January 28 2015

2015's Top 10 Trends in HR, Talent and Learning Strategies—Part 2

Written by Lambda Solutions

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Last week we summarized the top 5 trends in talent, HR and workplace learning strategies from Bersin by Deloitte’s 11th annual predications report. Today we summarize the final five for you in the article below. Continue reading to see what else will be trending this year in the wonderful world of work. Or rather, of roughly the 30% of you who are actively engaged at work, the wonderful world of play!

Talent Mobility and Accelerated Leadership Pipelines

The global workforce is quickly becoming younger with marked changes in expectations from employers. Deloitte research indicates that young people today expect an experience that aligns with their personal goals and often times an accelerated track to leadership positions. With this quickly becoming the norm, Bersin predicts that 2015 will be a time for organizations to invest in their internal talent mobility programs. Not only will this attract top talent in the younger demographics, but it help to increase organizational performance as more tenured and skilled people move throughout organizations. Here are a few tips to keep talent mobility on track:

  • Ensure that positions are posted and marketed internally
  • Develop incentives that create a culture of internal movement
  • Ensure managers have the necessary resources to provide thorough onboarding programs

Globalizing the Leadership Pipeline

Deloitte’s 2014 Human Capital Trends research found that 85% of business and HR leaders indicate that their leadership succession plan is the most important problem today because the pipeline of leaders is dry and at best trickling. To be exact, less that 15% of organizations believe that leadership pipelines are prepared for future needs. While researchers and business leaders readily admit this is an issue, few organizations provide development opportunities to move employees into executive positions. Similarly, few organizations have programs to develop and prepare Millennials for leadership positions.

Talent Analytics and Workforce Planning Systems Needed Now

2015 is the year to invest in talent analytics and workforce management systems because we now have enough information to know that they are extremely effective. Talent analytics drive hiring, retention and identification of high-performing candidates. Bersin notes that one client found that traditional rubrics of hiring candidates such as the university they attended, their GPA, academic activities and GPA were not indicative of high-performance. With the right data and a talent analytics program, the organization was able to identify factors that were actually indicative of a candidate’s performance. Thus, an additional reason to get started building out talent analytics programs is because there is a significant time investment. Josh Bersin estimates that it takes between 2-3 years to “build a holistic talent analytics team.”

Legacy HR Technology Becoming Obsolete—Seek Rapidly Growing & Innovative Solutions

Many organizations are working with Human Resource Management Systems that are dated. Thus, as Bersin points out, 2015 is the year to phase out legacy programs and replace them with “integrated end-to-end software suites” that are highly flexible and cloud based. Not all vendors will provide outstanding options in the areas you need, so ensure to choose a product that focuses on the features you need to meet your HR and talent goals. These features typically include:

Core HRMS Features New Features
  • Payroll
  • Performance management
  • Recruiting
  • Learning Management
  • Succession Management
  • Social and informal learning
  • Integrated network recruiting
  • Candidate relationship management
  • Social recognition
  • Real-time employee feedback
  • Engagement sensing
  • Culture assessment
  • Fit analysis

Redesigning the HR Department

Based on Bersin’s High-Impact HR research, they found that high performing HR teams have a series of unique strategies that explain their success. Their research suggests that instead of having a large team of HR generalists, its more effective to form a team composed of a small number of senior HR business consultants. These HR experts then work with line leaders to help develop solutions for their ‘people’ issues.

An additional identified denominator of success is the shift from ‘centers of experts’ to ‘networks of experts’. What this means is that rather than having experts conglomerated in one department, they are strategically placed in all areas related to HR—recruitment, training and employee relations. Extending upon this, HR specialists from the network of experts are then placed in functional areas so all businesses have recruitment, training, performance management and coaching experts who understand their business unit inside and out.

Bring it on 2015

We hope after thinking about what’s to come this year in corporate HR, talent and learning that you feel empowered. Yes, there will be hurdles and bumps along the way but there is so much that can be done to dramatically improve the lives of your people and the success of your organization. Get inspired, be bold and challenge your teams to innovate forward!

If you're looking for more information on predictive analytics, check out this Whitepaper - it explains the types of questions HR managers can answer with Big Data and predictive analytics.

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