New recruiting technology and the upcoming labor shortage have resulted in significant HR trends that are here to stay. Baby Boomers are retiring while our economy is expanding and the need for more qualified hires is increasing. Organization leadership is demanding that HR become fully strategic while “Strategic HR” is demanding a seat in the Boardroom. Technology is giving HR extraordinary capabilities compared to just 10 years ago. The next decade can be bright for HR but is HR up to the task?
Below are some trends and issues affecting HR that we will be discussing in this webcast:
Recruitment Process Outsourcing – This is one more opportunity for companies to “stick to their knitting.” Outsourcing has been proven to work successfully in key support areas such as accounting, Information Technology, program development, etc. If you do not know about RPO, it is time to get up to speed since executives everywhere are asking if they should be outsourcing the hiring process.
Retention, Removal and Bench-strength – Finding top talent is one thing; keeping it is a whole different ball game. If people are our most valuable resource, then why are we letting them walk out the door? And why don’t we push poor performers out the door? And why aren’t we prepared to replace our top performers with other top performers?
A Systems Approach to HR – Sooner or later your organization’s leadership will demand standard “best practices” for talent management across the organization. For some companies this comes as a result of a law suit, turnover, accidents, etc. and for those more fortunate companies, it results from good strategic planning. There is a significant trend away from decentralized, use your best judgment, talent management. Today, companies demand standard best practices, implemented consistently and measured daily.
The New HR Competencies – In more companies HR is receiving a seat in the Boardroom. Senior executives are bottom line people. They like numbers, results and clear ROI. They want to understand the metrics and talk about improving the metrics. HR must adapt. It is not acceptable to say I am in HR because I like developing people verses working with numbers. Future HR professionals will need to minimally understand finance and accounting and ideally have a measurement background.
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