Trends to watch while implementing Agile HR through digital platforms

Human resources (coined in 1960) is department of employees where they connect with activities like motivation,
training, soft skill development, organizational behavior and assessment for self-development. The past decade, has
been harsh on individuals in terms of appraisals and jobs. Human resource department has been under fire due to the
same. But, not for long since the advancements in technology platforms, HR pressure will reduce in the coming
decade. So what is going to change.

As millennials have started working in offices, there has been a growth in the tech savvy index and information
orientation of enterprises. The trend of succession planning (La’-la’ companies) has moved to well-planned future
and talent acquisition. To understand the landscape, some of the trends are as mentioned below

1. The social connect of enterprises with employees

   Even after the success of Facebook and twitter, enterprises are hesitant to impart via web-based social
   networking. It is still considered as a device of interruption in profitability of brand image. But, because
   of increase in mobile utilization, the touch points are simple and therefore, enterprises are moving to more
   conveying approach than controlling one. As indicated by study from BambooHR, there is an increase of 30
   percent web based life communications from organizations to workers.

2. Personalized benefits

   Wellness, retirement and education are few of the advantages offered by the enterprises to employees across
   the globe. But, as the companies have adopted a head-on strategy, individuals are expecting more
   personalized advantages instead of group ones. Organizations are moving towards a methodology where they
   offer a specific amount of cash to people which they can choose in the event that they need to move towards
   Loans, Care, or anything that goes under the company policy.

3. The feedback monster

   Probably the biggest fear in the mind of C-suite is the ‘input’ itself. In the event, it is personal it hurts
   egos and on social media attracts attention and damages company image. The majority of the enterprises end
   up concentrating on compensation as opposed to on feedback mechanism because of absence of appropriate
   frameworks and input techniques. Today, organizations are adopting a casual strategy to speak with the
   employees. By focusing in the Impact metrics, the performance review of employees is made easy and focus on
   work-life balance is considered.

4. Technology shaking up HR practices

   Digital technologies are changing the paradigm of digital enterprises. From working remote to candidate
   pooling, dynamics in a workplace are changing. Due to access to global network, work arrangements and
   schedules are becoming flexible. The digital technologies are trying to communicate between these silo
   points and bringing in uniformity in organization work policies and not much of a surprise the touch of
   human element.

5. Individual Career development

   A year ago, when we met a specific group, we came to a conclusion that when it comes to developing a company,
   a full stack of skill, connect between the CIO and CEOs are needed. This would take the pressure of an
   employee to run after the task they are given. Today jack of all trades is one the most important factors
   when it comes to hiring. The Millennial workforce which is more focused and intelligent is gearing up for
   new experiences in less time. So, Instead of buying loyalty, companies are incentivizing new social
   contracts and business paradigms. If the HR teams in organizations become more agile and communicative, they
   can create flexibility and save a load of money for the companies.

6. Analytics is the key to a win-win

   HR managers in medium scale organizations are using metrics to understand their employees, measure costs and
   foresee the impact on workforce of trainings. But, still the level of data analyst in the HR workforce is
   lacking which has led to 92% negative impact on the employee requirement to solution alone. What’s next in
   the coming year then? Even if analytics has had a sluggish start, use of data will lead to biggest
   game-changer in hiring, compensation and acquisition. For example, analytics will bring about connect in
   character mapping a skill mapping to the requirement of an organization.

Thus, HR would be moving from ‘the police’ to mentors and leaders in the coming trends.