New Trends in Resource Management
Digitalization Race of HR
An important consequence of improving employee experience by analyzing employee data is the digitization of the workplace itself. Artificial Intelligence and machine learning tools such as Sorwe Business’s Assessment Pack product have upset recruitment practices by effectively reducing costs and winning more qualified candidates.
“While many digital defeats disrupt business in travel, retail and other sectors, we must completely change the way we think about HR by adopting digital solutions as needed,” says Josh Bersin. “HR organizations now have to learn not only how to ‘buy digital products’, but how to be ‘digital’ at the same time.
Similarly, the Singapore-originated OCBC Bank has recently developed HR In Your Pocket (in your HR Cebu), an in-house mobile application that provides employees with a holistic HR resource centre to track their medical and lifestyle benefits and internal job submissions to notify their requests and requests. There is also an in-app chat robot to respond to employees’ questions about HR.
As such, many of these applications gain more visibility in many other companies. In some Asian countries, HR practices have begun to be relatively new and there is a significant opportunity for these countries to “leap forward” – to jump past the old technologies and processes and to move directly to a more digital HR that will rival developments in more developed countries.
Entering Human Analysis into Foundation Structures
Human analysis, which was once the technical discipline of data experts, is now an enterprise as well as an administrative discipline. This means that in 2018 more organizations will be able to combine human data analysis and “business intelligence” analytics functions with stakeholders from different institutional stakeholders, along with the challenges of prioritizing data requests, to develop a constant tension between collecting in one place or specializing in functional disciplines.
The human analysis team will be responsible for developing models and panels that will bridge the gap of communication between team leaders and senior managers. In addition to coordinating human data, management teams will be created to ensure the safety and confidentiality of employees’ data. They will be challenged to create a truly actionable understanding to support people’s decisions to go beyond fancy data visualizations and reporting generation.
We will see that more companies enter this journey in 2018, but that’s only the first step. Success will require long-term commitment and investment.
Redefining the ‘Flexible Economy’ Workspace
The BBC’s ‘Flexible Economy’ describes itself as “a working marketplace characterized by short-term contracts or widespread freelance work, as opposed to permanent jobs”. Optional recruitment promises reduce costs, but at the same time it creates more competition for traditional employees’ talent that career paths are slowly over and where temporary jobs are now based on skill. Employees and staff with the necessary skills to build speed and agility to quickly identify jobs / projects in situations where talent discovery applications are needed require the ability to quickly accomplish the task required to find project teams.
At the same time, the separation of location from productivity is accelerating: research shows that the proportion of those working from home increases from 39% in 2012 to 44%. Having flexible working conditions pushes the company’s employer value outlook, broadens the candidate talent pool and is a great way to keep high-value employees
HR Trends in 2018
So, here are the expected trends in the labor market in 2018:
1) Artificial Intelligence: Artificial intelligence technology that we start to see in all areas of our life will start to feel good in the human resources sector as well. By creating new business lines as well as artificial intelligence that adapts existing business lines to the needs of technology, the data compiled by human resources departments will be processed in a much faster manner and become a meaningful whole. This cooperation between machines and people will provide businesses with a significant advantage in costs as well as improving operational efficiencies.
2) Flexible Working Models: More companies will switch to flexible working model in 2018, which is one of the popular applications that HR departments have put into practice in recent years. Thanks to this model, which provides important contributions to employee productivity and motivation, employees are able to carry out work from outside the office on specified days. This practice, which is on the agenda of many HR departments, is among the first demands in employee satisfaction surveys.
3) Online Education: Online education, which is increasing trend every day in the world, provides great facilities for the labor market. With digital conversion, we will begin to see on the online platforms increasingly the non-formal education previously in traditional channels, with the year 2018. The application gives employees the opportunity to participate when they want it, where they want it, and what they want to do, accelerating business processes by saving time.
4) Employee experience: HR departments are experiencing new applications to meet the demands and expectations of the increasingly influential Y-force in the labour market. At the beginning of these applications comes the experience of working with Y-line workers and making the job fun. If customer experience teams in stores are working to meet customers ‘requests, HR departments will start to have a dream to implement their needs to keep employees’ satisfaction and commitment at the highest level.
Mine Zafer – HR Specialist