management Tools
• Employee Performance Management
• Career Evaluation

Human Resources Information Systems (HRIS)

Track, Train, and Transform Your Workplace

In larger organizations, talent management requires Human Resources Information Systems (HRIS) that track the career paths of employees and manage available opportunities for talented employees.

Functions of HRIS

According to a survey of HR professionals conducted by BLR®, data reporting and payroll management are the top tasks performed via the HRIS.

Other popular functions of leading HRISs include: 
 Benefits management and enrollment
 PTO (Paid Time Off) and leave tracking
 Compliance filings
 Applicant tracking
 Performance management
 Training

[Optional] Human Resources Information System (HRIS)
Incentive Systems

An incentive system is used to facilitate the reconciliation of the interests of each person with the interests of the company. Incentives should be established objectively, based on agreed targets and indicators. It should be transparent, clear and concise.

Incentives must be aligned with individual goals, but also with collective goals, so as to encourage teamwork versus individualistic attitudes.

One of the basic requirements for the proper functioning of an incentive system is internal communication:

– on the objectives of the company
– on individual goals
– on the degree of fulfillment of objectives on time

Talent Acquisition

What some employers do not know is that the labor market is only at the beginning of what some HR experts are calling the “workforce meltdown”—the clash between a diminishing supply of qualified workers and the explosive increase in need for those workers.

Not surprisingly, the resulting competition for highly skilled “knowledge workers” will result in fierce competition in pay, benefits, flexible work arrangements, and workplace amenities.

Employers will need to rethink the workplace environment, non-traditional work arrangements, new recruiting resources, and how to attract the right employees.

What is Talent Management?

Talent management is an organization’s commitment to recruit, retain, and develop the most talented and superior employees available in the job market.

It comprises all of the work processes and systems that are related to retaining and developing a superior workforce.

Talent management is a business strategy that organizations hope will enable them to retain their top talented employees. Just like employee involvement or employee recognition, it is the stated business strategy that will ensure the attraction of top talent in competition with other employers.

When you tell a prospective employee that you are dedicated to a talent management strategy that will ensure that he or she will have the opportunity to develop professionally, you attract the best talent.

Processes Involved in a Talent Management System

You can include the following systems when you approach talent management as your overall business strategy:

 Recruitment planning
• Job description development
• Application material review
• Phone or online screening interview
• In-house interviews that can involve meetings with current employees
• Credential review and background checking
• Making the job offer to the selected person
• Agreeing on the amount of the offer
• Employee onboarding process
• New employee welcome information and introductions
• On-the-job training
• Goal setting and feedback
• Coaching and relationship building by the manager
• Career planning

The Role of HR

The accelerating rate of change in business, the economy, and society challenges both business and HR to adopt new rules for leading, organizing, motivating, managing, and engaging the 21st-century workforce.

In an effort to integrate the operations and strategies of a business across a wide array of products, services, ideas, and cultures, the role of human resource managers is constantly evolving.

HR managers, who were once confined to handling basic data work and routine record keeping amongst employees, are now exposed to an evolving nature of diverse workforce complexities, legal obligations, and strategic management of the organizational goals.

Here are some trends that are gaining popularity:
– Performance Consulting
– Man-Machine Collaboration
– The Employee Experience
– The Consumerization of HR

[Optional] Nine Key Emerging Trends in HR in 2017
[Optional] Global Human Capital Trends 2017
Watch this 2-minute video to learn more: https://www.youtube.com/watch?v=dvTGfw4wWoE
Jim Rohn Sứ mệnh khởi nghiệp