Human Resources Development is inclusive of varied functions including hiring and retaining talent, learning and development, payroll management, performance appraisal, employee relations, recognizing and rewarding the employees, people management, ensuring well – being of the employees.
The rise of technology and social media has completely redefined the role of Human Resources around the world.
1. Employee engagement activities
Employee engagement is a relationship shared between an organization and its people. An “engaged employee” is a one who has fully embedded the culture of the organisation, enthusiastic about the work place and moves ahead in a positive direction to fulfill the organisational goals.
Employee engagement leads to passion and commitment to ones job and organisation. Employee engagement is much more than just being happy in a job. An employee can be satisfied without being engaged in their work. But an engaged employee who is invested in their work will be more productive and willing to go the extra mile. As a manager, keeping my employees engaged is a challenging role. It’s also a huge opportunity to gain long-term commitment and discretionary effort from my team.
2. Data driven recruiting.
Access to data is getting easier and cheaper with new technology and professional network platforms. Talent acquisition leaders can arm themselves with data and become very strategic in their decisions. For instance, build talent pools using data helps recruiters enhanced their understanding of the market and be more efficient. Recruitment through Linkedin, Facebook etc,
3. Reinventing performance reviews.
Fair and transparent performance appraisal system for the employees is very vital and critical.
4. Relationships not programs.
HR continues to be about relationships rather than programs and a deep understanding of the business. The key skill set for future HR people will be how to effectively understand employees, engage with employees and manage people.
5. Keeping the skills of your workforce up to date.
Keeping the skills of your workforce up to date in this fast-changing world is more important than ever. Many companies immediately turn to an external training firm but it is worth thinking about the expertise and experience already in the company and how to tap into this for the benefit of the rest of the staff. The younger employees, for example, probably have knowledge of social media which an older generation might struggle with, reversing the traditional hierarchy of skills. Harnessing this peer to peer learning can be an efficient and cost effective way of increasing skills, and the knowledge transferred is likely to be relevant because it is delivered by people who understand your organization’s culture.
6. Focus on well being and resilience.
Wellbeing and resilience continues to be a big area of focus. This means physical, emotional, mental and purposeful wellbeing. We even provide free counseling with an external expert provider for employees and their dependents.
7. Consolidation of businesses.
Consolidation of businesses will continue and the environment will stay challenging for most of the industries. As such HR effectiveness and affectivity paired with analytics on the one hand and on the other hand are going to have more and more challenges with Generation Y and how to become the most attractive employer for the future workforce.
