Dennis Kight, Business and Technical Leadership Partner IBM Middle East and Africa trusts that HR Analytics is a major tendency for 2016. Harvesting the vast amounts of data at our ﬁngertips and utilizing this data as the basis for making strategic HR decisions will become much more prevalent in 2016 and beyond. The challenge for HR will be to obtain the skills required to effectively work in a more data driven environment.
Xavier Molinié HR VP CMA, CGM believes what could be part of the major HR trends in 2016 is related to Talent Management. The business environment is less and less predictable, and the future jobs are unknown and shaped out of the standard models. Talent pools are more and more made of insiders and outsiders. The 2016 year will see more talk about attraction, retention and contribution to feed the overall external talent pool. Consequences are - more fragmented career paths and higher attractiveness of companies that are seen as career leverages. The contractual relationship between the employer and employee progressively gains more and more ﬂexibility.
HR continues to be about Relationships rather than Programs and a deep understanding of the business, says Jenny Arwas, MBE Formerly Director BT Group Functions HRBT. The key skill set for future HR people will be how to effectively understand and manage the impact of mergers, demergers and globalization as these changes have profound impact in the workplace.
Albert Hakkers, Former HR Director Europe, Diageo believes he would probably focus more on leadership aspects as Leadership will become more relevant as our world is getting more complex. HR people have the tendency to follow a leader but they have to lead the way and take a stand for their principles more and more.
Diaa Mohamed, Vice President HR Global Services HP believes the strongest trend is to “Keep HR simple”. With firm competition in the market and challenging economy in most countries, HR will be challenged to make life simpler:
by focusing on most critical business needs,
creating simple solutions that have major impact,
reducing internal bureaucracy, and keeping the HR team small and efﬁcient, and
using technology in a smart way and creating strong HR.
Personalized choices should be offered to every company when it comes to attracting, developing and retaining our employees, emphasizes Matthias Kempf, Senior Director Human Resources, Adidas Emerging Markets
In addition, he would point out the power of diversity we have to use differently, as well as attractive, ﬂexible working environments, which allow a new chapter of innovation and collaboration.
Employee Experience is one of the areas HR should improve its focus, according to David Lamy, Lecturer Human Resources Paris-Sorbonne University.
Marketing and sales departments should improve & develop the customer experience in order to increase market share and revenue.
Also, Performance Management systems will transform. Many companies like Microsoft, Netﬂix, Diageo changed their traditional performance management systems and took away ratings and performance distribution curves. This is really an actual topic and many companies stick to old models whilst they know that they have to change one day.
Find out more about the latest HR trends, and learn more about Resilience& HR Transformation Practice and how it can enable your organization towards increasing employee engagement and retention, while improving the overall performance of the company.