We live in a world that is constantly changing, and the HR department is no different. Whereas last year recruitment and selection, onboarding and absenteeism were still at the top of the list of most important challenges, this year these challenges have receded a bit more into the background. What are the most important challenges for HR professionals in 2020? We would like to give you an overview:
1. Technology
The coming years will be marked by the formation of a fundamentally different society. New technologies are emerging such as robotization, artificial intelligence, virtual reality and you name it. At a lightning pace, more and more work is being automated, changing the way we live and work. The impact of automation is becoming more and more obvious and jobs are even already disappearing. Of course, this is not to say that unemployment is increasing. Instead, see it as challenges: these developments make it possible to perform other tasks.
How do you capitalize on this?
Automation and robotization are creating gaps between the competencies and skills of today's employees and the employees of the future. It is therefore super important as an organization to invest in sustainable employability. That means investing in training, development, commitment and job satisfaction of employees. However, not only the employer is responsible for this. Employees must also invest in their own development. Make sure organizational goals and expectations are clear to every employee and let employees set their own goals based on that . What will their job look like in five years and what will they do to make the most of that job? In doing so, have employees assume their own strengths and potential. Have them ask their manager and colleagues for 360-degree feedback and, as a manager, invest time in giving feedback as well. That will undoubtedly provide you with valuable insights
Webinar: stop judging
In this webinar, we will take you through 8 steps to an appropriate, new annual cycle where employees and managers are in continuous conversation.
2. Performance Management
In recent years, the economy has been doing well. New companies are springing up like mushrooms and many existing companies are experiencing mega growth. Customers are even more king than they ever were before and employees have to find a way to sell their product without constantly giving sales pitches. So it is all too important for organizations to bring in the top people in the business. Have you got them in? Then the trick is to keep them, but they too are gaining power and demanding a lot from employers. Gallup research shows that 87% of millennials would rather trade their salary for growth and development opportunities. Performance management is about getting people to perform as effectively as possible so they can achieve the best possible performance. Employee growth opportunities are at the heart of the performance management process. Ultimately, performance management creates more engagement, job happiness, productivity and better performance. By getting started with performance management, managers can be more responsive to the needs of employees and customers and all of this ultimately leads to more growth for teams and the organization, satisfied customers, less absenteeism, lower costs and more time.
How do you capitalize on this?
Performance management is about putting people in the right place so they can perform at their best. First, it is important to remember that performance management is not an end in itself. Why do you want to get started with performance management? What is the dot on the horizon you want to get to as an organization? This journey to your dot on the horizon is a change, and change really isn't always easy. Performance Management is a tool to facilitate this process. A Performance Management tool can help you with this change. Remember that a tool is not an end in itself, but a means to support the change.
3. HR as a strategic advisor
No profession has changed as much in recent years as that of HR. The management of many organizations increasingly expect HR to take on the role of strategic advisor. However, we see in practice that HR managers are often still too modest to take on this role. This means that the role of HR in many organizations will have to change. Where previously the HR department was mainly responsible for administrative activities, such as payroll, the role is shifting more and more to a strategic advisor role. On the one hand, this change is due to increasing digitalization. In addition, the need to attract, retain and develop talent also plays a major role in this trend.
How do you capitalize on this?
To fulfill the role of strategic advisor and meet challenges for HR, employees must be able and willing to change. They need to break away from familiar work and invest in personal development and developing new competencies. To make time for this, you can outsource administrative tasks, for example. HR will have to become agile and be able to make predictions. In addition, they must know at any moment of the day what opportunities lie ahead for the organization and be able to respond to them.