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Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

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10 Business Ideas HR Leaders should Focus on in 2017 and Beyond

The most important thing you should focus on in the talent management department is to assess the skills your organization needs to implement its strategy and your plan to recruit and manage that critical talent.

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The main focus for most organizations should be talent management and talent development along with productivity. Directing your HR function and talent management to contribute to the overall effectiveness and financial performance of your organization is the best way your HR function can add value to your corporation.

The most important thing you should focus on in the talent management department is to assess the skills your organization needs to implement its strategy and your plan to recruit and manage that critical talent. It is important for you to understand what your organization can do to attract and add the right talent.

It is also crucial that you develop or internally develop the talent within your company to implement a business strategy. Talent has always been crucial but has become even more critical because a lot of organizations are doing much more complex, knowledge based work and operating globally. This has created a situation where the performance of talent has a deep impact on the bottom line. This reality is increasingly causing knowledge work-based organizations to focus on talent as a source of competitive advantage.

You as HR managers need to ensure that you provide an engaging and productive workplace if you wish to attract and retain your employees. This means that you need to harness technology and transparency to improving your employee engagement.

Here is what you can do to improve your employees work experience while maintaining productivity:

1. Digital HR can be Implemented to Better Design and Deliver Employee Solutions

Don’t allow digital processes to overwhelm your employees, digital HR is designed to focus on digital applications to improve the way your employees are served and supported.

2. The Rush to Replace Outdated HR Systems

Digital HR systems are designed to build true “systems of engagement”, allow ease of use, integrated data and analytics to drive a massive transformational shift which is different from the traditional licensed HR software to a new breed of integrated HR and talent tools on cloud.

3. New Models of Talent Management

Aging applicant tracking systems used in recruiting are being replaced by new integrated recruitment platforms which include smart sourcing, candidate relationship management, interview management, applicant tracking and smart analytics.

4. Global Rush to Replace and Re-engineer Performance Management

At a time when most organizations are moving away from top-down annual performance processes. This is the best time for you to test pilot more continuous, developmental and empowering performance management and feedback processes within your company to get the details right and aligned with your organization’s culture.

5. Engagement, Retention and Culture will Remain Top Priorities as New Feedback Tools Come to Market

Competition for talent is high and the topics of culture and engagement are expected to remain at the top of your list of priorities. Search for new tools, techniques and analytics methods to encourage and collect feedback from your employees which will help you understand where culture and management can change.

6. Global Leadership Development, Coupled with Careers  

Mentoring and coaching is expected to grow rapidly and research indicates that these are the two most valuable talent practices that you should develop in your organization. Such activities must be built into your organization’s culture.

7. Revolution in Corporate Learning

•Education (Formal training)

•Experiences (Developmental assignments and projects)

•Environment (A culture and relationships with great people)

All organizations that think about the above four functions will be ahead on the learning curve.

8. Diversity and Inclusion will become a Strategic Part of Business and Talent Management

Research shows that organizations that align diversity and inclusion practices with their business objectives are more likely to perform well. You can tap the talent market by benchmarking the existing diversity and inclusion programs against key areas such as age, culture, gender, nationality, ethnicity, and mental and physical status.

9. People Analytics will Evolve to Become a Mainstream Program

You can tap into new data streams coming from mobile, engagement, and feedback applications and network analysis. Organizations are building valuable databases about what people are doing, their history, experiences at work and career progress. You can use this data to identify certain solutions to your business challenges and drive business results.

10. The HR Profession Leaps Forward as a New Generation of HR Leaders Surface

Companies are investing heavily in innovation and analytics, organizations are sharing creative solutions more openly and the HR department’s alignment with its business is improving dramatically.

2017 is expected to be a year of positivity in various different areas of the HR department as a new breed of innovative and strategic leaders come to the front.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house


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