NEW TRENDS IN HR

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel . Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives. Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development. Role of HRM is becoming all the more important. Some of the recent trends that are being observed are as follows: The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations. Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training. Charles Handy also advocated future organizational models like Shamrock, Federal and Triple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals. To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost. Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank
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In Europe it is more likely for salaried employees and managers to be unionized. NEW TRENDS IN INTERNATIONAL HRM HRM places greater emphasis on a number of responsibilities and functions such as relocation. IBM . y y y y y Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse. especially in India. etc. Therefore by creating an enabling culture. Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions. 3M in adhesives. Lay off workers in a smooth way explaining facts to unions. HR Managers should do the following things to ensure successy y y y y y Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats. counseling. re-entry problems and culture shock. workers and other affected groups e. In many European countries . organizations are also required to work out a retention strategy for the existing skilled manpower. recruiting competent people is also increasingly becoming difficult. etc Utilize people with distinctive capabilities to create unsurpassed competence in an area. Xerox in photocopiers.Germany for one. Decentralize operations and rely on self-managed teams to deliver goods in difficult times e. Xerox. It has quickly commercialized ideas from its research labs. law establishes representation. orientation and translation services to help employees adapt to a new and different environment outside their own country. Motorola is famous for short product development cycles.g. Kodak.of America. Telco in trucks etc. Indulge in continuous quality improvement through TQM and HR contributions like training. performance evaluations should combine the two sources of appraisal information. Employ innovative reward plans that recognize employee contributions and grant enhancements. development. With the increase of global job mobility. To balance the pros and cons of home country and host country evaluations. e.g. international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies.g. Organizations typically negotiate the agreement with the unions at a national level. Managers need to be protected from career development risks. Training and development extends beyond information and orientation training to include sensitivity training and field experiences that will enable the manager to understand cultural differences better. .

Create conditions in which people are willing to work with zeal. reward them equitably. make people feel like winners. equity and consensus. orientation and translation services to help employees adapt to a new and different environment outside their own country.HR policies based on trust. in a nutshell the HR manager should treat people as resources. openness.Commitment to quality in all aspects of personnel administration will ensure success. e) Quality Consciousness.Prepare workers to accept technological changes by clarifying doubts. re-entry problems and culture shock.Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations. Training and development extends beyond information and orientation training to include sensitivity training and field experiences that will enable the manager to understand cultural differences better. y y y y y Selection of employees requires careful evaluation of the personal characteristics of the candidate and his/her spouse. and integrate their aspirations with corporate goals through suitable HR policies. c) Relations. In many European countries . Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions. NEW TRENDS IN INTERNATIONAL HRM International HRM places greater emphasis on a number of responsibilities and functions such as relocation. In Europe it is more likely for salaried employees and managers to be unionized. . performance evaluations should combine the two sources of appraisal information. Due to the new trends in HR. law establishes representation. To balance the pros and cons of home country and host country evaluations.HR Managers today are focusing attention on the followinga) Policies.Germany for one. Organizations typically negotiate the agreement with the unions at a national level. d) Change agent. b) Motivation. initiative and enthusiasm. Managers need to be protected from career development risks.

g. IBM . China. financial services.HR Managers should do the following things to ensure successy y y y y y y y y y y y y y y y y y y y y y y y y y y Use workforce skills and abilities in order to exploit environmental opportunities and neutralize threats.g. India. industries (e. Employee performance objectives will become more aligned with business goals. Human Resources Costs come under scrutiny as the economy falters As companies look to constrain spending to cope with the reeling global economy. counseling. · Employee performance and development will drive business performance. . Inexperienced new workers will continue to replace retiring baby boomers. delayed salary increases. It has quickly commercialized ideas from its research labs. These measures dampen employee morale. etc Utilize people with distinctive capabilities to create unsurpassed competence in an area. Indulge in continuous quality improvement through TQM and HR contributions like training. The following key drivers will affect trends in HRM processes and technology for 2009: · Recruitment activity will decrease while layoffs increase. Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.. Telco in trucks etc. automobiles) to broad-based. reduced benefits. offshoring and labor arbitrage will continue as companies invest in globalization. Certain geographies (e. encouraging more investment in extended onboarding and talent development programs. e. The economic conditions have brought on increasing layoffs and limited hiring. healthcare). conditions that may persist through the first half of 2009.. hasten departures of higher-performing talent. the economic downturn evolved from sector-based (e. and job categories may continue to grow as the overall global economy slows to a crawl. For example. During 2008. Performance information will also drive variable compensation programs. 3M in adhesives. slow new product rollouts. workers and other affected groups e. this information is needed to fast-track high performers and weed out low performers. providing some cushion for bottom-line results when targets are missed.g. Xerox.g.. and potentially reduce customer service levels.g. Firms will attempt to get a grasp on and drive employee skills and competencies through performance management and development to support strategic decisions. Despite the presidential campaign rhetoric to the contrary. development. Middle East). companies. it¶s no surprise that personnel-related costs are in the crosshairs of any cost-cutting program. Lay off workers in a smooth way explaining facts to unions.1 Yet actions such as hiring freezes. etc.g. and dreaded layoffs have significant hidden costs. Employ innovative reward plans that recognize employee contributions and grant enhancements. Xerox in photocopiers. · The workforce is becoming younger and more global. Kodak. Motorola is famous for short product development cycles. since these costs represent more than 35% of annual operating expenses.

The notion of a single source of truth for who works for the company today is still an elusive goal. project staffing. strategies evolved for master data management are related to the employee life cycle. They will arm HR with the ability to predict the future results of process and technology changes made today. temporary workers.2 This means that HR pros will start to augment their transactional process-based apps by institutionalizing today¶s rogue social technologies. For years. Outsourcing selective HR processes of a compliance intensive or repetitive nature. Having fewer HR systems and vendors to manage lowers IT support and integration costs and provides a more consistent user experience for business stakeholders. and talent management systems. will remain viable. Social technologies are critical to reaching and connecting with the younger workforce. · The definition of the workforce will continue to evolve. · Core HR systems strategies will focus on master data.0 will become institutionalized. business needs encompass tracking and provisioning a variety of ³nonemployees´ as well. Based on pioneering work done with customer data hubs. succession planning. Why? Analytics are the cornerstone to predicting andmodeling ³what-if ´ scenarios. Cost savings is becoming less of a driver of HR outsourcing. as well as third-party business partners and operational applications that use employee data. Nonemployees will be managed within the human resource management system (HRMS) to allow for headcount and productivity analysis. and others who represent part of the productive workforce. performance management. The notion of outsourcing a broad set of HR processes and systems has less and less support. ³Nonemployees include contractors. · Analytics will help HR become more strategic. This will enable the employee data to be kept in sync across multiple HR. and other HR-related processes. benefits. with expertise and reliability being higher priorities. like payroll. consultants. Expect to see continued growth of this deployment model in 2009.2009 Tr ends To Watch In Human Resource Management The following technology and business process-driven trends will be evident in HRM in 2009: · Web 2. compensation management. W H AT I T M E A N S HR will Be More Business-Focused and Less Dependent On Internal IT . infusing and retaining knowledge. and turbo-charging programs such as alumni relations and mentoring.3 · HR outsourcing initiatives will become more focused and selective. Whereas the workforce has traditionally meant employees who are actually on the payroll. training programs. but 51% believe that their current tools and process capabilities are below average. · Talent management initiatives and solutions will become more integrated. · HRM will continue to lead in software-as-a-service (SaaS) adoption. bestofbreed application vendors and enterprise resource planning vendors who offer strategic HR capabilities have been touting and educating buyers about the importance of integrated HR technologies. security provisioning. The real benefit of integration is the ability to leverage employee data across historically siloed processes such as recruiting. and vendors aren¶t making any money. especially those that are weary of upgrading on-premise HRM solutions. We continue to find the SaaS model to be more accepted in HRM than other application areas (with the possible exception of customer relationship management). Advancements in software technology related to configurability and integration help to make the SaaS model more palatable to bigger companies. Fifty-five percent of HR decision-makers agree that this innovation is very important. Traditional metrics that answer ³what was´ or ³what is´ will remain to prove operational return on investment. but they¶ll pale in priority compared to forward-looking analytics. payroll. volunteers. and learning management. Many of these attempted initiatives have failed to deliver the expected cost savings and service-level goals.

Power. This book is divided into two sections that throw light on the emerging HR trends and discusses HR issues in various industries like financial services. Increase in education levels: Due to technological progress and the spread of educational institutions workers will increasingly become aware of their higher level needs. HR professionals are acquiring more business acumen as HR processes and talent initiatives are becoming more integrated with the day-to-day operations of the lines of business. This book should be valuable for practicing HR managers of every organization and also for those who have a significant interest in the area of Human Resource Management. a company¶s HR activities play a vital role in combating this crisis. HR department should consciously update itself with the transformation in HR and be aware of the HR issues cropping up. there is a huge shortage of skilled employees and hence. HR managers have to manage all the challenges that they would face from recruiting employees. With high attrition rates. These parallel developments signal the ascendancy of the HR function as a y more prominent player in strategic business growth The management has to recognize the important role of Human Resource Department in order to successfully steer organizations towards profitability. Driven by a number of significant internal and external environmental forces. processing routine transactions. with little if any bottom line impact. to training them. SaaS model. . poaching strategies of competitors. managers will have to evolve appropriate policies and techniques to motivate the knowledge of workers. and less dependent on corporate IT. Just taking care of employees would not be enough. more self-sufficient. Healthcare. Suitable HR policies that would lead to the achievement of the Organization as well as the individual¶s goals should be formulated. HR is becoming less technophobic. along with other back-office tasks. and dealing with compliance and legal issues.The traditional HR shop has been heavily focused on managing records in monolithic systems. On the technology front. to name a few. and then developing strategies for retaining them and building up an effective career management system for them. It is necessary for the management to invest considerable time and amount. HRM has progressed from a largely maintenance function. CHANGES IN HRM : Some of the significant changes that are likely to take place in the human resource management are as follows: 1. productivity and stress. to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. team work and leadership building. In order to survive the competition and be in the race. Introduction Human Resource Management has evolved considerably over the past century. customer-orientation. and experienced a major transformation in form and function primarily within the past two decades. This type of HR function has been viewed by top management as a candidate for outsourcing. to learn the changing scenario of the HR department in the 21st century. IT. to realize the growing importance of human resources and understand the need to build up effective HR strategies to combat HR issues arising in the 21st century. new HR initiatives should also focus on the quality needs. HRM applications are being designed to be owned and managed by the business stakeholders while also being deployed via a vendormanaged. The more enlightened HR organization is focused on talent as a strategic resource to make the overall business successful.

women and minority groups. Personnel directors are the new corporate heroes. 3. highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. personnel management has become very legalized. in future personnel management will face new challenges and perform new responsibilities. composition etc. Organizational development: in future. occupational health and safety: Due to legislative presence and trade union movement. In future private organizations will have to co-ordinate their labour welfare programmes with those of the government private sector will be required increasingly to support government efforts for improving public health. Participative leadership will take the place of autocratic leadership. Therefore manpower planning of every organization will have to take into consideration the potential availability of talent in these groups. 4. structure. As changing work ethic requires increasing emphasis on individual. Technological developments: This will require retraining and mid-career training of both workers and managers. Development planning: personnel management will be involved increasingly in organizational planning. Better appraisal and reward systems: organizations will be required to share gains of higher periodicity with workers more objective and result oriented systems of performance. SCs and STs would become an important source of man power in future on account of easy access to better educational and employment opportunities. This calls for future skill mapping through proper HRM initiatives. 10. change will have to be initiated and managed to improve organizational effectiveness. The name of the game today in business is personnel . education training and development and infrastructure. Changing mix of the workforce will lead to new values in organizations. personnel management will have to be more healthy and safety conscious in future. . 6. 8. 9. Increasing government role: In India. Top management will become more actively involved in the development of human resources. Creative skills will have to be redeveloped and rewarded emphasis will shift from legal and rule bound approach to more open and humanitarian approach. Traditional family management will give way to professional management with greater forces on human dignity. New work ethic: greater forces will be on project and team forms of organization. Over the years. New personnel policies: new and better polices will be required for the work force of the future.Better educated and organized workforce will demand greater discretion and autonomy at the work place. Greater cost-consciousness and profitorientations will be required on the part of the personnel department. 5. appraisal and performance linked compensation will have to be developed. Jobs will have to redesigned to provide challenge. NEW TRENDS IN HR Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Rise of the international corporation is proving new challenges for personnel function. 7. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. 2. Changing composition of work force: In future. Thus.

Some of the recent trends that are being observed are as follows: y The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations. (ii). With the increase of global job mobility. There is a need for multi skill development. with renewed thrust on HR issues. organization development. The personnel function will become more cost-conscious and profit oriented. more particularly on training. The scope of human resource management will be extended to cover career planning and development. Therefore by creating an enabling culture. the international pioneer in HR BPO already roped in Bank of America. organizations have introduced six. management cultures and philosophy due to the global alignment of Indian organizations. especially in India. Instead of merely administering personnel activities. Charles Handy also advocated future organizational models like Shamrock. Enlightened trade unions will become an active participant in the organization and management of industry. the personnel department will have to search out opportunities for profit improvement and growth. (iv). (v). social justice etc. To leapfrog ahead of competition in this world of uncertainty. Six.Indian organizations are also witnessing a change in systems. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals. Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. recruiting competent people is also increasingly becoming difficult. . Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management. organizations are also required to work out a retention strategy for the existing skilled manpower.sigma practices. The personnel manager will be required to act as a change agent through greater involvement in µenvironment and scanning and development planning. Exult. y y y y FUTURE ROLE OF PERSONNEL MANAGERS Some of the emerging trends in the role of personnel manager are as follows:(i). Personnel managers of future will have to stress upon overall development of human resources in all respects.sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. Role of HRM is becoming all the more important. (iii). international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies. Federal and Triple I. They will have to devote more time to promote changes than to maintain the status quo. These practices improve organizational values and helps in creating defect free product or services at minimum cost.

Thus. Greater authority and responsibilities will be delegated to personnel managers particularly in the field of employee welfare services. Six sigma 3. keeping a continuous and close touch with them are kept on priority by many multinationals. Company's who are employee focus are able to retain the staff. Regards HR has to play a vital role in todays competitive age. attitudes to discharge their new responsibilities successfully.HR . Talent Management Organisational Growth & Strategic Human Resource Management Organisational excellence through Leadership Impact of Mergers & Acquisitions on Human Resources HRD in Cross-Cultural Environment Competency Mapping Building High Performance Culture E. They will have to acquire new skills. Competency Mapping 2. Latest trend of hr In each area of HRM. the job of personnel managers will become more difficult and challenging in future.(vi). suggestions. Thus be clear on what exactly you are looking for or at least the area. there is at at least one new contribution everyday.. as organizations are more depended on HRM to increase the success ratio in today¶s competitive global environment. asking for their views. They will play a creative and development role. SAP However it all depends on the need of the organization what to use or not to use. Involvement of employees in decisions. They will thus have play a creative and development role. Conclusion: ³I never predict. Personnel managers will have to continuously retrain themselves to avoid obsolescence of their knowledge and skills. values. They will have to be experts in behavioral sciences. Some of the recent trends followed in India are: 1. I just look out the window and see what is visible ± but not yet seen´ (Peter Drucker) Trends in Human resource management have changed the way we work. (vii). Appreciation and recognisation for thier outstanding contirbution boots the morale of the employee. There are many more things aprat from this.

Establish common systems (e. Companies are involving the human resources department in developing and implementing both business and people strategies. creating practices that will be consistently applied in different locations/offices while also maintaining the various local cultures and practices. .Outsourcing ± Redefining Jobs and Work Work-Life Balance in 24*7 Environment 1.NEW TECHNOLOGY IMPACT ON SKILLS REQUIREMENTS Technology-related skills ‡ Skills in identifying new applications of technologies ‡ Skills in developing new technologies. -------------------------------------------------------------2. and communicating a consistent corporate culture across the entire organization.Communicate to all locations about a common corporate culture. BUSINESS ALIGNMENT -considering the HR function not as just an administrative service but as a strategic business partner. and ‡ Skills in manufacturing new products. .GLOBALIZATION OF BUSINESS.Provide management with education outlining how the company does business.MOBILE CULTURE . . accounting. . . or applying new methods/processes ‡ Skills in applying new processes or tools to existing work ‡ Skills in installing and maintaining new products. marketing.creating a global mind-set within the HR group. ---------------------------------------------------3. ---------------------------------------------------4..Allow local cultures to maintain their identity in the context of the corporate culture.Create an organizational mission with input from all locations.g. MIS). . or advancing existing technologies ‡ Skills in identifying technological solutions to problems Operative/Technical skills ‡ Skills in operating new tools or equipment. .Create a written strategy outlining the corporate culture.

HRM have to face / meet/ manage the human resources to deliver the results. establishing a culture of innovations THRU #Co-operative Research Centres #Knowledge and Technology Diffusion #Technology. -----------------------------------------------------------------------8. This created an enormous challenge to the HRM to seek/develop/manage overseas HR.DEMAND FOR INNOVATION THROUGH TRAINING/DEVELOPMENT : * Building an educated and highly skilled workforce.-------------------------------------------------------------------------5. *Developing linkages. *Becoming a leader in knowledge creation and innovation. *Fostering high levels of enterprise formation and business growth. clusters and networks to become a more integrated and networked local economy. ----------------------------------------------------------------9.RISE IN PER CAPITA INCOME -the rise in per capita income created more educated human resources. Research Parks and Precincts #Education #Commercialisation -----------------------------------------------------------------------------7.OUTSOURCING OPPORTUNITIES -the demand for cheaper labor forced the companies to seek more destinations in the underdeveloped countries.DEVELOPING ECONOMIES GROWTH RATE -MAJOR ECONOMIC REFORMS -the rapid development of underdeveloped countries forced many companies to shift their production base overseas.BUSINESS INNOVATION DEMAND ON MANAGMENT Management skills ‡ Skills in identifying which innovation outcomes are appropriate for commercialisation ‡ Skills in knowing when and how to market a new product. . *Creating a business environment and infrastructure base that facilitates business success. -more systems / more software for the business means different methods of working. tool or process (or other innovation outcome) successfully ‡ Skills in securing intellectual property rights over innovation outcomes ‡ Skills in setting up efficient manufacturing processes for new products ‡ Skills in negotiating appropriate training provision with education and training providers ---------------------------------------------------------------------------------6. ------------------------------------------------------------------------10. *Becoming a globally focused and internationally integrated economy.IT TECHNOLOGY DEVELOPMENT.This created an enormous challenge to the HRM to seek/develop/manage overseas HR. which affect the working human resources.

Depending on your company size. your location. plus several of my runner ups. and I still go back and forth. who ever heard of a play date before 1990? So. and the health and progress of your company and industry. what are yours? Do you agree or disagree with the Human Resources trends I have selected? Please share your thoughts on the "Readers Respond" form below. So. Now that you have had a look at the top ten Human Resources trends I've presented. Millennials Are on the March A generation of employees who were pampered and scheduled by their Baby Boomer parents have taken the workplace by storm. These Human Resources trends are presented in no particular order aside from the first trend. Almost no employees have received a raise without a promotion this past year. IT WAS A CHALLENGE TO MAINTAIN/ MANAGE TALENTS Trends The top ten trends of the decade for Human Resources staff and the employees served at work were not obvious nor were they easy to pick from my original list. Looking over their shoulder and protecting their own job has become commonplace.FOR HRM. business leaders don¶t know whether they are managing from an economic perspective that the economy has been reset forever or a down economy that will recover.2%. anxiety. Business leaders are struggling to manage in times they have never before experienced ± and the employees. No one can predict how bad the economy could become or how long the downturn will last. the top ten Human Resources trends may have differed for you. Although the selection was a challenge. They bring pluses and minuses to your workplace. and extended unemployment benefits and COBRA subsidies keeping many families afloat. who may also be experiencing stressful economic trauma outside of work. Normal bonuses and profit sharing have been replaced with mandatory furloughs and more work to replace that of laid-off coworkers. these are my top ten Human Resources trends of the decade. . as I write this. this economic downturn has left no one unaffected. It's the Economy With US unemployment at 10. are watching and concerned. Even people still employed have watched as their 401(k)s and savings sunk to new lows.and millennials bring special challenges ± employers are dealing with helping three generations of workers happily co-exist to serve customers as a team. not only is your workplace trying to absorb these offspring of the Baby Boomer generation . and fear has also chipped away at the employee¶s comfort level at work. but come on. which has swamped HR the past couple of years. Mourning the loss of laid-off coworkers with feelings of guilt.

Flexible work hours. Employee Recruiting and Networking Online This decade has brought about the transformation of employee recruiting and social and media interaction and networking. Teleworking or telecommuting. don¶t let the power of this online media pass you by. deciding whether to monitor employee time online.The economic downturn has made the three generation situation worst with Boomers who planned retirement. One giant computer company reports that 55% of its employees not only telecommute. Developing social media and blogging policies. A New York City publishing company allows telecommuting two days a week and employees can bargain for more. . networking and recruiting will never be the same again. had not been around very long. From large job boards like Indeed to niche job sites. They bear no resemblance to the "company man. For the employer. and vacation time into a bank of days for employees to use. Social media and online recruiting bring the employer new challenges. and checking candidate backgrounds online. Additionally. flexible time off for appointments. and Ecademy. flexible four day work weeks. mutually supportive network of contacts. Millennials and Gen X employees are supervising Boomers and Boomers are mentoring those who wish to learn from the leaving generation. When I first started writing about recruiting.´ touted as the ideal employee in earlier years. they work from home all of the time. or you'll lose them to an employer who will. Employers have seen a transformation in how people find each other for networking and jobs this decade. just scratch the surface of new employer challenges. Many of them have options. The millennial quest for work-life balance and for having a life outside of work is legend. Made to Order Employment Relationships Perhaps it¶s the push from the millennials. Social media networking is the new way to find employees. and definitely it¶s the availability of technology that facilitates the customization. find jobs. Teleworking is not the only component of the new made to order work arrangements. unable to retire . build a wide-spread. but the made to order work relationship has become a dominant force in the past decade. the workplace is changing to accommodate them. personal time. Human Resources employees have either kept up with the new ways of interacting and communicating or they are doing their organizations a disservice. managing millennials is a skill managers need to develop. from networking on discussion lists to sites such as LinkedIn. Employers accommodate these talented young people and develop their strengths and ability to contribute. Facebook. But. the big job boards like Monster. And. has taken workplaces by storm. a rare privilege in the 1990s. trends such as bringing baby or the family pet to the office also fall within this workplace flexibility. get answers to questions. Flexible anything has become the new norm. and the most important trend of all: Paid time off (PTO) allows employees to take time off when they need the time as it consolidates sick leave. to make way for up and coming employees. and keep track of colleagues and friends. Twitter.and not happy about it.

all the time. Their employees are more motivated and engaged. for the most part. and availability via technology. because they have the time necessary to address work-life balance issues. and less stressed out about family and life issues. and for good and bad. laptop. Employees work at home in the evening on collaborative reports and email. most employers forbid hourly employees. relaxing time. Employees do their banking at work and their work accounting at home. has blurred the line between work and home. In a world in which identity theft is prevalent and can cost an employee countless working hours over several years to correct. They must also back away from old rules about what an employee was allowed to do at work. Almost no one goes on vacation without their smart phone. webinars. Employers do need to heed wage and hour laws when dealing with hourly employees who must be paid for every hour they work. The Rise of Technology No Human Resources trend list would be complete without an explicit mention of the impact of technology on all aspects of the field.Superficially. Identity theft is so serious and rising that every employer needs a plan to prevent. but most employees just see it as a way of life. and blogs exist in common language ten years ago? Now. Employees taking PTO email colleagues with the number of their cell phone if they won¶t have access to email. But. Employers need to make sure this degree of connectivity is not required. all of these components of the made to order Human Resources employment trend offer benefits for employees. and kindlelike device. They shop at work and take brief breaks by playing online games. safeguarding employee records is critical. They can even work virtually and with distant teams simultaneously. they offer benefits for employers. So. work collaboratively. This emphasizes the differences between exempt and nonexempt employees. Employers don¶t need to police employee time. and share opinions and project progress. Employee Training and Development Transformed . employees use them internally to stockpile information. too. in general. This interferes with down time. wikis. and work-life balance. Did words like Intranets. this work ± home blurring is a nightmare for employers who must pay for overtime. They need to make work and communication more transparent and measurable so the flexibility yields results. already a distance. Indeed. They hold meetings and share visuals with teams from all over the world. some employees never stop working. No generation has ever been this connected. The Big Blur Online. As mentioned the power of technology all through these trends. but still cite technology as a major trend. to work at home. Technology has transformed the way in which Human Resources offices manage and communicate employee information and communicate with employees.

the engine of job creation in the US. and training meetings and seminars. the practice of seeking insurance first from a spouse¶s employer. too. Tension Increases Over Government Intervention in the Employer-Employee Relationship A debate exists in the US between people who think the government is already intervening too much by making laws that require employers to provide particular benefits for employees. is the concept of alternative forms of employee learning such as coaching and formal mentoring. One of the more significant examples of government intervention occurred with the passage of the Family and Medical Leave Act (FMLA) in 1993. during this decade. They consider it the ³right´ or humanitarian action to take. especially. I expect I will be including this Human Resources trend after the next decade. so did other training and development opportunities and definitions. its intermittent leave requirements created recordkeeping quagmires and made trial lawyers smile. teleseminars. though did not start in this decade. Additionally. Small business. You can expect even more progress and experimentation in the years to come. and webinars provide employee development opportunities. They hit the mainstream in this past decade. The continually rising cost of health care insurance and health care is affecting what employers can provide in terms of additional benefits for their employees. The Rising Cost of Health Care Much as I¶d prefer to leave this Human Resources trend off the table. another Human Resources trend that flourished. This is the decade when employers experiment with classroom training in a virtual world called Second Life. Podcasts. Plus. online learning. Opponents want benefits for employees but argue that employers should make benefits choices that their employees desire and that they can afford. and higher health care provider co-pay office fees are all highlights of the rising cost of care. and the employee¶s access to the training does not walk out the door at the seminar¶s end. it¶s not going away. People who support the government intervention believe that the US government has been negligent in not mandating benefits such as paid sick leave. . Online learning. is currently sitting on the sidelines because of the uncertain economy including threatened government mandates and potential changes to health care. and those who don¶t. and all forms of web-enabled education and training provide options that employees never had when training occurred in a classroom. Opponents argue that employer mandated benefits will cost the country jobs and opportunity. The affects of its passage continued to be an employer¶s nightmare this past decade as. including increased expectation for learning transfer to the job. The rise of employee payments for part of insurance coverage. as the technology-enabled delivery options expanded. earning an online degree or credits. increased payments for covered family members. Employers are saving millions of dollars in employee travel expenses. employee development.This decade has seen the rise of technology-enabled opportunities for training. screen capture and recording software.

the required holidays. The labor union movement in the US is in the process of undergoing a radical change. and Off shoring Increasing government regulation in the US along with increasing corporate taxation (maybe highest in the world). I also found that. Additionally. This includes diversity which is already affecting workplaces and legislation. or the company is simply expanding globally. the US HR Director. I remember hiring my first employee in Hong Kong. high regulation states are seeing an outpouring of business (and jobs) from their locations. The US is seeing an overall rise in outsourcing jobs to overseas locations that are viewed as more friendly to business. Managing and working with these global locations. I learned the monetary system. Employers see the positive impacts of locating offices and factories in global markets and tapping the strengths of local employees who are familiar with business and employment practices in the new locations. probably hired the staff. which as I write this piece. is not supported by over 56% of Americans. Human Resources. outsourced. is a challenge for managers. and coworkers. and less desirable. Discrimination laws have had a profound impact on recruiting and hiring practices and in all areas of equal opportunity employment. business friendly policies and incentives are causing employers to rethink locations for their operations. Whether work is off-shored. higher wages. It's a whole new world of global challenges out there. the government regulations. until I had local. Outsourcing. High taxation. Globalization. local Human Resources offices do not make sense. Legislation is currently pending. Several of them will see their biggest impact in the next ten years. Human Resources Trends of the Decade: Honorable Mentions I considered these Human Resources trends and they are worthy and deserve a mention. In an era of globalization. the challenges to Human Resources with a globally-located workforce are serious. this makes sense.Americans disagree about what needs to be done in this arena. public sector employees became the majority of union members leaving private sector union member numbers behind. See my favorite piece about diversity: Search for Similarities: Just Like Me. Health care costs will remain a Human Resources trend in the next decade. If a US company has five employees in Hong Kong or six in Europe. Recently. rather than local markets. (I support capping fees to trial lawyers and limiting payouts in medical malpractice suits. so we shall see. while obeying the laws and honoring the customs of the host country. providing incentives to people becoming family practice physicians. the Service Employees International Union (SEIU) has stated publicly . In fact. trusted employment staffing assistance. Employers seek global. and making basic insurance more affordable. with assistance from local employment agencies. so that economic factors in one location do not hinder progress. Get ready. and more.) But. most agree that something does need to happen so that Americans can retain the best health care system in the world. the new employee and subsequent employees took advantage of my limited knowledge.

He took time to listen to their ideas. a feeling of a loss of safety swept the nation. and performance evaluation strategy is an important Human Resources trend in my book. It moves evaluation and goal setting away from an annual appraisal administered by the employee¶s manager to a mutually beneficial defined contribution and development plan. he appreciated the importance of taking the time to learn what they knew and absorb their creative thinking. safety and crisis management plans. Any employee could use their creative thinking to write up ideas and send them for Gates¶ perusal. he realized that he didn't have to know everything. Essentially. Hopefully. He recognized that he had employees who did. Guth. employers responded with new building evacuation plans. . this will never be a trend. Are you ready to enhance and take advantage of them in your workplace? Please share your best trends of the decade and your worst trends of the decade. Enhancing creative thinking:When Bill Gates led Microsoft. But.) The concept took hold in my imagination. and business continuation strategies. In Secret Hideaway. He has said that he may read 100 papers during a Think Week and his record is 112 papers. (You must be a subscriber. Gates went into seclusion for two. He took time to think. We¶ll see considerably more from each of these trends in the next decade. Bill Gates Ponders Microsoft¶s Future by Robert A. Hold on to your seat. to ponder the direction of Microsoft. but several readers nominated this event. In the wake of the horrific events of 9-11-2001. for many years. goal setting. and also impact the illegal immigration debates in Congress and for employers. This will produce changes in the next decade about Political Action Committees (PACs). much of which most employees watched unfold on their televisions at work. in general? Share your thoughts about the top 10 Human Resources trends of the decade. The Wall Street Journal highlighted Gates¶ bi-annual Think Weeks in an article a few years ago. People who lived closer to the events and who lost family members and friends were most profoundly affected. Alone. Have comments on these top 10 trends and Human Resources trends of the decade. Family. he read manuscripts from Microsoft associates on topics that ranged from the future of technology to speculation about the next ³hot´ products. raise questions about who is funding union activities. It allows an employer to develop an employee from onboarding until they leave your company. Some papers suggested new products or different versions of current products. friends and Microsoft employees were banned from his retreat. the events of 9-11-2001 will never be forgotten in America. The evolution of performance management as an employee development. But. one-week ³Think Weeks´ a year. When tragedy struck the workplace. The next wave of Human Resources trends for the next decade will soon leave the station.that their members include illegal immigrants.

But do you do it? If not. to read and ponder the future of Microsoft and the creative thinking of his employees.Not just reading. Add ideas as they come to you. I¶ll bet. all-the-time. Keep a notebook in which you can keep track of ideas. glance through the folder. Do any rote activity that allows thoughts to swirl through your mind. How often do you take time to read about new ideas. You can transform your world. Read magazines. Ten Exercises to Promote Creative Thinking and Innovation Read with pen and notebook in hand. Clip articles and place them in a folder of related articles or ideas. consider creatively your current work and life.remained constant. Take time to stare out your window (if your setting deserves attention). online articles. Write one idea down on a piece of paper and brainstorm any thought that comes from it: how to accomplish the idea. jot down any idea that comes into your consciousness. I jotted down four additional ideas ± in just an hour of reading and creative thinking. take time to read and learn. But the basic idea . y y y y y y y y . take time for creative thinking. has evolved over the years. I know. take time to read and learn may be simple messages. Think Week Implications for Creative Thinking Bill Gates took the time. by your bed and in your car. play with a desk toy. Schedule annual retreats or off-site meetings to plan and generate ideas. Periodically. Gates took the time to respond to employee suggestions. revel in the creative thinking of your staff. and make changes? Not often enough. journals. The process of reviewing employee ideas. But. take a quiet walk. Create ³idea files´ in most folders in your computer. One paper might have resulted in an email sent to hundreds of Microsoft employees world-wide.to read and think during time alone ± to review ideas from the creative thinking of employees . and any other thought that enters your mind. Employees waited with baited breath to see if their paper or idea might receive the go ahead following one of these famous Think Weeks. where to use the idea. Read a non-fiction book every week. who can help you implement the idea. if the founder and long term CEO of one of the most powerful corporations in the world set this example. twice a year. and encouraging creative thinking from employees. Encourage your staff and coworkers to do all of the above and share ideas with each other at ³think´ or brainstorm sessions. what to do about the idea. This article idea came to me during a onehour think time. take time to think. I am willing to learn from his creative thinking. An assistant later culled the submitted papers prior to Think Week and a computerized response system let Gates easily respond to papers. Create an idea or to-do file in your email program.

or think hours for yourself or your work group. Thinking time and learning time are both critical to creativity and innovation. Take time to plant and harvest the ideas that fuel your progress and success. Schedule think weeks. . The old adage: ³stop to smell the roses´ is true for both your current work and your career. Creative thinking rules.y y Develop an employee suggestion process. think days.

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