People are increasingly looking for personalized user experiences in every field, where they can mold things and situations as per their personal preferences, interests, and needs. The same goes for employees as well who are bringing their unique needs to the table and are expecting personalized experiences at work. Human resources functions evolve continuously with changing trends and regulations and now they can no more rely on a “one-size-fits-all” approach for talent management. Organizations are now focussing more on providing tailored work experiences to their employees. And, with the growing demand for personalization in the workplace, experts also believe that this particular trend can be instrumental in bringing together the skillsets of a diverse workforce and has the potential to improve engagement, retention and workplace interactions.
While promoting an employee to the managerial position you expect that they would be great in handling the team because they have been a competent employee and seemed to have the right skillset. However, there often remains a gap between having the skillset and applying them to manage teams. When an employee is promoted to the position of manager, things change for them significantly and many new managers are often unprepared for this change. Even the incredibly talented employee doesn’t always emerge as a great manager. Many new managers admit that they were unprepared for the leadership positions when they were promoted. A good manager is crucial for the success of the team, as well as for the retention and engagement of employees. And thus it’s critical to train the first time managers to bridge the gap between the manager’s capabilities and employee expectations. Unlike before, when completing their work properly was all they had to worry about, the new managers face a bunch of new responsibilities after promotion like motivating team members, finding resources to support the team, reviewing performances, managing conflicts, facilitating career growth of employees and more, each one having its own set of challenges. Good management skills are vital for every organization and many companies are now investing a lot of time and effort to train new managers.
Businesses are increasingly churning out innovative HR solutions for better managing resources. Over the last few years, there has been tremendous advancement in the HR industry, where new technologies like predictive analytics and artificial intelligence have brought in much desired developments. HR professionals are now empowered to perform HR activities in reduced time span and are focusing more on hiring, engaging and retaining the right candidates for the organization by aligning organizational strategies with organizational and individual goals. The global human resource management is exhibiting remarkable growth and is expected to reach $30 billion in terms of market size value by the year 2025. It is the era where people want to work for organizations which not only provide a fair salary but also other benefits and perks that improve their overall work-life balance. However, the evolution of the HR industry isn’t devoid of challenges and HR professionals very much need to dive deeper into the industry dynamics to stay afloat in the market waters.
Flexible work arrangements are getting popular day by day. Employers have realized that providing flexibility in work arrangement helps in attracting better quality resources, reducing absenteeism, increasing engagement and reducing turnover. Organizations, these days are opting for different types of flexible work arrangements like variable schedules, part time work, and telecommuting. However, along with the plethora of benefits, flexible work arrangements also come with a few issues. There still lies a stigma around flexibility and many believe that people working with flexible work arrangements are neither productive nor helpful. This implies that when organizational leaders implement flexible working arrangements, there often is a gap between what has been instructed and how the everyday work is being carried out. On the other hand, many employees also feel that they have access to fewer growth opportunities when they take up flexible work arrangements. Flexible work arrangements need to be handled strategically so that the organizations can reap the benefits.
Employee wellness program is a growing trend these days. Organizations are realizing the fact that healthy employees are more efficient and productive and, thus, designing an effective employee wellness program is essential. However, even if the organizations are aiming the right thing, not many have the right knowledge and experience to implement a successful program. Often the employee wellness programs look good on paper – organized, streamlined and calculated – but not all succeed practically. Switching to a healthy lifestyle isn’t easy and employees often do not consider such ideas of change. For an employer it’s a challenging task to truly influence the lifestyle and behavior of employees in a way that it changes them for good.
Among a myriad of emerging technologies, artificial intelligence is a prominent one that promises advancements in a number of industries. Artificial Intelligence (AI), also known as machine intelligence, is the intelligence demonstrated by machines. The devices understand the environment and take actions which maximize the chances of achieving goals successfully. Although AI has automated a number of jobs in recent years, it is also playing a major role in making the workplaces better. Implementation of AI in many processes is still in a nascent stage but if developed in the right ways it could help companies identify the issues that hamper employee productivity and efficiency.
Succession planning is a systematic approach for identifying and developing new leaders that can replace the old ones in future. For today’s business scenario, your organization might be well staffed but there could be changes and shifts in the upcoming days. As an employer or human resource manager, you need to think about the future and develop a workforce that can adapt to upcoming shifts and efficiently take up leadership roles whenever necessary. Succession planning is all about mapping the talents and future needs, and training and developing the employees accordingly.
If you want to hire talented candidates for your organization, first you need to attract them through great job descriptions. Writing an effective and concise job description is important to get talented candidates applying for your job. It is said that good job descriptions combine required skill and competencies, job responsibilities, organizational culture and some marketing. In order to prevent making bad hires, recruiters also like to highlight the values and mission of the organization. There are millions of recruiters posting job descriptions on various job portals and to make yours prominent among those, it’s important that you write a great one. Right job description connects you to the right candidates and helps you make a good hire.