3 Key HR Trends For 2013

Share on facebook
Share on linkedin
Share on twitter

Big Data, Global Talent, Cloud, Gamification, Social Recruiting, BYOD… different and complex concepts, but actually they are bringing into play three key trends that shape the future of HCM: HR departments being part of the business, global talent management and technology integration.

1. A new HR organization: Reading Bersin’s HR predictions, HR departments have gone through several stages, from being a ‘personnel department’  to a strategic HR and Integrated Talent management model, up until now, where we are talking about a ‘Businees-Driven HR’. The time has come when integrating HR strategies with the business, differentiating & segmenting talent, concentrating in a globalized workforce and HR  is a must.  In the words of Josh Bersin “Companies should redesign their HR departments to become more oriented to data analysis, be more proactive, aligned with the business and strategic in nature (p.17, Predictions for 2013).” Make proper decisions on talent management and leadership can significantly benefit business results.

2. Global Leadership and Talent: Talent is everywhere, and therefore recruitment processes must be done at a global scale. Gradually we will see how analytics and Big Data become more and more important. Also, this year we will hear much more about social recruiting: the vast majority of companies are recruiting through social networks, LinkedIn being the most widely used (80% of companies –source: E-Quest-); but also Twitter, Google+ and Facebook are sources used to find applicants. Some companies are even using gamification strategies for their selection processes.  As a result of all this we will continue to see a great approach towards employer branding.

3. Towards full technology integration: As Peter Hinssen, CEO of Across Technology, explained on his presentation at the HR Tech Conference, we are moving from a world where technology was just emerging  to a world  in which technology is completely integrated in the day to day activities; and in this sense, cloud and mobility are normal consequences of this natural integration: easy and immediate access to information from anywhere. HR Systems also evolve in the same direction, towards integrated global technologies: companies need to flee from information silos to unified Core HR systems. Solutions must centralize the HR management throughout the life cycle of employees and coordinate global and local strategies and policies.

Share on facebook
Share on linkedin
Share on twitter
Share on facebook
Share on linkedin
Share on twitter

ESCRITO POR

Experto Meta4

Related Posts

Jefes que lideran el trabajo híbrido requieren creatividad y compasión
Share this post!
Share
February 24, 2022
It is a reality that the hybrid work model will grow this year because employees are seeking to hold on to the ‘positive’ effect of the pandemic, in terms of balancing home and work…
Lo que debes tener en cuenta para tu estrategia de Talento Humano en el 2022
Share this post!
Share
February 17, 2022
What are the industry opportunities and challenges you need to be aware of? How can you generate more value for the organization?
Los 5 pilares del nuevo contexto laboral
Share this post!
Share
January 27, 2022
The Covid-19 pandemic has caused a paradigm shift in all areas, especially in the HR function, which has had to transform many of its working procedures and tools to adapt to the new uncertainty of work and to maintain business continuity.