The past decade marks a remarkable change in the role of HR. Boosted rather quietly but rapidly by major technological advances, how HR practitioners approach the strategic implementation of people processes has been fundamentally altered by the advancement of technology and shifting priority on human talent from processes.
A leading US-based HR professionals association SHRM reported that a decade ago, companies viewed succession planning, and the skills that were associated with achieving success were top future challenges for employees. In a 2017 study conducted by Randstad, it was found that a major challenge faced by companies will be finding and retaining employees, especially considering the extreme competitiveness and availability of skilled talent.
It has become the primary duty of the HR to:
- Recruit the most high-performing employees
- Ensure they feel like they belong in the new job/company
- Give them sufficient reasons to stay in the same company
This entire process (not just a single task) needs to be addressed holistically. We have different generations of work practices involved now, and it needs to factor in concepts like the individual employee journey and how each stage of employment, from recruiting to onboarding to career development, going to career transition, which impacts each individual employee journey.
The evolution of a holistic HR approach took time to form and develop, but it’s reaching its target now, allowing a few global trends to emerge from around 2008-9.
1. Employee Journey – Building a Career
It is getting increasingly inspired by the shift towards companies focusing on their employees and placing a high value on their value and their satisfaction with the working conditions & the company. A rather recent the idea, where HR leaders take into consideration progress from onboarding to career development, going to career transition – which impacts each individual employee’s journey. Have to start to think of their department as a central hub for all the teams and departments company-wide, it lays down that the role of encouragement & supports lies with the HR department, guiding their journey and career advancement – which can, on occasion involve finding alternative or internal opportunities for career advancement or re-allocation. It can also involve supporting employees through career transitions outside of the company.
With this comprehensive, holistic approach when it comes to the employee journey, new ways of attracting and retaining employees open up. Recruiters can discuss opportunities for career advancement with candidates in the interview, leading to a clearer status on the chances of success in the company.
2. Rise of Work From Home
Studies report that the US employment industry has seen an increase of 16% in the remote workforce between 2008 and 2012, as a result of a few of the cost-cutting measures companies adopted after the period of recession. A workforce that works remotely can prove to be profitable for companies, especially when one considers the rising cost of office space in key cities. Companies with large numbers of remote workers also save additional overhead, such as catered lunches, snacks, and the cost of other office facilities.
The primary benefit is beyond the official bottom line. Flexibility is viewed as a perk that job seekers ask about during the negotiation phase while considering the job offer. As reported by Remote.co, offering remote work options reduced employee turnover by offering flexibility to workers. The key lies with HR can ensure that remote employees don’t feel separate from the greater team and that they remain productive and engaged. Outlining consistent policies and providing guidelines for constant communication is essential to this process.
Thanks to progress in technology that makes it possible, in addition to the cost savings, increasing employee demand for flexibility, Work From Home (remote work) is a trend that will continue to grow in the coming years. What is interesting is that a PGI Survey shows at least 79% of knowledge workers would leave their current job for a full-time remote position if the pay was equal.
3. HR increases stake in the brand
The rise of social media has created an atmosphere of transparency and a window into your organization and its brand. As a result of the increased presence of employees, both current and former, on social media (especially Twitter and LinkedIn), your company culture is no longer confined to the physical limits of your corporation. When employees are laid off or leave voluntarily, it is very likely they’ll cross paths with your company and its employees in the future. Alumni employees are future customers, business partners, brand ambassadors, prospective employees, and influencers of your employer brand and sentiment.
HR’s role has now adapted itself to include brand management and careful significant attention to creating a positive company culture that results in satisfied employees in addition to creating an employer brand that can attract the best talent. Companies have come to realize that building a positive culture and supportive work environment creates former employees who will represent the company and its culture positively to the external world. Conversely, when the work culture doesn’t meet expectations, unhappy employees often share their negative opinions much quicker than you can fix it, and this can negatively affect your brand image. In the current scenario, given the prolificacy of social media, establishing and maintaining a strong internal culture is bound to have positive ripple effects on brand sentiment.
These are the practices that our company practices when we seek to place candidates in potential client’s locations. As a manpower agency, our staffing solutions work with these principles as a base, to ensure clients get matched with the right candidate. Companies looking for hiring solutions need candidates who will adjust well to their company culture and adopt the proper practices for success. To learn more, access our website at http://www.prathigna.com/ and see what we can do for your company.